gamification recruiting

Gamification in Recruitment: The New Talent Attraction Tool

Kelly Barcelos on March 22, 2018 in Recruitment Strategy

31 is the average age of gamers now. And the number of gamers over 35 far exceeds the number of gamers between the ages of 18 and 35.

Source: The Entertainment Software Association

Your jobseekers are more likely to comprehend the dynamics of gamification. This explains why companies are now leveraging social games to tap talent and streamline their talent acquisition activities. Recruiters need to identify, attract, and engage both active and passive talent which can be made easy, effective and fun with gamification. A game is not only much better than a psychometric test but also attracts more attention.

Gamification in recruitment thus promotes brand awareness. A cleverly designed recruitment game works to inspire your potential candidates to engage with your company’s social profile and careers portal. For instance, you can design a game that offers fun information about your company culture through engaging slides. You can later ask the candidates to answer questions before getting to the next level in the application process.

You could also revamp your recruiting and hiring process by introducing some gamification in your screening and interview process. Recruiters can easily spot the best candidates for the offered position by shortlisting those job candidates who achieve the highest points in the hiring game.

So, how can you gamify your recruitment process?

Ideas to Introduce Gamification in Recruitment

Modern-day recruiters know that gamification is the best way to tap millennial candidates who have grown up playing virtual reality games. They can easily relate to this kind of hiring dynamic. So, if you want to incorporate this fun element into your sourcing cycle, here are a few fun ways to do it.

  1. Leaderboards and Dashboards

    These incredible tools are designed to activate potential candidates using different games that give credit points or badges. The leaderboards and dashboards have predefined goals with scorecards that make it easy to identify top performing candidates.

    The prize can be something concrete or it can be the job. They are also a great way to track recruitment progress and reward recruiters while promoting healthy competition among team members.

  2. Employee Referral Tools

    Gamification can also be leveraged to boost sharing of job openings on prominent social platforms. For instance, offering a reward of $100 to an employee who shares the opening with 5 friends will work just like an in-house referral program. Remember that with social sharing the reach is much wider.

  3. Virtual Head Hunting

    The internet offers a plethora of online tools that allow recruiters to create fun and engaging virtual job fairs. You can attract active as well as passive candidates via this approach. These virtual job fairs can employ different logic games to test the skills and abilities of job seekers. Thus, helping recruiters screen the suitable ones with ease and accuracy.

  4. Puzzles

    Puzzles are a highly effective and a relatively low-cost recruitment strategy for gaining valuable insights throughout the sourcing cycle. Problem-solving tasks and personal discussions help recruiters assess the competency of candidates instead of conducting a boring and time-consuming screening test.

  5. Rewards

    A branded careers site offers ample scope for gamification in recruitment and makes the process all the more engaging. It can include reward points and badges for candidates every time they leave a comment, take a poll, or rate your company videos.

  6. Video Interviews

    Videos are a perfect tool to tap millennials who are always on-the-go. All you need is an off-line video interviewing software like Jobsoid. Your candidates can appear for an interview during their lunch breaks or even while they are commuting to the office. This way you will never miss out on a great candidate and also ensure their convenience.

  7. Skills Test

    This is a very interesting way to test the skills of candidates. A company looking for a Digital Marketing Specialist asked the candidates to create a 30-second video explaining why they wanted to work for the company and what makes them a perfect match. The final candidate was chosen on the basis of content and skills.

  8. Real-time Progress Bar

    Another great way to use a candidate-centric careers portal for the job application process. You can provide an easy-to-follow progress bar where candidates can check their progress in the recruitment funnel in real-time. This will not only keep them updated and engaged but also help them stay focused on reaching the next stage and collecting the “prize”.

Gamification is a compelling tactic that not only enables you to project an attractive work culture but also keeps the candidate engaged and involved in the process. Gamification makes it easy to spread the word on social media and attracts more attention as compared to job adverts. When it comes to recruiting, gamification proves to be a great incentive for the desired action.

So, up your recruitment game with Jobsoid’s all-in-one applicant tracking software. Try it for free now and know why companies like yours choose us to automate their recruitment workflow.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.