Gamification in Hiring is an idea that uses game hypothesis, mechanics, and game plans to carefully connect with and spur individuals to accomplish their objectives. Organizations utilize these gaming standards to heighten client interest and communication with their brand. In the present, gamification in hiring, and in this context gamification in candidate assessment, is turning into a mainstream showcasing differentiator.
Gamification in candidate assessment strengthens candidate engagement and differentiates the assessment process from the hiring competition. Research shows that gamified assessment is accepted and welcomed by applicants, and still provides objective talent data.
Why Do You Need Gamification in Candidate Assessment?
Sourcing the ideal candidates is an essential duty of Recruiters and HR professionals. They need to produce a lot of qualified candidates for the recruiting administrator to consider while sifting through the ones who don’t have the necessary aptitudes, experience, or information.
Gamification can be a viable technique for assessing candidates before you welcome them in for a conventional meeting. Furthermore, it offers them a reprieve from the repetitiveness of employment chasing.
Gamification in assessment can also be utilized to establish reenacted workplaces where the candidate encounters the tasks they would do whenever recruited. You can see their abilities in real life and get a thought of how they would move toward the difficulties the job presents.
TurboHire Integrates With EduThrill – Gamified Candidate Assessment
EduThrill is a gamified platform enabling candidates to prepare, and companies to organize competitive assessments across a host of technical and cross-functional topics. With this integration, recruiters can now organize competitive assessments across a host of technical and cross-functional topics.
You can choose tests from a plethora of test topics or you can even choose to run your own to enhance talent transformation. Added features such as evaluating training participation, receiving training feedback, trainer’s assessment, participant’s understanding of a concept, and quality of training, is possible in simpler tests and lesser time.
How Will This Integration Be Useful To Recruiters?
EduThrill’s integration in TurboHire platform will help recruiters to evaluate and assess a candidate’s potential for a job at the click of a button. Using the game based evaluation, corporates from any location can access the functional knowledge of a candidate through objective based and multiple choice questions (MCQ) tests. The standardized evaluation helps to save time and effort to travel to a venue for an evaluation, and reduce interview effort by almost half.
This results in significant time and money savings for a win-win solution for all.
Important Features To Consider For Gamified Candidate Assessment With TurboHire
- Removes barrier of time and place
- Reduce candidate pipeline
- Enhance employer branding
- Real-time scenario to judge potential
- Candidate assessment on the go from any location.
Integrated webcams and additional checks ensure the authenticity of the candidate assessment. Simple clicks allow function-wise, team-wise, or training by a particular skill set, removing manual intervention, saving significant time and effort cost.
Use Cases Of Gamification In Candidate Assessment
Google’s famous billboard mathematical riddle, is a sensational example of how useful gamification in recruiting can be. Google used a public riddle to attract candidates, but the game could also be an online quiz or a challenge, such as the coding tests offered by companies like Workable’s partner HackerRank and Codility (where candidates solve online programming exercises). Simulation assessments could also count as ‘fun recruitment games’ that give candidates scenarios to handle (such as difficult customers).
Another successful recruitment-based game is “My Marriott Hotel,” which runs on the hotel chain’s Facebook career page. Players get a virtual experience of running a hotel and are redirected to a job application when they click the “Do it for real” button.
Other big organizations such as PwC, Deloitte, Citi, KPMG, Coca Cola, Unilever, Accenture to name a few are already allowing gamification in their hiring process to become more interactive and in-depth in their recruitment.
What Do You Think About Adaptability Of Gamified Assessment?
Each candidate assessment has a different chronological application in the overall hiring process and is used for a different purpose. For instance, a diagnostic assessment indicates whether a candidate is suitable for a specific job function and is used in early recruitment stages. Formative assessment gives real-time performance and feedback, both to the candidates and the organization. Summative assessment enables recruiters to reach their final decision.
This is what is impactful about gamification. It can be incorporated in all the above three types of candidate assessments, as long as it is designed according to specific assessing requirements.
Gamified candidate assessments generate data that are used by organizations to attract candidates, as well as evaluate and benchmark their performance. Thus, gamification may be used in all stages of recruitment, and this by itself is a major advantage.