Is it time to gamify your hiring process?

In-House Recruiting, Recruitment Strategies
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If you’re looking to shake up the way you attract talent, gamification could be a good place to start.


A lot of companies large and small have already innovated their hiring processes, with gamification proving a popular option. Gamification is about applying the elements of videogames that are enjoyable and engaging to a process that traditionally lacks these factors. It adds a little fun to the mix, often in the form of an online-game based layer of the recruitment process for the applicant to negotiate.

Whether it’s Uber and its famous in-app coding test, L’Oréal and its Brandstorm innovation challenge, or the RAF and its online aptitude tests, these modes of gamification don’t only simplify the process for recruitment teams, but they raise the standard of applicants too.

So, if you’re looking to innovate your hiring process, read on for Jobsite’s top five reasons why gamification could be the way to go.

Boost your employer brand

A gamified recruitment process can transform your employer brand from traditional to forward thinking and tech-savvy. With this in mind, you’ll do a better job of attracting the talent armed with the digital dexterity that businesses today desire.

And, if you make the process challenging enough, it could result in good PR too. Just look at Google’s Code Jam and Facebook’s Hacker Cup – both acquire maximum exposure, which raises the number of potential new recruits taking part, and the calibre of fresh talent that join their rank.

 

An objective view of talent

A candidate might claim to have a number of qualifications, successful projects or client wins under their belt, but it can be difficult to determine fact from fiction. By gamifying the hiring process, candidates have to put their money where their mouth is, enabling head-hunters to establish the skills they really possess, and those that have been embellished on their CV.

When it comes to gamifying the hiring process, recruitment teams are able to offer online tests that test all manner of skills. From verbal reasoning to numerical tests, problem solving to digital dexterity, incorporating aptitude tests into your hiring process will enable you to gain a 360 degree view of each candidate’s skill set, so that you can take a more objective view on who to hire.

 

Access the skills you need

Having a gamification process enables your business to challenge the status quo when it comes to hiring. Traditionally, you might have looked for candidates armed with a degree, or with a particular type of employment experience, but a gamification process enables you to cast your net further and open up to the possibilities of hiring all manner of candidates.

Take GCHQ, for example, which often launches ‘Can you crack it?’ coding tests to help hire the next generation of code breaking talent. By abolishing the CV from the first stage of the process, it enables organisations to look beyond the traditional talent it hires and open up to candidates from all over.

 

Simplify the selection process

The recruitment process can take time, from reading through endless CVs, cover letters and hosting first stages of interviews. Gamification certainly simplifies the process, as it sifts out candidates based on their competencies before your recruitment team have taken the time to vet them beforehand.

What’s more, whilst gamifying the recruitment process is a more entertaining way for candidates to apply for a job, it can be a time-consuming process, too, requiring dedication from candidates. By having an initial round of online aptitude tests in the application stage, you’ll be able to weed out some of the candidates that aren’t fully committed to the task at hand.

 

Improve employee retention

Gamified recruitment processes have been known to improve employee retention, as these online games are able to simulate what a day in the life is like, meaning that candidates are in for no surprises when they join.

French postal service, Formapost, decided to gamify it’s hiring process when a quarter of its new hires were leaving after the trial period. By launching its Jeu Facteur Academy, which allowed candidates to simulate a week as a postal carrier, the drop out rate decreased from 25% to 8%. Score!

So, if you want to improve your employer brand, find the cream of the crop and boost your employee’s loyalty, gamification could be the way to go. But it can require time and money. If you want to implement a gamification process into your recruitment strategy, you’ll need to make a business case for it, with a focus on how it improves employee retention, your employer brand, and the standard of talent.

Once you’ve got the business on board, it’s time to reach out to a team of developers, whether they’re contracted or you have the facility in house, so that you can get your new recruitment tool online, and get best of breed talent working for you!

If you want to innovate your hiring process even further, why not consider group test interviews, the open house, or alternate CVs? We’ve got everything you need to know, here.

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Disclaimer: Any views here do not necessarily reflect the views of Jobsite. As such we cannot be held responsible for the views expressed here or any actions taken as a consequence.