Corporate gamification: what is it and what role can it play in HR to attract new talents? Let's see some examples.
Corporate gamification: a new technique for recruiting?
In recent times, the corporate gamification technique has become increasingly common. What is that?
Basically, by gamification we mean the use of games, usually on dedicated online platforms, which require users (candidates) to carry out quizzes, challenges, or tests.The technique can also be used in personnel management in a versatile way, for example as a team building tool, to stimulate engagement and productivity, foster a sense of belonging. However, it finds a perfect application in job posting and recruiting. In fact, tests, for example, can help recruiters to evaluate the soft skills of gamers, such as problem solving, creativity, stress management.
Corporate gamification: what are the advantages for recruiting?
A first interesting advantage of corporate gamification is the possibility of using it indifferently both live and remotely. this allows time and cost savingsfor both companies and candidates. Furthermore, it offers a protected context in which even the most introverted personalities can express their potential.
Having the possibility to evaluate some characteristics of the candidates even before the interview thanks to tests and quizzes allows you to do a quick screening of the CVs, saving resources to recruiters who will thus be able to give more attention to deepening the knowledge of the most suitable candidates. In fact, the gamification platform can test a high number of candidates in a very short time, offering a first shortlist already validated thanks to the test results.
The affinity with the playful world makes the recruiting process more stimulating and engaging for candidates. After all, Millennials and Gen-Z have a very different attitude to technology than previous generations and find digital applications much more akin to their habits.
The school system introduced this teaching methodology some time ago, to stimulate learning through elements of virtual reality, acting on creativity, motivation, interest, curiosity and a sense of belonging. The assonances with the professional context are evident.
Gamification in HR: examples of use
The potential is truly infinite. Consider that you can build quizzes on any topic and create specific paths for different profiles and business sectors.Gamification is in line with the concept of candidate journey, of great current interest for companies and HR. In fact, we can imagine the candidate's path as a journey during which he goes through different stages, overcomes obstacles, meets different interlocutors. The candidate journey can be made very interesting with quizzes, challenges, on-line competitions or tests that give the candidate the opportunity to demonstrate their skills and talents.
Google was certainly among the first companies to recruit through gamification. It started several years before this tool became popular, finding talent among users who were able to pass a programming challenge.Today, every company can equip itself with its own gamification path, building customized tests for open applications or quizzes and challenges for its employees.
The possibility of requesting and obtaining feedback from users is another key element for the success of the method, allowing continuous improvements.
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