[et_pb_section fb_built=”1″ _builder_version=”4.19.4″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”][et_pb_row _builder_version=”4.19.4″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_text_color=”#000000″ text_font_size=”16px” custom_margin=”||40px||false|false” global_colors_info=”{}”]<\/p>\n
According to<\/span> a recent study<\/a><\/span><\/span> by Opinion Way, 29% of the 56% of companies with recruitment targets <\/span>are finding it difficult to recruit<\/b>. Whether it’s advertising, attracting the right profiles or convincing talented people to join their teams, organisations are increasingly exposed to a shortage of staff.<\/span> <\/p>\n What if the solution to overcoming these challenges and avoiding understaffing was to look to gamification? That’s right, <\/span>making your recruitment process more interactive<\/b> and fun can be a good way of standing out from your competitors and attracting the most sought-after to work for your company.<\/span> <\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.22.2″ _module_preset=”default” background_color=”#F2F2F2″ custom_margin=”||40px||false|false” border_radii=”on|10px|10px|10px|10px” locked=”off” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” custom_padding=”20px|30px|20px|30px|true|true” global_colors_info=”{}”]<\/p>\n SUMMARY<\/strong><\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row module_id=”section-1″ _builder_version=”4.19.4″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_id=”sommaire-1″ _builder_version=”4.23.1″ _module_preset=”default” text_font=”|700|||||||” text_text_color=”#000000″ text_font_size=”25px” header_font_size=”25px” header_line_height=”1.3em” header_2_font=”Montserrat|700|||||||” header_2_font_size=”25px” header_2_line_height=”1.3em” custom_margin=”||30px||false|false” link_option_url=”#sommaire-1″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_text_color=”#000000″ text_font_size=”16px” custom_margin=”||40px||false|false” global_colors_info=”{}”]<\/p>\n Gamification in recruitment refers to<\/span> introducing a game mechanic or animation into the recruitment process<\/b>. The ultimate aim of this strategy is manifold: gamification can be used to attract candidates or to improve their experience so that they don’t give up along the way.<\/span> <\/p>\n Let’s take an example. In 2004, <\/span>Google invited candidates<\/span><\/span><\/a> to<\/span> solve a series of equations<\/b> on the assumption – rightly so – that those with the intelligence and motivation to complete the process would make excellent candidates.<\/span> <\/p>\n Both parties benefited from<\/span> adding a fun dimension to the recruitment method.<\/b> Candidates appreciated being challenged in a more original way than in a traditional job interview. And Google was able to attract a wider range of candidates while selecting the most analytical and persevering profiles. <\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row module_id=”section-2″ _builder_version=”4.19.4″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_id=”sommaire-2″ _builder_version=”4.23.1″ _module_preset=”default” text_font=”|700|||||||” text_text_color=”#000000″ text_font_size=”25px” header_2_font=”Montserrat|700|||||||” header_2_font_size=”25px” header_2_line_height=”1.3em” custom_margin=”||30px||false|false” link_option_url=”#sommaire-1″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_text_color=”#000000″ text_font_size=”16px” custom_margin=”||20px||false|false” global_colors_info=”{}”]<\/p>\n To sum up, introducing gamified elements into the recruitment process can<\/span> transform the hiring experience<\/b> into something that is both more entertaining and more productive, for both the recruiter and the recruit.<\/span> <\/p>\n But let’s look at the companies that choose <\/span>to recruit through games<\/b>. In practical terms, this strategy can enable them to :<\/span> <\/p>\n Let’s take a closer look<\/span> at the virtues of interactive recruitment.<\/b> <\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” header_3_font=”Montserrat|600|||||||” header_3_text_color=”#0092ff” header_3_line_height=”1.5em” custom_margin=”30px||30px||false|false” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_text_color=”#000000″ text_font_size=”16px” custom_margin=”||20px||false|false” global_colors_info=”{}”]<\/p>\n Gamification is an excellent time management tool. Games often only take a few minutes for participants and provide recruiters with <\/span>instant results. <\/b>This is an excellent way of quickly assessing the relevance of a profile in terms of the skills required for the position. <\/span><\/p>\n According to reports from a tech startup, simply<\/span> replacing the traditional interview process with gamified assessments<\/b>, such as a coding game, has made their interview<\/span> cycle 40% faster<\/span><\/span><\/a>. Le taux de candidature \u00e9tait \u00e9galement sup\u00e9rieur de 62 %. <\/span><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_line_height=”1em” header_line_height=”1.5em” header_3_font=”Montserrat||||||||” header_3_text_color=”#0092ff” header_3_line_height=”1.5em” custom_margin=”30px||30px||false|false” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_text_color=”#000000″ text_font_size=”16px” custom_margin=”||40px||false|false” global_colors_info=”{}”]<\/p>\n Gamified recruitment also makes the candidate experience more enjoyable. <\/span>It’s an excellent way of presenting the company’s values<\/b> and encouraging talented people to join its teams.<\/span> <\/p>\n As game mechanics are, by their very nature, highly engaging, they help to maintain candidates’ interest throughout the recruitment process. The reward (or points) system built into gamification not only helps to motivate participants. But it also makes it easier to keep them until the final selection stage. <\/span> Their experience is more fun but also reflects an innovative and modern image of the company. <\/b><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” text_line_height=”1em” header_line_height=”1.5em” header_3_font=”Montserrat||||||||” header_3_text_color=”#0092ff” header_3_line_height=”1.5em” custom_margin=”30px||30px||false|false” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.24.2″ _module_preset=”default” text_text_color=”#000000″ text_font_size=”16px” custom_margin=”||40px||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n No selection process is completely neutral. Nevertheless, gamification is an objective way <\/span>of selecting candidates.<\/b>. Ce ne sont pas les impressions du recruteur qui prime, mais les r\u00e9sultats du jeu partag\u00e9s \u00e0 l’ensemble des talents. Chacun arrive bien s\u00fbr avec ses armes, mais ce sont leurs comp\u00e9tences (aussi bien les hard que les soft skills) qui sont jug\u00e9es, et non l’image qu’ils renvoient d’eux-m\u00eames. <\/span><\/p>\n The data generated by gamified recruitment experiences gives companies an objective basis for<\/span> shortlisting the candidates most likely to be suitable for the job<\/b>. This can be based on ranking by results, but also on each candidate’s interactions with the game.<\/span> <\/p>\n The gamification of recruitment is all the more interesting for avoiding discriminating against profiles on the basis of their experience. It’s not the companies they’ve worked for or the positions they’ve held that make the difference. But <\/span> their ability to solve a puzzle<\/b>, think creatively and find an innovative solution to a complex problem.<\/span> <\/p>\n Games are therefore set to replace application forms<\/b>. Rather than asking applicants to upload their CV and covering letter, companies can offer them the chance to answer a<\/span> quiz<\/span><\/span><\/span><\/a> or<\/span> take part in a competition<\/span><\/span><\/span><\/a>. Les candidats qui sortiront du lot seront non seulement les plus cr\u00e9atifs, mais aussi les plus pers\u00e9v\u00e9rants et motiv\u00e9s \u00e0 rejoindre l’entreprise. <\/span><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row module_id=”section-3″ _builder_version=”4.19.4″ _module_preset=”default” custom_margin=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.4″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_id=”sommaire-3″ _builder_version=”4.23.1″ _module_preset=”default” text_font=”|700|||||||” text_text_color=”#000000″ text_font_size=”25px” header_2_font=”Montserrat|700|||||||” header_2_font_size=”25px” header_2_line_height=”1.3em” custom_margin=”||30px||false|false” link_option_url=”#sommaire-1″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.24.2″ _module_preset=”default” text_text_color=”#000000″ text_font_size=”16px” min_height=”49.4px” custom_margin=”||20px||false|false” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n Following its takeover, Cama\u00efeu decided to make a splash by teaming up with influencer Lena Situations to tease<\/b><\/span><\/span><\/a> its comeback. But also to give a spotlight to its gamified recruitment campaign run in collaboration with Adictiz. <\/span><\/p>\n With the Be Cama\u00efeu* operation, the influencer shared the search for a \u2018communications boss\u2019. This exceptional recruitment, which is clearly off the beaten track, is based on <\/span> a participative approach<\/b>. Not only are candidates not asked to send a CV, but they are also asked to answer a<\/span> personality test<\/span><\/span><\/span><\/a> that highlights their creativity.<\/span> <\/p>\n But broadcasting the campaign on both the brand’s and the influencer’s social networks also helps <\/span>to engage their respective communities in the selection process.<\/b> Members become headhunters, recommending profiles or highlighting those they consider most relevant. <\/span><\/p>\n\n
Gamification: an innovative recruitment method<\/strong><\/h2>\n
<\/blockquote>\n
What are the benefits of gamification in recruitment?<\/strong><\/h2>\n
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1. Gamification reduces time to hire<\/strong><\/h3>\n
2. Gamification of recruitment improves the candidate experience (CX)<\/strong><\/h3>\n
3. Eliminating prejudice in recruitment<\/strong><\/h3>\n
The example of Cama\u00efeu X Lena Situations<\/strong><\/h2>\n