If adding gamification to recruitment process seems like a glued on addition, this post will give you something to think about. The benefits gamification can offer to this process have nothing glued on in them.
Recruitment processes take on average 22-24 days. That's a long time both for the applicants and the hiring company. Gamification can help reduce these long processes significantly.
Automated application handling done better
It's not uncommon to automate the first phases of a recruitment process. Automated forms can filter out the candidates whose substance knowledge or skills won't match to the open position. This without the need for an HR department to go through piles and piles of applications. The problem with automated forms is that they are usually really boring, and can leave the applicants feeling more negative about the process and company.
Adding a bit of interactivity, maybe a bit of creativity, perhaps even a drop of playfulness to the forms makes this phase more positive for the applicants. It also takes away the pressure automated forms may create.
Gamification can even chance the whole set up of applying for a job.
What if instead of having applicants send in their application and cv, they would just login to a game, where they'd both find out more about the company and job, and complete small quests that measure the needed skills to qualify for the job?
What if HR didn't have to touch any applications at all, but would get the best qualified applicants' game answers to be able to just call them all for interviews? In a recruitment game it's possible to gain a lot more information about the game participants, the applicants, before you have to make any kind of decisions on who to invite to an interview. Even part of the interviews can be dealt with inside the game, which saves a lot of time on both ends.
Recruitment games can progress in many ways. In the initial phase, the game can filter out the right kind of candidates, and be more automated. But the game doesn't have to end there.
The players can progress in the game even after the initial round, now receiving more information about the employees, the company culture and the position they are applying to as a reward for their own efforts. This builds up trust and interest towards the company, but also already handles the first interview round, at least partly.
This approach also makes it possible for the applicants to know real time how they are doing. If they don't qualify for the job on some level, they also get to know the reason why their journey ends. The process seems more fair, and every applicant gets feedback at the end of their journey through the game, either automatically or individualised feedback straight from the recruiter who at some point of the journey can start moderating the game.
Receiving feedback not only makes the no seem less disappointing, but also helps the applicants see which skills they should concentrate on if they want to apply to similar roles in the future.
But clever companies can also boost applicants' skills within the process, gaining good reputation. With gamified approach the applicants will get more positive feedback even when they don't make it till the end. Let me repeat that. It's possible to give the applicants positive feedback, whether they even get to an interview.
Starting to see how gamification could turn around the recruiting game, even affect the company's image as an employer?