Gamification Examples in Recruitment and HR
Looking for gamification in recruitment examples and examples of gamification in hr? Then here you find the best examples of it.
Also, I have mentioned the purpose, definition and Things to Consider for gamification in this article.
Gamification, the word has become increasingly curious nowadays. Gamification is a new method that appears in many sectors and succeeds in changing the processes in these sectors with its touch. The most common definition you will hear for gamification; application of game elements in non-game environments. To explain this statement, we can define the motivation of learning a certain audience and motivating success by using the entertaining side of the games.
After the gamification in education , gamification practices in Recruitment and HR have also increased. The gamification; It is a method that includes many game components such as competition, badge and point earning and leaderboard. The strongest motivation tool in gamification is of course rewarding and competition elements. Because in order to motivate the participants, it is necessary to offer certain internal and external awards and create a competitive environment for people to act for these awards.
Gamification examples show some changes depending on the sector in which they are used. For example, gamification, which focuses on customer perceptions in marketing activities, focuses on involving the student in the learning process in education and ensuring that they succeed. Employee motivation is at the forefront of gamification in Recruitment and HR. For this reason, the goal of gamification applications is to increase employee motivation, as well as strengthen corporate loyalty of employees. At the same time, companies can obtain long-lasting yields by creating a competitive environment among their teams.
Gamification Examples in Recruitment and HR
There are games implemented by companies in order to improve their products and applications, and to increase the level of learning of employees on the subjects they determine, and these are referred to in the literature as serious games, namely serious games. Gamification application; It consisted of multiple choice questions and interactive scenarios based on real life. This application company’s goal; It was to increase the knowledge level of the employees of the institution about the products and services of the bank and it attracted great attention. YKBA not only saved the budget but also achieved significant success in business results with the application, which was attended by 4 thousand 260 employees.
Another gamification to be given as an example is the Şekerbank orientation game. Firms started to offer gamification to their newly hired employees as orientation training. With this application, newly recruited employees were able to learn about all subjects that an employee should know, from the message of the General Manager to financial statements and HR policies, by playing a game. Again, MAN’s ability to answer questions in the business continuity test applied to all employees by the Central Registry Agency is an example for gamification.
Also, if we talk about other noteworthy gamification applications, the Foursquare application is one of the prominent gamifications. The success of the Foursquare system, which only “checking-in” its location, scoring venues and earning a virtual badge in return, can be considered as sufficient evidence for companies to include gamification in their web pages, campaigns and mobile applications. We can also mention BiTaksi, which is an example of local gamification. Because BİTaksi is shown as one of the best examples of gamification in our country. With this application, you make a taxi call from your location, and the closest member taxis are requested.
You choose the taxi you want. Then, the scoring system that we are used to from smartphones and social media is also applied here. The passenger can rate the taxi and the driver, write comments, of course, the taxi driver can also rate the passenger, write comments and complain when necessary. The drivers who use the platform the most, get the best scores and travel the most are also evaluated. Thus, a sweet competition environment is created among the taxi drivers and many gift awards such as smartphones, watches and so on are given according to the performance of the drivers who use the application every month.
How is Gamification Performed in Recruitment and HR?
We can say that we saw partial gamification examples in companies in the past. Such as being elected employee of the month after a certain amount of work, earning a premium. Digital gamification is generally used in Recruitment and HR recruitment, talent management, corporate development and training, employee engagement and efficiency.
With the gamification applications, which bring many conveniences with the way of application, many characteristics of the candidates to be recruited during the recruitment processes such as their abilities, endurance, risk-taking potential, performance and endurance under pressure, attention level and self-confidence can be measured. Effective use of the data obtained about the way employees work and what motivates them in a successful gamification process rapidly improves the business processes and employee experience of the companies. Researches also reveal that gamification is a creative, innovative and cost-effective method to evaluate candidates by applying it in Recruitment and HR recruitment processes.
Things to Consider for Gamification in Recruitment and HR
We can say that it was closed for the era of focusing on the result by targeting with gamification in Recruitment and HR. Thanks to gamification, a constructive competitive environment, gamification comes to the forefront in order to create an environment where the person can take initiative, see which rank he / she is in, is sure to receive gifts and awards, and has fun and gains a premium. So, what should be considered before applying gamification in Recruitment and HR? First of all, you should realize and care that gamification is an element that adds value and power to your company and brand. Then, you should set your goal in your gamification processes and take measures to eliminate possible problems that may arise in the process of reaching your goal.
You should make plans for your gamification process to prevent time losses. Before you start the gamification process, you should also understand what motivates your employees. As a company, you must activate the factors that trigger the internal motivation of the employees in order to achieve success in your business goals. Subordinate – superior relations, social activities, appreciation, healthy communication, development opportunities, wages and additional opportunities are the main factors that motivate employees and accelerate their working potential. It is important to include activities that will ensure employee participation in the gamification process. Because it is as important as the motivation of the employees to include them in the process. Developing participatory activities in gamification applications; It will enable employees to make their voices heard and present their ideas easily.
Gamification Purpose in Recruitment and Recruitment and HR?
The business world and personal development books have emphasized for a while that traditional motivational elements have lost their validity in today’s world. When scientific research was added to these, it was realized that gamification had a constructive effect on adults. Gamifying any element creates an inner trigger by changing the perception towards it. In this way, both the motivation of the employees and their commitment to the job increase.
According to researchers, employee loyalty in institutions using gamification-based applications increases by approximately 48 percent. For this reason, companies pay attention to the use of gamification techniques. However, the gamification methods applied provide great benefits to companies in subjects such as getting used to work, increasing productivity, and learning. Compared to traditional assessment tools, digital game-based assessment tools collect more data in a shorter time, creating a more efficient process for both the candidate and the company.
Game-based evaluation: Recently, radical changes are taking place in the field of Recruitment and HR around the world. Game-based evaluation is one of these changes. In the Recruitment and HR recruitment process, there are many advantages that game-based assessment tools provide to the organization. For example, companies can save 60 percent time from long recruitment processes. With gamification, more accurate predictions are made compared to classical evaluations. Thanks to gamification evaluation, candidates can overcome their stress more easily.
Since game-based evaluations can also be made over smartphones and tablets, it also provides the advantage of effective use in recruitment of interns and new graduates. In particular, the most effective method for recruitment of interns and new graduates is Game Based Evaluation, which can be applied via smartphones or tablets. The most important reason why game based evaluation is so similar; The focus is on the potential for talent rather than on experience, privilege or seniority. In this regard, even if the pool is large, the candidates’ cognitive ability, personality, ability and emotional intelligence can be measured easily.
Definition of gamification?
Gamification is an application that appears in many sectors and succeeds in changing the processes in these sectors with its touch. The most common definition; application of game items in non-game environments. Using the entertaining side of games, we can define motivating a certain audience for learning and success as gamification.
Gamification advantages in Recruitment and HR?
It provides approximately 48 percent increase in employee engagement. Gamification methods provide great benefits to companies in subjects such as getting used to work, increasing efficiency and learning. With game-based assessment tools, companies can collect more data in a shorter time and take clearer steps in both candidate and company decisions.
What should be taken into account in the gamification process in Recruitment and HR?
First of all, targets should be determined and planning should be made in order to prevent situations that would cause loss of time. What motivates employees should be investigated and used in gamification. Interactions that involve employees in gamification should be ensured.