The job market is highly competitive at the moment with the best talent conveniently hidden in the shadows. Using traditional methods of talent acquisition are now becoming unsuccessful at bridging the gap between recruiters and job seekers.

That’s where gamification steps in. New York-based entrepreneur Gabe Zichermann describes gamification as the process of integrating game dynamics such as competition, rules of the game, point scoring, winning rewards to solve problems and engage users.

He also confidently states that it is 75% psychology and 25% technology. So how useful can gamification be to recruit fine talent? How can companies seek top talent quickly and effectively? Let us find out:

1. Recruitment lead-time reduced

According to LinkedIn’s 2017 global recruiting trends report, it takes between a few days to four months to hire candidates. Since companies can’t afford to invest so much in recruiting, gamification helps them shorten that timeframe.

Game-based assessments usually take less than 15 minutes to complete on an average, thus giving recruiters more time to cover a lot of candidates. These assessments can also be used as pre-screening instruments to help them choose the best candidates to interview, therefore reducing their recruitment lead time even more.

2. Risk of cheating decreased

When online psychometric tests were widely used in the late 1990s, more than 10% of test-takers attempted to cheat in their tests. The potential for cheating in any pre-employment test is very high – whether it is done by discussing answers with other candidates or give fake answers to important personality-based questions.

Gamification significantly reduces that risk by personalizing tests based on the candidate’s skills level and personality traits. There are no rigid answer keys in this situation, as there are different assessment methods for different candidates.

This way, the recruiters can make detailed assessments of a candidate’s specific capabilities with no worries about possible malpractices.

3. Fair personalized assessments for all candidates

Toastmasters International, an organization that caters to help people with public speaking recently rolled out a program that helps its members learn the art of public speaking through personalized public speaking lessons with member-specific performance evaluations.

The program turned out to be highly successful as it was based on the simple ideology that whatever works for a public-speaking organization, will work for any corporate recruiter.

By using game-based assessments, it is possible for recruiters to give person-specific tests based on their skill-set and other attributes to level the playing field. This way, recruiters can get the best out of their talent acquisition methods.

The candidates, in turn, will make the candidates feel comfortable with what they excel in.

4. The right cognitive skills tested

While there are a variety of skills that can be valued using gamification, the most important thing that needs to be tested in candidates is their cognitive skill. Several attempts were made previously to inculcate cognitive skill testing into recruitment, but they were unsuccessful until gamification made it easier.

According to a 2016 study from University of Iowa, cognitive skills are considered six times more predictive than years of education, four times more predictive than work experience and three times more predictive than reference checks, when it comes to identifying future high performers.

Cognitive skills need to be evaluated in all candidates irrespective of their background, and recruiters can use gamification to make their job easier.

Endnotes

Empass Hire, for instance, knows hiring the wrong person is exhausting. While no one wants to hire inappropriate candidates for their company, the recruitment process in itself requires surplus of efforts.

To fill the talent gap, Empass Hire offers technology-driven solutions to free up time of the recruiters and reduce hiring costs drastically.

It helps transform the pre-hiring screening process by using AI-based video and audio interviews with short technical and aptitude gamified assignments to evaluate candidates remotely and identify the most suitable and genuinely engaged candidates.

Are you ready to gamify your recruitment process? Learn about Empass Hire in detail.


Asavari Sharma

Asavari is a Digital Marketing & Communications Lead at Empass. You'll often find her marketing gamification for skill assessment to colleges and companies, and educating recruiters on the benefits of using AI and mobile to hire the best talent. She is also the primary author of the Empass blog.

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