Gamifying the Recruitment Process
Recruiters and talent acquisition professionals are gearing up their game to win the war for talent. They are constantly on the lookout for new and innovative ways to better attract, engage, and assess potential candidates. One such skill that they must learn is to integrate latest technologies with the hiring process. Technology is the driver of efficiency and accuracy, and recruiters must not only be efficient but also highly effective at getting the right talent on board. An interesting proposition that recruiters are playing around with is the application of gaming to the recruitment pipeline. So the next time you toy with the idea of assessing a candidate by making him or her play a game on the smartphone, do not be surprised. Gamification in hiring and selection is the next big innovation.
Gamification is not a new phenomenon. It has been used extensively in learning and developing in the enterprise. The fact that people find games fun and engrossing is the lever that leads to its application in talent assessment. Here are a few reasons why you should consider this unique means of candidate selection:
1. Assessment of skills: Employers often make candidates take short tests (aptitude, personality, etc.) to determine the skills, role, and cultural fit. Often, different tools are required to measure each of these fits. However, a game is close to a real-life representation of the workplace and the job role. Since the candidate is playing it “live in action” it presents an opportunity for the assessor to evaluate whether the candidate fits the “live job”. It is like a trailer snapshot of the bigger movie, providing a more realistic assessment of candidates’ skills and aptitude.
2. Automation of design: Organizations often shy away from gamification because they think it involves a lot of time and investment to design from scratch. The reality is that a number of automated game-design software are available in the market. One can also select from a list of ready-made games based on what is to be assessed. One such platform is Job Flare, with different games that assess different skills like quantitative ability, communication skills, attention to detail and other skills.
3. Great employer branding stunt: A company that uses games in any of its processes often gets public attention fast. Take the case of the Google Code Jam, the gamified coding challenge which backs up as a talent scouting tool. Every techie would strive to be a part of this challenge and thereby opens up a channel to work for Google. Make sure you share that you are using gamification on social media and other employer branding channels—it is likely to intrigue the talented candidate and make him /her apply.
4. Application in other HR arenas: Gamification is being looked upon as the go-to tool not just for hiring but also for learning and development, employee engagement, and employee retention. They can also be used to instill a healthy sense of competition and can be interwoven into the rewards and recognition or health and wellness agenda. The idea is to use games to elicit desired employee behaviors, by designing them in line with the company goals and values.
5. Better onboarding: Imagine a state where your candidate knows a lot of about the company, sector, values, etc. even before he or she joins. That would definitely reduce your onboarding burden and would make the candidate productive from Day 1—an ideal situation for a recruiter. Games help candidates learn about the company culture, norms, behaviors, values, expectations, etc. if they are designed well to do so.
Gamification is the chance to make employer-candidate interactions more fun and meaningful. Not only will the recruiter be able to better assess talent through real games, but candidates too would be enthralled to be a part of such an innovative company. Gamification thus has the potential to work as a talent magnet.
