5 tips for effectively integrating Gamification in Human Resources

5 tips for effectively integrating Gamification in Human Resources

Gamification is becoming more and more prominent in new HR policies, but do we really know what it means? Gamification is defined as the application of game playing mechanisms in a field that has no connection with the game. In the context of human relations, it is all about using gamification at the heart of different areas of the sector: training, recruitment etc.

Why should we introduce games? And how? Here are our 5 top tips for Gamification in Human Resources:

1) Bring gamification into the recruitment process

Making recruitment fun and standing out from the competition is the latest spearhead in Human Resources. Adding game units to HR tests can be very helpful in assessing the candidates’ abilities, especially the notorious soft skills. Adaptability, listening, team work, responsiveness and initiative are skills that must be developed in order to play well.

Different issues are often encountered during recruitment.

First of all, limited time can lead to making decisions based on the wrong criteria. It is true that the time constraints of interviews do not always allow a true representation of the candidate. Finally, there is a risk of bias within the current methods (candidate adaptation, attributional biases…) which cannot guarantee true impartiality during recruitment.

Gamification, however, offers an intriguing alternative as recruitment through games not only omits psychological biases: candidates are not face to face with the recruiter and are not in a work environment, but also increases the sense of organisational justice for the candidates: the process is identical for everyone and the final results are based on objective criteria.

The result of the game (win or lose) is not the most important factor; it’s more so an observation of the pathway chosen by the applicant to accomplish the goal which is fundamental here. It is through observing a candidate’s methods and actions that we learn the most about a person’s character. The game therefore offers an objective evaluation of the candidate and provides a better understanding of their personal and interpersonal qualities.

2) Integrate new recruits in an original and enjoyable fashion

Beyond the recruitment process, another situation in which gamification functions well within HR is during the integration process. Often overlooked by businesses, inductions usually consist of lots of information about the company, their new position and a brief tour of the offices. Games, on the other hand, create the opportunity to really engage the candidate and involve them in a much more memorable way. Choosing to develop an application or Serious Game (an educational game) can make the first stages of a new job much more enjoyable and pleasant. The possibilities are endless – the only limit is your imagination! Why not learn about the company through a virtual path full of quizzes? When it comes to meeting the team, organising a treasure hunt would be much more eye-catching. Going on an adventure through the premises, working their way from clue to clue whilst seeing the facilities and meeting the rest of the team will prove much more interactive than exchanging names briefly in the corridor.

3) Put a new spin on in-house training

As well as the benefits and advantages of gamification in terms of recruitment, companies often push the use of games as a useful tool for developing their employees’ skills (and completing an e-learning module that way).

Thanks to Business Game in particular, business simulation games are now seen as a fully-fledged educational tool, perfectly suited to experiential learning. Business games are mainly used to teach skills and concepts related to economics and the world of business. Usually, participants are presented with a very realistic business environment. Using this tool, the participant is encouraged to carry out their own analysis, adopt a strategy and learn about the subject in question. Using e-learning for in-house training offers numerous advantages and the learners appreciate it too because it is a more flexible training style. Effectively, the student has the power to decide when, where and how they wish to learn. Since they choose the most suitable time for them, training via e-learning becomes more efficient than face-to-face training. Furthermore, face-to-face training is often very intense because there is a lot of information to take in in a limited timeframe. E-learning allows students to break the sessions down in order to get the most out of it.

E-learning also presents the opportunity to offer a large volume of qualitative training modules. Modules can combine a range of different training styles such as quizzes, videos, audio files, games, practical tasks, exercises etc. This kind of training is very dynamic and makes the learner feel energised and involved. Additionally, it is possible to include a human element in these modules. Thanks to various chats, forums and virtual classes, it is very easy to interact with the teachers. Companies put a vast amount of resources in place to deliver qualitative training because there is a lot at stake for them when it comes to training.

Finally, e-learning also offers a financial advantage to companies. The initial investment can seem to be a big commitment but they very quickly pay for themselves and continue to be profitable. Platforms such as Drimify allow you to create as many training modules as required. E-learning can help you to make significant savings on your training courses.

The gamification solution is therefore an excellent way to modernise your training and inspire your employees to develop their skills. Indeed, adopting e-learning can motivate and unite your employees over an online training programme.

4) Management: strengthen teams by ‚Äėgamifying‚Äô working time

Moreover, gamification also makes day to day life in your company¬†more enjoyable. Gamify working time by designating times for a ‚Äėgame break‚Äô, coming up with more enjoyable meeting systems by holding meetings in places other than dedicated meeting rooms or even simply organising team-building days which aren‚Äôt made up of powerpoint presentations. All of these things promote well-being at work, break up the usual routine and bring teams together.

5) Integrate Gamification with the right help

To summarise, we have seen that gamification is a very effective tool for human resources, whether it’s used in the recruitment, training or reward process.

As far as the implementation of these tools is concerned, we recommend that you use Drimify’s platform. The platform allows you to easily create original business games for Human Resources with the support of our development teams.

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