Recruitment vs. Assessment games
The gamification of recruitment:
attract or filter?
Recruitment is marketing. And if you want to deploy games, they need to match the interests and candidate journey of your target group. In 2011, LinkedIn conducted a large-scale survey among jobseekers and even back then, was already distinguishing between active and passive jobseekers. In 2016, 21% was actively looking for a job, approx. 59% latently looking, and around 20% not at all.
Games for active jobseekers serve a different purpose to games for latent jobseekers. In the case of active jobseekers, the game needs to produce relevant selection data for the recruiter. In the case of passive jobseekers, the game is mainly an instrument to create awareness and possibly consideration. Secretly capturing selection data at this stage is ‘not done’.
Download the whitepaper “Differences between recruitment and assessment games”
- Suitable for HR managers, recruiters, development professionals, learning & job market communication professionals
- Reading time: approx. 15 minutes
A recruitment game is suitable for attracting candidates, and an assessment game more for selecting them. This is why we distinguish between recruitment games and assessment games. This distinction is important for the development of different kinds of games. For example, in terms of the script, score models, validation etc.
To find out more about the differences between recruitment and assessment games, download our whitepaper by clicking on the registration form above.