Human resources area always plays a fundamental role in business growth: in last few years, it has been living a progressive change and digitalization, winking the eye to millennials language.
The number of foreign and Italian companies that are joining gamification as new instrument to improve working performances and business welfare, it is always getting bigger.
Gamification is the last business strategy trend, in particular HR gamification concerned about applying games’ mechanics and game design techniques, into a working context, especially in the research, management and professional motivation areas.
Thanks to the game’s logic, gamification can give a fresh look to old scouting training process and make onboarding process more effective, stimulating and engaging, for applicants and employees.
Each interaction with the staff become an opportunity for create a deeper and stimulating engagement, putting employees ahead of challenges, assignments, and digital or concrete rewards. The game leverages on motivation, promoting employees to go over their limits.
The implementation of game’s mechanics on outsider context, such as working one, is one of the more effective way to engaging people and develop active and measurable behaviours for the company, or in this case, for HR manager.
HOW DOES HR GAMIFICATION WORK?
• Supports recruiter during the candidate evaluation;
• Allows a previously resumes cream off by saving business times and costs;
• Stimulates an informal learning process and make on-boarding process easier;
• Improves business performances by encouraging and motivating employees to reach business goals;
• Helps to build corporate sense of belonging;
• Engages employees making more fun boring tasks.
As a videogame, HR gamification is structured through points, levels, charts and missions; thanks to this no-gaming reframing, they help and promote a positive and proactive competition between colleagues. The playful area stems basic instinct inside the human being, such as the pursuit of gratification and fees, promoting creativity, fun and personal growth at the same time.
Gamification can support every step of recruiting, making easier recruiter’s mansion from the offer’s creation and release, to the candidates’ soft skills evaluation.
The gamification’s mechanisms not only accurately evaluate candidate’s features, but also analyse the user in a competitive context, structured in big little challenges.
In the gamification process, the possibility to monitoring real time activity based on actions taken by users during the game, is fundamental. During the game, each action is measured and measurable: users’ behaviours is quantified with scores, levels, charts, in this way it is possible have a general framework of the internal (or external) resources, and a specific profiling for each involved person.
GAMIFICATION: A STRATEGIC INSTRUMENT FOR INCREASE PERSONNEL PERFORMANCES
Gamification is an instrument that can effectively boost business performances, in a concrete and measurable way, by promoting innovation and a bigger productivity.
Do Italian companies know gamification?
According to a research of Randstad HR Trends and Salary Report 2017, on 355 interviewed (HR and Italian companies managers) 65% of companies say that hr gamification can successfully support traditional activities. 20% also think that can even replace, favouring recruiter’s procedures. Among those who see gamification as a positive instrument, 44% consider it useful to stimulate creativity, involvement and motivation, while 43% believes important when uses new generation’ typical slang.
WHAT ARE HR BRNRFITS FROM GAMIFICATION IMPLEMENTATION?
Here/following there are two examples of gamification applied on HR area
1.HR Gamification for employees management: “RMH FRANCHISE CORPORATION” case
RMH franchise corporation is an American society famous for managing several sales points of Applebee chain restaurants. In 2014 opened its own gamified website Bee Block, for managing and motivate the staff.
The platform allows employees to log-in, manage their profile and monitoring their sale’s statistics and scores and to join different missions. After a beginning trial in 3 sales points, the project was spread in 139 restaurants in America.
From the beginning, the results brought an effective engagement of the staff and a loss of 20% of dropout rate. The platform was also able to transform employees from waiters to perfect salesman, considerably increasing the box office.
2. Hr Gamification for recruiting process: “T-SYSTEM” case
T-system Hungary is a firm of the giant international company IT T-Service. The business goal was to bring out candidate skills, and manage the resume flow, through a first auto-skimming.
The gamification platform stimulates candidate by dipping them into an interactive environment, divided in 4 macro-areas: service desk, support operator, testing and project management. During the game, users are analysed, and the best players are selected for a following interview with scouting manager. Through this method the wannabe workers are encouraged to demonstrate their skills, and at the same time, the company doesn’t need to read thousands resume.
- 4200 users used the platform
- 63% of the users were/was millennials
An automatic process that cuts costs, optimizes time and let people to show their own skills in a playful and funny context.
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