Over the past few years, using games to help drive the hiring process has become a popular trend in talent acquisition. It makes sense – using situations where a candidate can “play” at something not only creates a more engaging and exciting interview, it enables the candidate to demonstrate a particular set of skills relevant to the job, while providing the hiring team qualitative data to help base a hiring decision off of. “Gamification” as it’s called is a combination of job simulating, hiring assessments, engaging interview tools, and data driven feedback – when it’s done properly.
Some experts believe that in 2015 the use of games and simulations will take a turn in the hiring process. Specifically, companies will realize that “out of the box” applications that try to leverage games and simulations will end up costing companies more money and hindering ROI rather than provide a meaningful evaluation of the candidate participating in the exercise. This should come as no surprise – Gartner did predict that by 2014, 80% of applications will fail because of design flaws. The answer to these failures is clear: trade in the one trick simulations and games for a customized tool that targets your job functions.
Using a customized tool has some significant benefits, including:
- Job Specific Targets: Rather than relying on games and simulations that try to shoehorn as many jobs into their games and simulations as possible, a customized tool enables your company to identify what skills and qualities you identify as most essential to success, and will test against that. For example, if you’re testing for a contact center that is focusing in text based support (such as live text chat), evaluating written-based communication skills is much more specific than the general communication evaluation you may get from an out of the box assessment.
- Real Job Simulations: Using customized tools also means you can simulate the actual job a candidate will be performing, not just a general concept of that job. This not only gives your hiring team a better idea of how well the candidate will be able to perform the specific job they’re interviewing for, it also enables the candidate to see what their work day will be like if they’re hired, giving them a better concept of the position. The difference can be like vacationing to Asia versus ordering Thai food for takeout.
- Improvement on the Application Process: Unlike basic games and simulations, using customizable tools in your hiring process means you can modify the tools to fit changes in the job and new needs in hiring over time. So, if you were to use the tool for nine months to a year and discover that you’re looking for more candidates who can do A, B, and C, who also possess skills X, Y, and Z, a customizable assessment can be reconfigured and adjusted to meet those new candidate targets. There is a trade off in this – the more you refine your customized assessments, the higher the risk you run of having lower pass rates. However, even with a lower pass rate, your applicant pool will be much stronger and more aligned to business and hiring goals that you’ve put in place.
As the trend of basic, out of the box games and simulations begin to move out of the way to favor customizable, job specific games and simulations, there will be plenty of things that will need to be considered. However, with the overall ROI significantly better with customized games and simulations, now is the time to begin evaluating what your options for customized, targeted assessments. For other ideas to strenghten your talent acquisition efforts, download FurstPerson's e-book on talent acquisition commandments below.
Topics: Talent Selection Ideas