The traditional hiring process has relied on the basic model for many years. Collecting resumes, sifting through them, evaluating candidates with assessments, and then shortlisting candidates for interviews. However, the hiring landscape has shifted, and employers need to find new ways to attract and assess applicants.
Enter gamification. A concept that uses game theory, mechanics, and game designs to engage and motivate people to achieve their goals digitally. Let’s see how gamification in recruitment can convert dull and frustrating tasks into fun processes for recruiters and candidates.
Top Reasons why Gamification in Recruitment works
Overcome Talent Scarcity by Widening the Talent Pool
Most recruiters select candidates from a very limited talent pool, making for a severe skill shortage. As companies struggle with not having enough candidates to pick from, hiring managers also face the dilemma of separating the wheat from the chaff, even with a small candidate pool.
History will tell us that gamification has helped solve these problems time and time again. Using data analytics and AI to analyze and process more than a billion data points, hiring teams can access people in places they wouldn’t have been able to reach otherwise. Moreover, they can rapidly screen candidates and pick out the best without spending energy and effort on manual resume-sifting.
Level the playing field for all applicants
The right candidate comes in all shapes, sizes, and packages – white, black, old, young, neophyte, or experienced. The recruiter needs to look for talent and ignore the wrapping they come in. That, however, can only be done if the hiring team puts aside unconscious and conscious bias.
Research shows that more than 75% of employers believe the unconscious bias has an impact on their hiring decisions. This results in the loss of top talent. Luckily, this is where talent assessments backed by gamification step in.
Talent assessments, powered by gamification, assess people based on their skills, knowledge, and personality rather than their background and other socioeconomic factors, thus giving every individual an equal opportunity to shine forth and reach their full potential.
Build brand awareness
Knowing where to find the right talent isn’t enough to build a healthy talent pipeline. You need to differentiate yourself from other competitors by building a strong employer brand to attract high-quality candidates. 75% of job seekers consider an employer’s brand before applying for a job.
With gamification, companies can boost their brand and showcase themselves as innovative and tech-savvy employers, making the organization more desirable to talent.
Entice the Digital Natives
The utilization of digital tools plays a significant role in the attraction and retention of talent. The millennial cohort will make up 75 percent of the workforce by 2025, so knowing what attracts and motivates them is essential. Millennials are essentially a tech-savvy generation and have grown-up playing games.
As a matter of fact, the game designer, J McGonigal, believes the average western millennial will have spent 10,000 hours on computer-generated gaming by the time they are 21. A company’s reputation as a digital leader also enormously affects job seekers’ decision to join the company.
Adopt a Mobile-First Approach
More than nine-in-ten Millennials own smartphones and spend a significant amount of time using them, which is why it becomes easier for them to explore exciting job opportunities on the go. It also makes sense why about 45% of them use their phones to search for jobs.
Employers should, therefore, optimize their assessment processes to accommodate the needs of the tech-saturated generation and improve their perception of the company.
Gamification platforms that offer talent assessments typically follow a mobile-first approach, thus giving job seekers the convenience to complete the job application on their phones
In a nutshell, gamification presents itself as a comprehensive solution, allowing employers to establish themselves as digital leaders, pique individuals’ interest in job positions, and accurately predict potential hires’ future job performance.
Author bio: Paul Keijzer is the CEO and Co-founder of The Talent Games. A seasoned HR and Leadership Management expert, Paul is a versatile business leader delivering extraordinary results for organizations globally.