…Gamification, like the name suggests, selectively uses the mechanics that bring out people’s natural desires for competition, achievement, status, self-expression, altruism and closure when faced with a real-life situation in the form of a game. The ways in which we play these games, and then demonstrate these characteristics, can help line and HR managers gain insight from information about us.
For instance, a software firm hosts an engaging contest, such as a coding challenge, to assess the candidates with their coding skills. Traditionally, traits such as entrepreneurial spirit, quick decision-making and problem-solving attitude are taken at face value based on answers to interview questions. A stock brokerage has people play ‘Ring the Bottle’ as you did possibly when you were a child to assess their achievement orientation. Gamification, on the other hand, offers the opportunity to simulate the working environment and create a selection technique that chooses the best talent. For example, Marriott Hotels launched a mobile app that makes candidates virtually perform hotel service industry tasks. This provides insight into how the candidate would approach real work and it helps eliminate those applicants lacking the patience or aptitude for the job.
Today, many companies provide ready-to-deploy gamification solutions. Often, they can go live in just a few weeks. These modules focus on creating an engaging experience by using badges, points and leaderboards, rather than just visual stimulation as seen in conventional games. Leaderboards specifically infuse the feeling of constructive competition, accomplishment and help assess if people network with their peers, which are stronger drivers of behavior than the proverbial “interview.”
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