Gamification was one of the past year's biggest trends. But as it is usually used for end users, it can also be used by companies for internal purposes, as an innovative tool for HR to recruit top manager.
Creating playful experiences for users is a trend that has been widely being observed in the social media and mobile industries, mostly to engage with consumers in an innovative way. Whether in the shape of full applications created around a product or service, or specific features on more traditional websites, gamification mostly targets end users. Today, this trend also appears in the recruiting process, to attract the right candidates, based on their skills and not necessarily on their previous experiences.
Practice what you preach
Upstream, the leader mobile marketing company today counts 500 millions users all over the world. The company decided to apply what they observed in the mobile market, including the gamification trend that mostly concerns mobile platforms, to their recruiting process. The company just launched a challenge for their five marketing manager positions around the world. The candidates have a maximum 60 minutes to complete 7 missions, which directly relate to the tasks of this specific role. These tests evaluate logical choices of the potential recruit as well as their design capabilities, their planning skills or creativity.
A challenge to attract and test candidates from diverse backgrounds
The objective here is also to attract a broader selection of candidates and focus on their natural skills, and not only on their resumes or past experiences. The challenge is accessible to all, and starts with simple knowledge questions like elementary mathematics to analysis of situations encountered in this position. For Guy Krief, Senior VP of Innovation at Upstream, this “game” allows to get to know people more precisely, as he explains: "It's been said that you can learn more about a person in an hour of play than in a year of conversation”. Besides offering a different experience for candidates, these new recruiting methods could also become great shortcuts for companies to narrow down the numbers of interviews they have to do in order to find the right person for an opening position.