One of the new trends in business is gamification. You can already find an older post here about what gamification is and in which part of HR you can use it.
Basically,
this technique helps the recruiter to find the best candidates for the vacancy
on a lot more efficient way than the traditional assessment process.
Now let’s focus
on how it works in recruitment. First, you find a good puzzle – an assignment
or a problem – that fits the job and that the applicants try to figure
out. The end of the game comes when you recruit
the one who wins the game and solves the problem. I think recruitment’s
gamification is rather a competition in playful shape than a simple game. It is a combination of game and contest. But
it works because people like playing. They forget the competition during
playing.
Here are examples of gamification in recruitment which
mix the experience of game with the competition.
Google Code Jam
This international programming competition, which is organized
by Google consists of rounds wherein there are algorithmic problems. The
participants have to solve these problems in a fixed amount of time. Good
solutions are worth points. For the bests the reward is cash and an opportunity
to work by Google.
Source: www.code.google.com/codejam
British Intelligence
This is an
old example from the time of Second World War. British Intelligence agents
published a crossword in the Daily Telegraph to find new code breakers.
Everybody could try to work out the crossword. They did not say that it was for
British Intelligence. The people who could figure the crossword’s solution out
were contacted by the agents and were given an opportunity to work as code
breakers.
If you
would like to watch it, there is a great film based on this story and Alan Turing’s life.
Source: www.newstalk.com
Work4rich
The third example was created by Goodby Silvestein. He
found a very creative way to search a new executive assistant for Rich
Silverstein. He did a website with six challenges and before the candidates were
allowed to send their CVs, they had to solve these tasks. If you would like to
solve the tasks, just click here.
Source: www.adweek.com
Technikqueens by OMV
It is an example from Austria, where OMV wanted to
boost the presence of young women in the company. The participants had to solve
online tasks on the subject of oil production and renewable energy. The winner
could join in their internship program.
Source: www.technikqueen.at
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