Deco | Gamification: A New Approach to Hiring the Right Talent 

Deco | Gamification: A New Approach to Hiring the Right Talent 

Gamification in Human Resources (HR) facilitates the selection process of candidates and recruiters. In any business, the best decisions should always be made based on your needs. This includes hiring the right people for the right roles. By introducing gamification into HR, recruiters can bring more efficiency and knowledge to the important task of recruiting.This Deco Portugal Explains the benefits and how to implement a game-based recruiting process.

It is said that children learn a lot by playing and playing games. A truth that shouldn’t stop in adulthood because play motivates, engages and is part of the process of personal and team growth.

This is why gamification in HR is considered a fundamental strategy for motivating employees and improving company performance. In practice, it uses elements that exist in the game to engage the team: it involves goals, rules, feedback, voluntary participation and rewards. Yes, it is the subject that motivates work teams in a competitive but healthy way.

On the one hand, if strategy is a valuable resource for retaining talent by increasing engagement and motivation, and amplifying results by engaging motivated professionals, it is also a powerful technique for identifying talent and adapting to company culture and Recruiting new people.

Nothing is more stressful than being watched and censored. On the other hand, it is not easy for recruiters to judge a candidate’s characteristics and qualifications in as little as 30 minutes.

Gamification in HR facilitates the selection process of candidates and recruiters. More and more companies are using gamification in HR to help identify the best candidates for the company’s needs. Creating a game may seem like a daunting task, but it’s actually quite simple to implement a game that helps a company attract talent.

According to a report by ReportLinker, the global gamification market was valued at $6.8 billion in 2018 and is expected to grow at a staggering 32% annual rate to reach $40 billion by 2024. “The frequency with which companies are adopting gamification for a variety of purposes, one of which is recruiting, is increasing.

HR gamification in the recruiting process enables candidates to demonstrate their values ​​and skills. Those in charge of HR can better assess talent. Games can pass behavioral quizzes, industry challenges, company-related tasks, and more.

Implement gamification

Finding and recruiting the best talent, especially in the current context of full tech employment, can be no easy task. Recruiters can use gamification to save time and increase their chances of hiring the right person to fill the position. The key is to implement the right play style to preselect the best candidates.

When considering the recruiting game in your HR gamification strategy, you can choose a familiar model or a custom game:

  • Model-based games. Simply add company content to an existing game template. The plug-and-play interface matches the game to the organization’s branding and content. This option allows a small amount of customization at a lower cost.
  • custom game. Especially useful for companies that crave deeper and custom environments, settings and characters.

Both options are proven to attract new talent, assess skills and personality, and help drive better hiring decisions than traditional recruiting methods.

Recruitment advantage

Unlike courses, games cannot be fake

It’s easy to lie or hype your skills during a job interview. Conversely, it is very difficult to fake an in-depth knowledge of a topic or a solid performance during analysis. gamification.

By creating “trivial” games, word games, or matching games, recruiters can learn about a candidate’s knowledge of their industry, product, or process. If you’re looking for someone with very specific skills, you should ask specific questions, time your answers, to make sure the interviewee isn’t looking for information. online.

If the selection process is more focused on understanding soft skill Candidates, it’s better to try a choice game, similar to a book “Choose Your Own Adventure”. It’s great for testing sales, negotiation, communication, empathy, and problem-solving skills. Analysis of player performance can provide a clear picture of their behavioral tendencies and reveal their suitability for the company.

A complete assessment of the candidate

Through gamification, a complete assessment of a candidate can be completed within hours. Many games adjust based on player performance, showing them where they are and giving them a sense of accomplishment, regardless of their level. Most designs start with simple questions/scenarios and increase/decrease difficulty levels as the player progresses.

By creating these choice games, candidates can become more involved and gain greater insight into their personalities, behaviors, preferences, and thought processes.

Identify motivated candidates

As the recruiting game is complete, recruiters will be able to determine who is really interested.A well-structured game should include thought-provoking questions about relevant material and provide feedback Specific so that the respondent knows if he is correct and/or how his decisions affect the virtual scene. For example, a customer service company might ask specific questions about a product or process, or describe how an employee would handle an unhappy customer. Those who complete the game show a level of commitment, thus demonstrating a drive to work for the company.

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