This article provides you with the numerous benefits of gamification in recruitment including some helpful examples. 

But first things first! Let’s dive into the basic information about gamification!

What is Gamification?

Gamification is the use of game thinking, game techniques and game elements in a non-game environment. The aim is to change behaviour, create involvement and transfer knowledge in a playful way. 

But why use them in the recruitment process? 

• Games give the candidates a chance to showcase their actual competencies - with the use of these interactive games, organizations can engage candidates way more. 

• Gamification in recruiting makes your hiring process more interactive and more distinctive from competitors as these games give potential employees a break from the monotony of job hunting. 

• Playful games may also project a company culture that's enjoyable and fun, thus attracting more quality candidates.

• Gamification is an effective method for evaluating applicants before you invite them in for a formal interview. By using quizzes, challenges, or behavioural-related evaluations, hiring companies can integrate a fun element into a typically dull recruiting process. Candidates showcase their job qualifications, allowing the hiring team to assess their aptitude, creative thinking, and problem-solving capabilities. 

• Last but not least, gamification can be used to create simulated work environments where the candidate experiences the tasks they would do if hired, and so for the hiring company to check whether this candidate would be suitable for the job.

“Fun fact: when gamification is coupled with recruitment it is often termed as ““recruitainment.”

Examples of Gamification in recruitment

Interactive quiz

• An example of Gamification in recruitment can be a fun, interactive quiz that gives you points every time you score or know the correct answer. This way the potential employees can show off their knowledge and at the same time, the HR manager can check whether the applicant masters the necessary knowledge.

Colour test

• Another example of a more creative job is a game for which the applicants must select the right colour for the right purpose. As colours change your mood and mind, it’s important for designers to know the psychology behind the meaning of colours. An example: ‘What colour would you pick for a fast-food restaurant and why’, or ‘In what colour would you design a lawyer’s office and what are the reasons for this?’ Via this entertaining method of interviewing, the interviewer gets to know the applicant's way of thinking and working.

Hotelgame

• The last example is based on an already existing gamification recruitment game called Marriott. Within this game, the applicant plays the role of a hotel manager where the applicant needs to deal with day-to-day problems (such as maintenance problems, inventory or training workers). For the HR manager, this is a great way to verify the way of thinking and doing of the applicant. 

The future of gamification in recruitment. 

Gamification has a bright future in some aspects of business operations like the discussed topic ‘recruitment’. Forward-thinking companies can use interactive games to boost customer acquisition, but also promote employees’ development and training.

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