“implementing gamification in this process can both make it more entertaining for the hiring personnel as well as impart a lot more benefits to the company as a whole.”
Hiring people is more than just a formula. If it were, artificial intelligence recruiters would be far more effective at predicting the right employees for a position than humans are. However, in the case of many recruiters, the selection process can get tedious. This repetitiveness is due to the rote nature of the job.
Luckily, implementing gamification in this process can both make it more entertaining for the hiring personnel as well as impart a lot more benefits to the company as a whole. Here, seven professionals from Forbes Human Resources Council share their insight into how gamification has changed their hiring process and what benefits they get from utilizing it.
1. Testing Industry Knowledge
The Marriott Hotel developed a game that gave players the chance to run a hotel virtually. It’s a great example of gamification in hiring. Gamification tests industry knowledge while also assessing candidate skills like problem-solving and creativity. It helps keep candidates engaged, too, as it's fun. After all, most candidates would rather play a game than complete a lengthy application form. - Kim Pope, WilsonHCG
2. Sourcing Candidates Better
Domino's was famous for this. They developed a game app where anyone can make their pizzas and learn their recipes. Then, they ended up hiring some of the people who scored the highest in the game. It was a genius way to source candidates. If there are skills that you can turn into a game, you can gamify hiring! - Lotus Buckner, NCH
3. Increasing Candidate Engagement
Rapid economic growth and an increased number of job openings make it increasingly more difficult to find qualified talent. Leveraging friendly competition in hackathons, gamification software and referral programs is a great way to increase candidate and employee engagement. Gamification can also show employers the candidate's skill set and how well they collaborate with potential peers. - Ray Ocon, Chasing Unicorns
4. Reducing The Interview Cycle
In high-growth technical startups, successfully hiring and onboarding development talent can be challenging. We had the opportunity to partner with a SaaS client to help them improve their interview to offer ratios by eliminating their traditional six-step interview process by implementing a gamified code challenge. The process resulted in a 40% shorter interview cycle and a 62% higher offer ratio. - Kelly O'Connell, ON ITS AXIS
5. Identifying The Right Skills
I love the story about how the British Intelligence Agency encouraged would-be spies to crack code to be considered as candidates! But any job-related contests have to be relevant to the role and testing the right skills. Otherwise, making the hiring process "fun" can be a gimmicky turnoff. Be careful, as gamifying hiring can be condescending. Treat candidates like adults if you want to hire adults. - Tracy Cote, Zenefits
6. Having Candidates Solve Real Problems
Crowdsource candidates by asking a common challenge they will face in the role in a fun "trivia-style" way. People love to show what they know and it will lead to new and different candidates wanting to join an employer's talent community and a great way to source. - Keri Higgins Bigelow, LivingHR, Inc.
7. Increasing Employee Referrals
Gamifying employee referrals has engaged employees at our company, brought in great new hires and created a fun competition and award system for our employees! We've created a point system that accumulates for valid referrals who make it past the recruiter screen phase of the process. Points are collected with prizes given along the way as well as at the year end. - Diane Strohfus, Betterworks.com