Many employers are interested in how gamification can differentiate their hiring process and reduce the dropout rate among candidates. But recruiters should understand that games, game-based assessments and gamified assessments are actually three different things — and only one of them should be used to select candidates.
Interactive games that are undertaken for enjoyment have a role in attracting applicants. They can encourage people to “connect” with an organization and learn more about the jobs that are available. They can even become viral marketing tools that promote the employer brand.
But a game should not be used to “assess” the