Avoiding Game Over – Incorporating Gamification into Recruitment

Avoiding Game Over - Incorporating Gamification into Recruitment
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The term gamification means the application of design techniques and game dynamics to all activities to enhance motion has become rife, and the human resource department is no exception. It is no secret that HR has increasingly grown over the past few years and they finally get the importance that they deserve.

While applications that are focused on customers or clients are still being enhanced, there has been a new increase and focus on enhancing the employee-focused applications too. Initially, the HR department focused more on skill development and learning to engage employees. Having said that, studies have shown that including gamification in the recruitment process can increase employee engagement and improve learning.

Read also – How technology is solving the most annoying thing about recruiting?

A particular focus has been fixated on the applications of pre-selection stages of recruitment that provide the potential candidates to get a feel of the organization through the gamification process. As the workforce is slowly getting dominated by millennials, employers are taking extra efforts to improve the recruitment display their brand and work-culture.

Thus, more and more organizations are finding ways in which they can inculcate gamification in the pre-hiring process. The incorporation of gamification is prevalent in the companies that hire fresher, as new candidates just embarking on their career journey have a fresh perspective of looking at things.

There is no doubt that attracting candidates is a crucial process, and there are new techniques that should be devised to engage them.

How can gamification be applied in the recruitment process?

In the pre-selection process, the concept of “games-based tests”, has really surfaced. In this concept, the game-based assessments are used as a substitute for the traditional aptitude and psychometric tests that are used to test the traits of the applicants.

One of the advantages associated with gamification is that the process is implicit, and not explicit, and thus the candidates have no idea what they are being assessed for or against.

Moreover, the gamification process is designed in such a way that the candidates feel completely immersed in it and motivated to complete the assessment. Being involved in something really helps in improving the answers given by an individual, and thus the accuracy of the concept of the gamification increases.

While there are many benefits of including the “gamification” assessments in the recruitment process, there are a few concerns related to these kinds of assessments, and the key concern is- face validity- that is, how relevant these tests are to individual candidates.

While their various aspects of gamification that enhance the candidate experience but at the same time there is a high chance that the gamification assessment might not be relatable to certain job roles. So, the big question arises, given the challenges that come with incorporating gamification, what are the changes that can be made to make it suitable for everyone?

The fact is that the main appeal of the concept is not the game per se, but the amalgamation of some features of gaming and design methods, that are then blended and applied to existing assessment techniques, such as situational or simulation judgment tests.

Things to consider

In light of the above-mentioned limitations, there are some things that the companies should keep in mind if they want to introduce gamification into their recruitment processes, such as-

Ensuring what trait is being measured is clear and drafting the assessment keeping that trait in mind.

Understand that you should be doing this to improve your business and not just because everyone else is doing it.

Don’t give more importance to user experience, rather than that focus on accurate results.  The core principles of the gamification will still apply, no matter how was the candidate experience.

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Ask for feedback from the candidates about how relatable they found the assessment to their job role.

Avoiding “Game Over”

When an organization considers introducing gamification assessment in their hiring process, they should be doing this because they think it will benefit their business and enhance the recruitment process, and not do it just because every other competitor is doing so.

It is imperative to ensure that the introduction to the process is focused on good assessment practice and it primarily measures the relevant qualities and skills required for different job roles. Getting the best-suited candidate is a win for every company, and creating a positive brand engagement is the best way to do so.

Incorporating gamification can be an amazing way of creating an enveloping experience that is realistic and relevant to the job role a company is assessing.

Takeaway

Incorporating gamification will be a hit only when the organizations apply it into their recruitment process thoughtfully. They need to realize that it’s not just a game but a test on which many candidates’ careers depend on. Deploying the key principles and novel designs is the best way to get the most out of the gamification assessment in the hiring process.

To learn more about enhancing candidate’s experience during the recruitment process, read our Pocket HRMS blogs here.

 

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