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5 Gamification Examples in Recruitment

Gamification

Gamification is a strategy used by companies across the world to transform their workplace. From boosting productivity to revolutionizing sales teams, there is almost nothing gamification can’t do. If you use it right, you can also incorporate the strategy into your business’s recruitment model.

The easiest way to find the best implementation strategy is by looking at how other companies have successfully done it. This way, you can avoid the trial and error part of new policy-making and skip to the strategy that gets results.

Remember that each company is different, which means their business needs and business models are different too. And so, the same framework will not work for everyone. However, there are some similar traits of successfully using gamification in recruitment, such as leaderboards. Today, we’re going over five examples to inspire you.

Features of gamification

Gamification is a common strategy among businesses, and there are a ton of ways to implement it. When talking about recruitment, there are a few features that can be especially helpful. These are:

Leaderboards
Referrals
Progress charts
Rewards
Online recruitment drives
Puzzles

Within each of these categories, some forms are more effective than others. For example, some of the best rewards are points, badges, and levels. Contact a professional gamification company to help you figure out which one you should choose.

Examples in Recruitment

Marriott

The first example of using gamification for recruitment is a game called Marriott. It is a virtual simulation of a hotel manager’s job. You play from their perspective and deal with the hotel’s day-to-day problems, such as doing inventory or training workers. A “do for real” button leads them to a job application.

Making a game can introduce a new consumer group to the idea of working for Marriot. And outside of skill set, they know that the applicants are all genuinely interested in the job. Because while skills are essential, they are useless if people aren’t pushed to use them. This platform helps them recruit enthusiastic applicants, who they can then shortlist according to merit.

Phoenix Software

Phoenix Software took a more head-on approach with their version of gamification by introducing escape rooms. New applicants were locked in rooms with current employees, given clues, and told that they had to escape.

The clues and escape depended on the application of their technical skills, so they were able to shortlist candidates while having fun. The innovative recruitment technique removed the rigidity commonly associated with recruitment processes.

Candidates could showcase their skills in a natural environment instead of sitting through interviews and just talking about them. HR can also analyze candidate compatibility more quickly than they would have been able to otherwise.

Uncle Grey

Uncle Grey is a Danish company that uses digital gaming to attract front-end developers. This form of gamification in recruitment is unique because they didn’t create a new game. Instead, they analyzed who their ideal applicant was, where they could find them and used existing platforms to reach out to them.

The company landed a sponsorship deal with Team Fortress 2 players and put up posters for available jobs in the game. A URL led players to a job application. Needless to say, the response was overwhelmingly positive – they found the front-end programmer they were looking for.

Plantsville

In the game Plantsville, players are put in the shoes of a facility manager. And over time, they learn about the role and responsibilities of the post. This helps people figure out if they are suited to the job. It also serves as a means to train prospective employees for the job.

The principle behind this form of gamification is introducing the baseline expectations of a job through a third party. Creating software like this can help a company generate interest in their business, especially from a younger demographic.

Deloitte

After recruitment, new employees have to go through an onboarding process. And Deloitte has shifted this system online. New hires can go through various company policies and procedures on this platform. Since they aren’t dealing with another person, they can repeat certain portions as much as they want without fear of being a burden or taking up someone’s time.

The platform also provides online tours of the workplace and opportunities to foster collaboration between the new hires.

Spinify

If you’re interested in gamifying your business model, you will need help to be successful. That’s where Spinfiy comes in. We’ve been helping companies for quite a few years now and can quickly identify the best framework for you.

Whether you want to fill jobs or improve candidate quality, we can help. Spinify will personalize every program given to you, and setting it up will only take a few minutes. These programs will then engage, motivate, and attract your ideal applicants.