The next time you’re recruiting new talent for your company, you might be evaluating them through a game they play on their phones. Gamification is a relatively new trend in the HR industry. Since traditional interviews are getting boring, however, we’re always open for something new to explore.
Have you seen Domino’s game called Create, Name and Fame the Pizza of Your Dreams? This is an example of a simple game that a brand’s consumers play. You can use the same concept to hire product developers or marketing experts, for example. Think about it: you ask them to create a product and promote it online. The winner of the game gets the job.
Gamification is everywhere around us. It’s a huge trend in education. Brands like Domino’s are using the concept to attract more customers. Online stores give discounts for playing a game. The potential doesn’t end there. It’s time to explore the benefits of gamification in the hiring process.
Here are 5 reasons that will get your attention:
- A Game Is Much Better than a Short Test
Many employers give short tests to potential candidates, so they will quickly determine if they are a good fit for an interview. The companies focused on growth want to fill in the open positions as quickly as possible, so the speeding up of the process often results in bad hires. In fact, a research report by Brandon Hall Group showed that 95% of organizations are hiring bad fits.
A game will take some time and plan to develop. However, it will also give you more tangible results, since you’ll see the candidates’ skills in action.
- You Don’t Have to Design a Game
If you think that designing an app costs time and money, you can always opt for JobFlare. It’s a platform where job seekers play different games that improve and showcase their quantitative ability, communication skills, attention to detail, and other skills that are important to evaluate during the hiring process.
The users of this service demonstrate their potential, and JobFlare presents them to you. If you sign up as a premium employer, the team will reach out to high-performing candidates to present your offer.
- You’ll Easily Spread the Word
Games always attract attention. Google Code Jam is a nice example of that. The company hosts and administers this coding competition that’s full of algorithmic challenges. Then, it invites the finalists to Google, where they compete for jobs or cash prizes. Google doesn’t have to search for talent. Thanks to this competition, the best talent from all around the world comes to it.
Maybe your company is not as popular as Google. Still, a game is easy to share all over social media, so it will attract more attention when compared to a plain job ad.
- Gamification Works In Training and Retention, Too
Catherine Rudick, an Recruitment at Resumes Planet, explains that the benefits of gamification extend beyond the hiring process. “Games keep people engaged and competitive. My entire team has installed Lumosity. We all keep playing and comparing the results. Employees need rewards and recognition. A hiring manager can simply suggest a game that improves relevant skills and gives them recognition as they advance through it.”
You don’t have to hand out badges to the employees of the month. That’s a slightly outdated tradition. A game will keep the employees engaged and competitive, but you have to make it relevant to the skills you want them to develop. Let them play during a specific time of the working day, when they are not too busy with clients or tasks. For example, you can inspire them to play while having their morning coffee together.
- Through the Game, the Candidate Learns about Your Company
A specifically designed recruiting game will help the candidate learn about your company’s goals and culture while having fun. For example, you can create a game where you present brief info through fun slides, and then the candidate has to answer questions to get to the next level.
With this method, you’ll not only make sure they know what they are getting into, but you’ll also see how they would fit into the office culture. Siemens, for example, introduced a game called Plantsville, which puts the player in the role of a plant manager in the company. The game is no longer available, but it sure was a nice way for the company to see how the candidates would handle safety, quality, timely delivery, energy management, and other responsibilities they would have with this position.
Recruiters have always been trying to make assessment more fun and effective. Gamification gives us that chance. It’s still something we need to learn, but the opportunities definitely motivate us to do so.
About the Author
Micheal Gilmore is an entrepreneur and blogger from Dallas, TX. He loves writing about business, marketing, productivity and personal growth. Micheal is also a passionate career advisor and facilitator. Follow him on Twitter.
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