Gamification is the concept of digitally engaging and motivating people to achieve their goals using game theory, mechanics and game designs.
Companies use this principle to increase employees’ interest in a brand and deepen their engagement. Recruitment providers today are aware of how important it is to include some Gamification strategies on their portals. This may be simulated games, loyalty programs, wrapper game prizes, employee-of-the-month schemes, hidden tokens, or anything that requires interaction from the employees.
What is Gamification in Recruitment?
Gamification is an innovative strategy for recruiting the best-suited candidates. This strategy is different from the traditional way of interviewing. Gamification is helping interviewers to overcome the challenges associated with the regular hiring process. The common questions asked during a job interview help in the self-evaluation of the candidate. However, recruiters identified certain limitations with the current interview and recruitment process.
One of the biggest challenges recruiters face is filtering out profiles of candidates (out of the bulk they receive) that are best suited for a specific role. This is because they receive resumes that may be relevant, but many that are irrelevant. The resumes itself does not guarantee that the candidates possess the required skills and competencies for a particular job opening.
Gamification adds a fun element to the recruitment process that may become a monotonous activity at times. Gamification is helping the recruiters to club recruitment and entertainment, which makes the whole recruiting process an enjoyable experience. Gamification does not mean engaging candidates in unnecessary gaming activities. It involves activities such as quizzes related to the industry, company, and people. Such activities allow recruiters to analyze a candidate’s aptitude, problem-solving abilities, and how creatively they can think. Gamification enables the recruiters to create a simulated work environment in which the candidates can feel engaged with the company.
How to use the gamified process to attract top talent?
Here are few points-
1. Create Online Quiz and Leaderboards
A research was recently carried on by TalentLMS. It found that 85% of employees prefer spending more time on gamified software.
Creating an Online Quiz can be one of the strategies to gamify the process of attracting ideal candidates. The participants of this quiz should be asked questions about your company, and you can set criteria where it would be mandatory for them to answer all the questions right. The winner(s) could be awarded a noteworthy title, or in the form of money, or free products.
The quiz can be made even more competitive by using Leaderboards. This will help you keep a record of titleholders. By doing this, you will induce a level of excitement among the candidates and those who are supporting them. You can also ascertain who among them have a winning attitude that plays a very critical attribute in a challenging situation.
You will not only build employer brand awareness by conducting such a competition, but the participating candidates may also refer more candidates who they feel are also deserving enough to be associated with your company. This way, you can achieve a bigger pool of talented candidates who would be equally interested in joining your company.
2. Leverage Puzzles and Simulations
There is a possibility of losing out a great talent because of an interviewer’s biased opinion. At the same time, the probability is very high that candidates have come prepared with perfect answers to some of the most common questions asked in a formal interview.
To tackle these challenges, Gamification today is considered a great assessment tool. Gamified assessments are beneficial in determining skills and behaviors that candidates are expected to use while coming across a real situation in their job. For instance, PwC used a 2-round Multipoly game to simulate their interview and internship experiences. The participants were made interns at a simulated workplace. This enabled PwC to identify candidates who had the potential to become high performers on the job. The candidates also had an opportunity to experience how enjoyable it would be for them to work there.
Leveraging puzzles and simulations can help recruiters to select appropriate talents based on capabilities and behaviors. Engaging candidates in puzzles and simulations can be ideal for testing
- How creative is one’s thinking?
- How skillfully can they manage a conflicting situation?
- How well can they solve a particular problem?
- How effectively they manage their time?
- How effectively one copes in a pressure situation.
3. Gamify Your Onboarding Course
Gamifying the Onboarding Program transforms it into a 2-way process of sharing information. It helps the new recruits to learn about the company while having fun.
Incorporate a storytelling element to the onboarding course to make it entertaining. The new employees can select a character, and interact with other characters representing actual designated people in the company. As a thumb rule, treat each module as a new level in the game. Reward them with points and let them accumulate as they get closer to completion.
Gamify the onboarding in a way that the employees feel comfortable when it comes to asking for help. Reward old employees who are forthcoming and ready to offer assistance to new hires. Those whose answers and performs the best can also be given some kind of recognition through a leaderboard.
Gamification can play a vital role in identifying the top talents. This can then be implemented to onboard candidates in a fun and effective way. Thorough research is necessary to develop games that can help you achieve what you are looking for.
Take the help of recruiting companies that specialize in gamification of the recruiting process. There is no harm in making the hiring process more fun and engaging. If the games are selected carefully, better are the chances of evaluating candidates faster and better.