In the human resources sector, technology-based selection procedures are becoming increasingly important. The latest trend tests the skills of the applicants in a playful way.
In the digital age, new technical methods are used to filter out the right candidate for a job from a sea of applicants. For several years the so-called “Gamification” has been developing into a new trend in human resources. The application of typical elements in this context is intended to make the recruitment process more efficient. Both companies and candidates can save a lot of time in the application process. Both sides can make a better judgement of whether the applicant is really fit for the job.
Playing a Game in the application process
The concept out of the advertising and entertainment industry was originally intended to motivate the customer by means of applications such as interactive advertising or the sharing of an article, to tie himself more strongly to the respective company. Meanwhile, companies are using so-called recruiting games to test applicants in a playful way for their suitability for a job. In appropriately realistic scenarios, the candidates must demonstrate their competence and resilience. In this way, applicants in online games are to lead virtual corporations, show creativity in digital city planning, or find solutions in collaboration with several other players, thus demonstrating their team spirit and their strategic skills. Video games are particularly well suited to assess the creativity of a candidate. In recruiting games, the candidates have to make decisions, set priorities under time pressure, and learn from mistakes. The evaluated data provide information about a candidate’s productivity or willingness to perform. Thus, before the interview, the staff executive receives a meaningful impression of a potential candidate.
Better self-assessment for applicants
In turn, the candidates can also get a better picture of the company and the desired position, and find out if they have the necessary skills and the required knowledge for the job. In addition to this, there are freely accessible orientation games available for everyone in the network, that are supposed to give the candidate an appraisal with self-tests; he can find which job is the right one for him. There are also test games, which can be accessed only after a successful examination/clearance of the application documents. In this way the motivation of a candidate can be thoroughly tested. In addition, the candidate is given a better insight into the company. Not only do companies benefit from this, but they also reduce the rate of later drop-outs, particularly in the context of training. Even potential applicants themselves can get a better picture of whether the desired job is really fun for them.
Recruiting Games at companies still unpopular
Despite the obvious advantages, the new trend is developing slowly. According to a study done by the University of Georgia in cooperation with the career portal Monster, only 2.5 per cent of the top 1000 companies of USA stated that they support, or have, games on their company website or on social network platforms, such as Facebook. Even in the future, according this data, only 3.6 percent of companies surveyed plan to provide a gamification application on their website. In the area of the internal selection process, just 1.2 percent of the companies stated that they were to sort out suitable candidates in this way. One reason for the restraint is that the manipulation of the player’s results is quite easy. Thus, a company cannot really be sure that the result is actually achieved by the applicant and not by any other person. Another reason is certainly the cost; developing a recruiting game and implementing it professionally is not exactly cheap. But the effort could be worth it. Especially for the generation of the Millennials, the playful handling of content on the PC, smartphone, or on the consoles has long been part of everyday life. To pick up potential junior staff from this pool with online games is expected to be a success in the future.
Greater interest in applicants
While the new recruitment method is not yet very popular among companies, there is already a much greater interest on the part of the applicants to be able to better assess their own chances for a job with online games. Despite the limited supply of companies, according to the study, 8.5 percent of job seekers on a career website and 4.4 percent on a social networking platform have verified their suitability for vacancies using an online game. While around a third of the applicants reject the method altogether, around 30 percent see an advantage in online games to get feedback on the personal suitability for an advertised job. Almost a quarter of the respondents believe that recruiting games can reduce the effort for applications if candidates only apply for suitable positions due to the feedback.