The word Gamification might have an aggravating ring in your ears. And who could blame you? The word has been thrown around for months now, heralded as the hot new cure to stagnant businesses and sleepy employees the world over.
But, at the same time, you have to give credit where credit is due. The ingenious process of utilising game mechanics to spice up otherwise colourless tasks has had surprising results for organisations like Google, Microsoft or even Domino’s Pizza.
These corporations are seen by top candidates as the cusp of desirable workplaces; innovative, assertive and open-minded, and it’s down to the fact that they’re seen to be investing in brave new techniques like gamification.
A recent article published by College Recruiter sheds some light into why new talent is so drawn towards companies utilising gamification to recruit, on-board and upkeep team members.
The article, which counts with the participation of field experts, including our own behavioural expert Dr David Kirk, explains why gamification works particularly well for post-graduates seeking their first opportunities as well as more competitive natured jobseekers looking to show-off their skills to prospective employers, especially in sectors like sales and technology.
According to the Society of Human Resources Management, recruiting experts say gamification can stir people’s interest in job openings, project an innovative image of an employer, and deliver accurate previews of applicants’ future job performance.
Today’s employers must adapt to a new generation of recruits who are composed mainly by Millennials – a generation heavily exposed to new technologies and accustomed to social media and playing games online.
Companies are finding the use of game-based learning and gamification, which integrate points, badges, competition and role-playing, as effective ways to attract and assess candidates.
But gamification in recruitment isn’t just about adding a game element into the process to entertain candidates. This method is hugely beneficial for recruiters too, making the elimination process much faster as it allows companies to test specific skills like time management, problem-solving or creative thinking.
Gamification has become the new rage, especially in the IT industry, where technical skills change fast and traditional resumes don’t always tell the depth of job seekers skills. An interesting example is that of the British Intelligence and Security Agency, GCHQ, who have in the past posted cryptic messages on CanYouCrackIt to recruit new spies.
However, you don’t have to look into such sophisticated methods to find gamification weaved into the very fabric of recruitment. Think for a second about LinkedIn and Twitter. These two sites allow candidates to build up online profiles of themselves, showcasing experiences and skills pertinent to their desired role. What makes this interesting is that these sites are validated by firstly, the algorithms of the sites themselves and, secondly by third party commentators who reinforce the candidate’s credibility by following, sharing content or writing recommendations. Now, as a recruiter selecting between candidates, would you go for someone with an out-dated, partially blank profile or for a LinkedIn All-Star? I know what I would choose…
Whether your business already utilises the powerful tools of gamification or you’re still sitting on the fence, I recommend you give the article a quick read. You’ll be surprised at how easily you can implement some of these methods into your recruitment process.