Gamification in Recruitment: Summit to Think About
How can gamification in recruitment enhance your hiring process?
Since our formation in 2014, using an Innovate UK grant start-up fund, Arctic Shores has disruptively spun the HR industry on its head. We even won HR Tech’s ‘Most Disruptive Startup Award’ within the first year of being on the recruitment tech scene!
Five years later, with three offices and a growing team of more than 50 employees, we can truly say that we have achieved what our co-founders Robert Newry & Safe Hammad envisioned: bringing greater objectivity and fairness to the recruitment process.
By introducing gamified psychometric assessments, we have helped clients across the globe make better hiring decisions. Since launching our first assessment in 2015, we have helped over one hundred clients, many of which attended our Gamification in Recruitment Summit early last month. Hosted in the stunning 11 Cavendish Square, the event celebrated five years of our innovative assessments.
Over the past five years, the $200B recruitment industry has become more data-driven, yet with a more human approach. Innovative artificial intelligence (AI) has efficiently automated administrative duties enabling recruiters and talent managers to spend their time where it counts – getting to know their candidates, thereby improving both the hiring process and the candidate experience.
During our summit, three key themes emerged from the various panels and roundtable discussions:
Increased Candidate Engagement
Our gamified assessments put candidates at ease as they feel more engaged and less pressured. This enables our tool to capture authentic behaviours and reactions, providing hiring managers with insightful feedback on the candidate’s performance potential. On the other hand, candidates receive their own version of the feedback report, guiding them in their career decisions and development.
85% of candidates say they enjoy taking our behaviour-based assessment compared to 20% expressing enjoyment in traditional aptitude tests.
Improved Diversity in Hiring Decisions
The use of gamification in recruitment has helped level the playing field by eliminating bias in the assessment stage. For example, our assessment has enabled more female candidates to progress to later stages of the recruitment process, particularly in male-dominated industries like engineering and tech. Our clients have reported lower female drop-out rates with our assessment compared to traditional aptitude tests only.
In 2017, Siemens increased the percentage of female recruits for apprenticeships from 15% to 31% by implementing our tool as part of their recruitment process.
The Predictive Power of AI
Traditional recruitment campaigns lack predictive power as a consequence of being heavily reliant on self-report data. Instead, our gamified assessment uses validated and predictive models of psychological traits. These models objectively measure the core traits that align with an organisations cultural values, giving a better predictor of performance at work and cultural fit.
For our clients, behaviour-based assessments have proven to be the single most predictive stage of the application process – gamification within recruitment is part of the bigger picture of how AI is helping organisations find better talent and organisations can harness the predictiveness of behaviour-based assessments to build a business case for gamification.
The Future of Work is Data
The recruitment industry has been playing catch up, slowly utilising technological advancements to make more effective hiring decisions whilst making the process more enjoyable for candidates. With the rise in automation, the future of work is being shaped by data to objectively measure natural human behaviour, bias-free. Incorporating AI, neuroscience and gamification in the recruitment process is just the beginning. The future lies in using this technology for an efficient approach to recruitment, reducing time and costs to hire.
Data-driven recruitment allows HR professionals to get to know their candidates on a deeper level and rethink how they define talent. There is increasing pressure to tackle diversity issues and behaviour-based assessments can aid in highlighting the talents of neurodiverse individuals and how they can uniquely contribute to organisations. The question is whether the HR industry is ready to use data-driven, people insights to revolutionise its workforce.