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How gamification is aiding recruiters

Tom Jones
As many new ideas and concepts are, the gamification of workplaces is proving controversial amongst industry experts. While some decry it as gimmicky, expensive and already proven a failure, others believe it a fantastic way to attract new talent, weed out poor candidates and excite potential employees. For those that haven’t yet heard of gamification, simply put it is the application of game dynamics to areas of life that aren’t traditionally thought of as playful or defined as a game. The most important example of this may be the workplace. 

By introducing game-mechanics into certain tasks and areas of the workplace, employers hope to change the way people, particularly those Millennials raised on a diet of video games and the internet, relate to their business. In recruitment, gamification is showing that it could have a particularly important role to play in the future. Here we take a look at some of the ways in which it seems to be aiding recruiters.    

Giving potential employees a taste for the job

In many cases, gamification is being used by recruiters to give potential employees a taste of what life at their business is like. This allows candidates to experience exactly what a typical day at work would consist of, the challenges they may face and gives them the opportunity to become more interested and excited than they otherwise would be. A great example of this kind of gamification is the French postal service, Formaposte, whose recruitment game has proved a hit. By giving potential employees the opportunity to live, virtually, as a postman, they help candidates work out whether they’re suitable for the job and would enjoy the experience or whether it’s really not for them.   

Dropout rates

Getting a taste for a job also helps recruiters with one of the biggest problems facing the industry at the moment – the retention of new staff. The cost of training new employees is often a large expenditure and it’s all too common for businesses to find themselves training a new member of staff, only for them to leave early on; often sending the company back to square one. If potential employees are able to decide that they’re really not a great fit for the company before they begin training, a lot of time and money could be saved.

Engagement and incentives

Recruiters have also had a great deal of success with gamification when it comes to engaging potential staff, attracting talent and incentivising certain tasks. Many companies have used games as a successful means of attracting the creative talent they require to push their company forward by designing games which candidates find enjoyable to play and allowing them to compete against one another. A great example of this are the RAF games, which put players in various realistic scenarios they may encounter in the Air Force, or the Google CodeJam.

Aptitude tests

Finally, games can also be used as a means of testing aptitude and key skills. By using puzzles and challenges, recruiters can quiz potential employees, weeding out those that don’t have the necessary talents for a role. This could become much more popular in the future as a pre-interview technique that narrows the field, allowing interviewers to take a more un-structured and personal approach with the candidates during the interview stages. Rather than attempting to test their abilities and establish whether they have the key skills necessary for the role, recruiters can focus on compatibility with the business and building an interest and excitement for the job.

By adopting a gamification as a new approach to recruitment and the hiring process, firms can learn a lot about those that may be considering a position with them. Candidates stand to benefit too, as they can also discover things about potential employers and available roles that may sway their decision making process one way or the other. For a recruiter then, gamification would appear to be a useful tool that can aid all parties.

Read our related article: Future of Apps
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