Video games have been popular entertainment par excellence for a long time. Although until recently they were associated with younger people, in recent years they have been democratized to reach all kinds of formats and audiences. Via mobile or computer, and with a great offer on the market, it is difficult for any of us not to have already tried some type of video game.
Taking this into account, the business world could not fail to take advantage of the opportunity and potential that games represent for employees and the company itself. This is how gamification arises, a term that does nothing more than define the use of game design elements within non-game contexts, such as business.
Applying gamification in the company only offers advantages: it increases motivation towards learning and the development of skills, helps employees feel part of a team, generates and maintains a high degree of commitment to company values and objectives. the company, in addition to motivating a good work environment and interpersonal relationships. It also encourages creativity, teamwork and improves the company’s employer branding . Who can resist?
Solving daily problems through original solutions is key for all members of the organization to feel motivated and useful in their positions.
It is estimated that throughout this year 2022, gamification will reach 20 billion euros of investment, which makes us think that all this is a clear upward trend.
Companies are applying gamification, mainly, through their HR departments and in very important work areas, being an active part in the final decision making. Gamification in HR is, therefore, the application of game mechanics in the relationships between the company, employees and future employee candidates.
Gamification applied to the training field is probably the best known area: implementing game systems in employee training, for example, contributes to reinforcing or expanding knowledge and also allows working on aspects related to corporate culture. But, without a doubt, one of the fields that has the most potential is gamification applied to selection and internal evaluation processes.
The gamification of the selection and talent acquisition processes has become the great trend of the human resources departments of all types of companies. If until a year ago only the large multinationals had begun to establish it, each time, we observe more entrepreneurs and managers of small and medium-sized companies who, concerned about attracting the best talent, begin to see gamification as a selection tool or internal loyalty. The pandemic and the non-attendance situation to which we have been subjected in the last year has finished consolidating this trend. And it is that gamification can be very useful for recruiters. Certain games can help make the most outstanding skills and competencies of the candidates visible, as well as check their reaction to certain situations. However, the lack of resources prevents dedicating the time.
A video game to capture talent is an excellent form of gamification. In this way, future candidates can access a position by playing. Not only do we avoid bad drinks and nervousness on the part of candidates and collaborators, but we also allow organizations to save 37% on costs, and time savings of more than 40%.
Today a video game, through machine learning and data science, can optimize the selection process, defining critical professional profiles and facilitating the decision task in an objective and bias-free manner, detecting certain skills that cannot be evaluated through a personal interview, and much less, through a CV. A personal interview usually creates an uncomfortable experience for candidates, with methods that do not allow them to really get to know the person and, therefore, it is difficult to see those skills that are increasingly in demand by companies, such as, for example, ability to make decisions quickly and effectively in crisis situations, teamwork, empathy or training to act on behalf of the company.
Through a game, which guarantees more effective results, the candidate is immersed in the challenge and abstracted from any evaluative instance, making decisions and reacting naturally and unconsciously. Based on the behaviors, actions and decisions made in the different situations and obstacles proposed by the game, the system manages to detect the natural abilities of those evaluated and their predisposition for the development of certain skills. At the end of the video game, companies and the candidates themselves can receive a description of their behavioral profile.
Undoubtedly, gamification represents a change in the way talent recruitment processes are carried out, taking the step from theory to practice and integrating skills to achieve a comprehensive evaluation of users.
The natural predisposition of people to face challenges and compete in playful environments, together with the wide diffusion that these initiatives reach thanks to social networks, makes gamification an ideal methodology to generate interest and attract a greater number of users, multiplying the chances of success of the recruitment campaign. Not only do you attract more qualified candidates from the start, but you also increase the efficiency of the onboarding process. Through gamification, elements such as personal maturity can be assessed and it allows the company to know the performance of the candidates in the specific areas that interest it and evaluate knowledge, skills and personality traits with a high degree of precision. To get it,
The gamified selection process, compared to the traditional one, adds infinite advantages both logistically and in terms of reliability and validity of the process, but they require human intervention to be effective. As always, the person must be at the center and apply technology well at their service. The human factor is -and should always be- the priority and who makes the difference.
Looking ahead, one of the most exciting topics in this area will be seeing how enterprise gamification advances with metaverse technology.
One of the main questions is how the metaverse will revolutionize the world of employment and Human Resources. Without a doubt, this new technology means a revolution for our lives, in general, but also for our social and work life. When it comes to HR processes, the metaverse will impact just as much as it will in the workplace. It will allow, for example, attending meetings and events or closing agreements with virtual presence; It will offer the possibility of doing interviews virtually or attracting talent in the same way.
This type of technology, applied to gamification, will allow HR departments to save time and costs , because it will provide them, even more, with the opportunity to evaluate people and select personnel in a short time and with very high efficiency. , improving your productivity.
In short, gamification and Human Resources are two elements that make up a key trend for the present and future of the company. Together, they are the ultimate propulsion engine for companies’ HR management success and, by extension, business success. For all this, I am firmly convinced that the gamification of Human Resources is here to stay and that the technology that is to come, such as the metaverse, will only further develop it.