To evaluate the potential of candidates, that goes beyond what is normally written on CVs, personnel selection managers are always looking for new approaches that allow to innovate the recruitment process. Many companies had to face, in these years, the challenges imposed by digital innovation and transformation, as the changes have also affected the HR sector, which has started to deal with new selection methods, such as recruitment Gamification.
In the selection process, the game was brought as a new element, able to help the recruiter in the correct evaluation of the candidates. The reason is simple: the game itself creates a more relaxed situation, that has nothing to do with the anxiety and stress of a traditional selection; the candidates are therefore freer to express themselves at their best, letting their real potential emerge.
Furthermore, such an innovative solution reinforces and expands the organization’s brand image, conveying an added value, perceivable to those who are working to find the right job offer, in the vast sea of work ads.
A NEW APPROACH POTENTIAL
“In the future, digital will be, more and more, the tool to advance applications, but it will always be essential to know how to value and show oneself in the right way, also through an intelligent and conscious use of social networks, often underestimated by the same youth, but instead very much considered in the selection process.”
Giovanni Lo Storto, d. g. Luiss (Libera Università Internazionale degli Studi Sociali Guido Carl in Rome)
According to a research carried out by the American Institute of Analysis
Gallup, getting in touch with millennials (those who were born between 1980 and 2000) is becoming, for enterprises, a need to be answered: in 2025, they will cover the 75% of the workforce worldwide, while today they have an employment rate of 28,9% (against the 32,9% of Generation X and baby boomers). The under 35s are very different from the previous generations, as they think and behave in an innovative way, living almost symbiotically with technological devices, and constantly bombarded by stimuli and multimedia contents.
A research, done by the University of Bradley (USA), has underlined how the “traditional” personnel selection presented recurring problematics, especially during the interview face-to-face: the candidates tend to prepare “packaged” answers to the interviewer’s classic questions; while many recruiters do not have the necessary skill to evaluate and judge the real skills of the aspirant.
And it is precisely here that Gamification comes into play: by integrating the recruitment process with tests, challenges and mini-games, it encourages the candidate to interact with the enterprise, as it virtually simulates the workplace; furthermore, in this manner, the recruiters are given objective and measurable parameters, which allow to value the candidates’ skills, as creativity and problem-solving. The game elements are particularly useful in the first phases of recruitment because, through gameplay, it is possible to outline a clear and detailed profile of the people, greatly facilitating the work of HR managers.