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Gamified recruitment is a game changer

How recruitment gamification can be a good investment to your company?


Candidates participating in gamified recruitment

In todays job market, standing out as an employer is more crucial than ever, since traditional recruitment methods are no longer sufficient to attract top talent. As recruitment gamification is slowly getting incorporated within the recruitment strategies, the hiring process becomes more engaging and interactive experience for candidates.

Lets explore the impact of gamification on talent acquisition and why it can be a game changer for your recruitment strategy.


But first let’s explain what is meant by gamification.


Gamification involves Applying game elements, such as competition, rewards, and challenges, to non-game contexts - in this case, the hiring process. Instead of a conventional approach, gamified recruitment uses the principles of gameplay to captivate candidates and make the hiring journey more enjoyable.



What problems does it solve?

It creates a more engaging hiring process.

Candidates that are applying for opportunities can find the hiring process very demotivating due to various reasons such as the length or the amount of time it takes to conducts a series of interviews, but gamifying the experience can make the process more engaging and interesting.


It improves your brand as an employer.

Gamification isn’t just a way to engage candidates, it is also a great way to improve your brand as an employer. By incorporating the game-like element to a traditional process, you will be perceived as a creative, innovative brand that values the candidate experience. Creating such image in the market is a key factor to attracting top talents in todays job market.


Gives more accuracy in assessing soft skills

One of the main uses of gamification in the recruitment process is assessing the soft skills of candidates such as problem - solving, teamwork, and decision making. Through gamifying the assessment, the chance of casting biased judgments upon candidates is reduced, and candidates get to engage with challenges that will showcase their true capabilities and determine their suitability for the role based on true measurable results.


Creates a less nerve wrecking interview

Through simulation and role playing scenarios you allow candidates to reveal their skills in a context that mirrors the real - world situations, providing a more accurate assessment of their abilities in a less nerve-wracking way.


Not sure if gamification in recruitment really works? Here are some real-life examples of organizations that did it successfully:




Marriot Hotel

Mariott Hotels Receruitment Game Gameplay

Marriot International developed a gamified simulation to recruit candidates for hospitality roles. It’s an online game that allows players to manage their own virtual Marriot hotel. In this game players make decisions related to staffing, customer service, and operations, providing Marriot with insights into the players’ abilities and suitability for the hospitality industry.



Google Code Jam

Google’s Code Jam is an annual coding competition used as a recruitment tool, where participants solve algorithmic challenges. Google identifies and recruits top talent by evaluating participants’ problem-solving skills and coding abilities.

Although its not a traditional gamification, but it incorporates elements of competition and engagement.



PwC’s Multipoly Game

PWC's recruitment game gameplay

PwC created a game called Multipoly to attract and assess potential candidates. This recruitment tool was designed to simulate real-world business scenarios. Candidates navigate through business challenges, and their performance is evaluated based on decision making, strategy, and problem-solving skills.



Deloitte’s Leadership Academy

Deloitte's recruitment game gameplay

Deloitte implemented gamification to enhance its leadership development program. The gamified platform engaged employees in leadership training where it included simulations, challenges, and interactive scenarios tat allowed employees to apply leadership principles in a virtual environment.



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