The worst way to find good employees is through a job interview. At least, that’s what Michiel de Hoog, journalist at Dutch online news platform de Correspondent reckons. “The interview is considered the most important moment in almost every application process – yet it’s also the most deceptive moment. People hear what they want to hear, what think they hear, or what they hope to hear.” But if job interviews aren’t the way to go, how should we successfully recruit new employees?
According to De Hoog, there are 5 steps that effectively predict a potential employee’s job success. Before the interview, you:
- List the traits for success in the relevant job.
- Define the importance of each trait.
- Translate the traits into a set of fixed behavioral questions and assign a score to each answer. This way, you can measure a candidate’s score on each trait.
- Only ask the questions you have specified in advance. This way, you prevent the conversation from going off track. Plus, it will be much easier to compare the candidates based on their scores.
- Select the candidate with the highest score.
InThere added another twist to this procedure: gamification in recruitment. Translate the traits for job success into MicroGames, and let candidates play these games before you interview them. The biggest advantage? The candidate doesn’t just say what he can do. He shows it.
Gamification in recruitment: what does it look like?
MicroGames are short and engaging serious games in which candidates actively solve scenarios they will face in their future job. They receive immediate feedback while playing, and you get real-time insight into their scores. MicroGames provide more reliable information about a candidate than traditional interview questions, such as: why do you want this job? The mechanisms of the games are linked to observable behaviors you wish to see in your future employee—and observable behaviors are measurable behaviors.
For example, you want your future employee to recognize dangerous situations in the workplace. How do you translate this trait into a MicroGame? Easy. While playing the game, photos of daily work situations pop up. The candidate must, as quickly as possible, click or touch on the parts of the photo that show dangerous situations. The more correct answers, and the faster the player’s response, the higher the score. The player receives immediate feedback if they make a mistake or miss a dangerous situation.
Better selection, reduced time to hire and more fun
By now, you might be thinking: “isn’t it odd: a row of candidates playing games before going into a job interview?” Well, it’s definitely different from what we’re used to. But do you remember your own job search? You send out a CV and cover letter. Do the interview and a capacity test. And all you get is another impersonal rejection. Not exactly motivating, is it?
Yes, MicroGames are different, because they are short, measurably effective and fun. Because it only takes a few minutes per game, you can make a specific selection of candidates in no time AND have more efficient conversations with the remaining candidates. Therefore, gamification in recruitment makes time to hire considerably shorter. In addition, MicroGames increase the quality of selection, because you rely on concrete data based on observable behaviours. And last but not least, MicroGames are fun. They trigger a player’s intrinsic motivation. And that is exactly what you need to make candidates ready to jump ship.
Are you ready for more fun in your application process?
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