Gamification in HRM for a Successful Recruiting and Selection Process

Human Resources and Gamified Evaluation

Gamified assessment is used by human resource management in their talent management programme to organise their personnel, create new talent pools, and develop their abilities. According to a recent study, just one person in a group of ten is engaged in their job. The company’s surviving workers are disengaged and dissatisfied with their working conditions.

Many organisations’ human resource departments have begun to use gamified tactics in the management to increase employee engagement in the workplace.

The functioning of gamification

Human resource management uses this gamified evaluation to instil a competitive spirit in workers and keep them engaged in the game. It motivates workers to comprehend the organization’s goals and to give their all. Employees are kept engaged via gamified evaluations, which lead to collaborative entertainment, feedback, and recognition.

Work on Recruitment and Selection Initiatives

Gamification is an excellent method for attracting top talent. By introducing the gaming mechanism into the interview procedures, talent managers may assess a candidate’s behaviour and attitudes. Quizzes and behavioural assessments related to industrial challenges are also part of the procedure. These tactics make the interview process more conversational and participatory, and they aid in the selection of candidates with the appropriate abilities and expertise.

The game approaches are an ingenious means of selecting applicants who are good at creative thinking, time management, and inventive thinking. In the use of gamification, talent managers use dashboards and leader boards to assess recruiting efforts and highlight top performers. Tools like virtual headhunting, challenges, prizes, real-time progress charts, and badges make the hiring process more dynamic and valuable.

Development and Training

The use of game elements in training helps talented managers in improving their learning tactics. It uses training concepts that are aligned with the learning objectives to create a highly engaging environment for employee training and development. A strong training technique paired with proper gaming mechanisms identifies knowledge gaps and assists in performance improvement. It also requires using new technologies and approaches that encourage staff development and advancement. Furthermore, it promotes the acquisition of abilities and the adoption of new behaviours, both of which are necessary for improved learning outcomes.

Employee Involvement

Employee involvement is required for effective internal communication. To enhance productivity, talent managers utilise this gaming mechanism to connect their goals with important times and realistic deadlines. Managers can quickly identify gaps in a candidate’s abilities and take the appropriate actions to attain the desired results.

Gamification tactics are used by talent managers to keep rivalry in check and to maintain the workplace productively and great. They also utilise leader boards to assess their progress, provide praise, and reward their efforts to encourage engagement and involvement.

When gamification is used in people management approaches, it increases employee motivation and retention. The benefits of gaming systems help to motivate employees and increase organisational performance. Cost-cutting and personnel difficulties enhance ROI and contribute to long-term success.

Gamification As a Human Resources Management Strategy

Gamification is growing more popular and widespread than ever before. Everything boils down to applying game concepts and tactics to non-gaming situations. Employees are extrinsically motivated by incentives and punishments in the classic human resource management concept.

HR is one of the industries that has begun to use gamification evaluation. When an organisation uses gamification assessment, its employees produce more innovative and productive work. We’ve progressed beyond the typical situational judgement technique and begun to use gamification to provide real value to organisational operations.

Competitiveness, continuous reflection, cooperation, challenges, emotion, incentives, pleasure, and satisfaction all contribute to employee engagement, which is used to make tasks more enjoyable through gamification. Gamification has active and considerable potential in the employment process because it stimulates interest, encourages participation and innovation, fosters debate, and solves problem situations. The Gamification method drew more attention by increasing employee involvement, and as a result, more effective outcomes are feasible.


How Is Gamification Used in Human Resources?

Gamification engages employees in a variety of ways while they are on the job. It has systems for recognising (progress), providing comments, and collaborating. Gamification captures job searchers’ attention and boosts their interest in available positions. For improved employee assessment, the gamified technique replaced the old recruiting procedure. It encouraged people to stay participating in the recruitment process as it progressed.

Companies that have used gamification as a human resource strategy

Recruitment: MARRIOTT

My Marriott Hotel is a recruitment game developed by Marriott International. It allows candidates to run their virtual hotel, designing it, ordering products, training employees, and servicing visitors. It effectively simulates the complete hotel management experience. Points are awarded based on the players’ quality of customer service. They get points for each satisfied customer and lose points for poor customer service.

It is technically a business simulation or game, which differs slightly from gamification. Gamification is the process of introducing gaming elements into your career and hobbies. HR-business simulations simulate an environment in which employees may be assessed or instructed.

Learning & Development: CISCO

Cisco uses gamification in learning and development, as well as in a variety of activities. They began employing gamification elements in their social media training to develop this expertise for their team. Marketing staff learned how to use Twitter to better serve their customers. Salespeople were trained how to use LinkedIn to reach out to clients, while HR professionals were taught how to utilise LinkedIn to locate prospects.

Cisco uses three levels of certification to track and accelerate the development of new skills. It increases the fun factor by including team duties. Players can earn badges for completing certain activities.

Onboarding: DELOITTE

Deloitte’s onboarding procedure is digital and game-based. New workers joined an online team group to learn about privacy, compliance, ethics, and process improvements. They can pose questions to their team, to which everyone must respond. This is followed by a team debate, replies, and options in order to arrive at a single solution. This strategy combines functional learning with cooperation, resulting in a strong sense of belonging from the first day a new employee begins.

Culture of Collaboration: ACCENTURE

Accenture uses gamification to accomplish knowledge management objectives. Employees may start earning points by creating an online profile and uploading content. From blogging to marketing implementation, gamification fosters behaviours that contribute to knowledge transfer. They seek to comprehend and inspire people to demonstrate knowledge-based behaviours. Meanwhile, it has evolved into a system that captures over 30 unique activities, resulting in better productivity, cheaper operating costs, more imaginative ideas, and increased employee engagement.

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