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Refresh #19 Recruitment Process Outsourcing – Get a boost with “Gamification

The Power of Gamification in Recruiting

As the recruitment sector evolves in tandem with technology, gamification is known for being a game-changing tool. 


The traditional processes of seeking talent, laden with stacks of CVs and prolonged interviews, now find competition from engaging, innovative, and interactive game-based methods. 


Gamification, in its essence, integrates game-design elements into non-game contexts, transforming the otherwise mundane hiring process into an exciting venture.


Understanding the Power of Gamification


Gamification isn’t about frivolous games but capitalizes on the core tenets of human behavior. It leverages intrinsic motivation, where the joy of completing a task fuels participation, and extrinsic motivation, driven by tangible rewards.


Every game, whether it’s chess or soccer, involves strategies, challenges, and rewards. Similarly, gamified recruiting presents challenges to candidates, inciting curiosity and problem-solving instincts. 


Accomplishing tasks or reaching milestones gives a sense of achievement, further pushing candidates to participate with enthusiasm. Gamified assessments often bring out the authentic skills and personalities of the candidates, offering recruiters a transparent view beyond rehearsed interview responses.


Key Benefits


Beyond making the recruitment process lively, gamification is a strategic tool.


The digital age has ushered in an era where user experience is paramount. A candidate’s journey, from finding a job listing to accepting an offer, needs to be seamless and engaging. Gamified processes make tedious tasks enjoyable. Instead of filling lengthy forms, imagine solving a puzzle that gauges one’s analytical skills!


Traditional assessments often capture just the tip of the iceberg. Gamified assessments, on the other hand, probe deeper, examining not only the technical skills but also soft skills, adaptability, and cultural fit. For instance, a group game can reveal leadership qualities, teamwork, and interpersonal skills of potential hires.


An employer’s brand isn’t just about the company’s success but also about its approach towards employees, innovation, and adaptability. Gamified recruiting portrays a brand as modern, dynamic, and candidate-friendly, making it an attractive proposition for top talents.


Gamification Tools


As gamified recruiting continues to surge in popularity, several platforms have risen to the forefront, offering avant-garde solutions that redefine the traditional recruitment experience. Here’s a deeper dive into some of these trailblazing tools:



Pymetrics stands out not just for its integration of gamification but for how it employs neuroscience to craft its challenges. Here’s how it differentiates:

  • Neuroscience Games: By leveraging games based on neuroscience research, Pymetrics assesses candidates’ cognitive, emotional, and social capabilities.
  • Bias-free Hiring: The platform prides itself on removing biases, ensuring that matches are based on genuine cognitive compatibility and not merely on resumes.
  • Customized Job Profiles: Employers can define the cognitive and emotional traits important for a role, ensuring candidates who match are not just skilled but also fit the role’s unique demands.



For the tech sector, CodinGame has emerged as a go-to platform. Here’s why:

  • Real-world Coding Challenges: Instead of traditional question-answer coding tests, candidates immerse themselves in real-world-like coding games that test not just their knowledge but also their problem-solving skills.
  • Community-driven Content: CodinGame boasts a vibrant community that contributes to the platform, ensuring that the challenges remain current and relevant.
  • Multi-language Support: Whether you’re looking to hire a Java expert or a Python prodigy, the platform supports numerous programming languages, ensuring a wide net for potential recruits.



HireVue brings together the power of AI and gamification, offering a glimpse into the future of recruitment.

  • Video Interviews with a Twist: While video interviews aren’t new, HireVue enhances the experience by integrating AI-driven insights. As candidates respond, the platform’s AI evaluates not just the content but also non-verbal cues, providing a holistic assessment.
  • Game-based Assessments: Beyond video, HireVue offers a suite of game-based challenges that gauge a range of skills, from cognitive abilities to specific job-role proficiencies.
  • AI-driven Insights: Post-assessment, recruiters aren’t just handed scores. The platform’s AI analyses the results, highlighting strengths, potential areas of concern, and overall fit, ensuring informed decisions.


The gamification tools showcased here represent just a fraction of what’s out there, but they’re among the best in the business. Each offers a unique approach, ensuring that regardless of the recruitment need, there’s a solution out there. As technology continues to evolve, these tools will likely become even more refined, offering deeper insights and a more engaging candidate experience.


Implementing Gamification Step-by-Step 


Embarking on the journey of integrating gamification into the recruiting process requires careful planning and strategy. The first step is to identify your objectives. 


While the primary goal might be hiring, you should also ponder if you aim for branding, enhancing candidate engagement, or honing in on skill-specific assessments.


Once the objectives are clear, the next step is to design or choose the game. The chosen game should be a reflection of the skills and competencies essential for the job. Whether you opt for quizzes, simulations, or task-based challenges, it’s imperative that they resonate with both the job role and the overarching company culture. 


For some organizations, a tailor-made, customized game might be the best fit. However, existing games, with slight modifications, could suffice for other organizations.


Selecting the right platform is pivotal. This choice isn’t just about the game; it encompasses a plethora of factors. The platform should be technically robust, offering candidates a glitch-free and intuitive experience. Established platforms, backed by positive reviews and a proven track record, might offer a more cost-effective solution without compromising on quality. Additionally, with the ever-evolving landscape of recruitment, it’s beneficial to choose a platform that boasts scalability, ready to adapt as your recruitment needs grow and change.


Feedback is the lifeblood of continuous improvement. In the realm of gamified recruiting, it’s essential to have a feedback mechanism in place. By allowing candidates to share their experiences, insights, and suggestions, you can continually refine the gamification elements, ensuring they remain effective, engaging, and relevant.


Lastly, the world of gamification is akin to shifting sands, always changing and evolving. It’s paramount to stay updated with the latest trends, technologies, and best practices. By keeping a finger on the pulse of the industry, you can ensure that your gamified recruiting strategy remains at the forefront, attracting top talent in innovative and engaging ways.


Ethical Concerns


One of the most immediate concerns is the risk of oversimplifying a job role. While games are designed to test specific skills or traits, they can sometimes miss the nuance and depth of a role. For instance, a game might successfully gauge a candidate’s analytical skills, but might not capture their ability to work in a team or under pressure. Thus, an over-reliance on gamified assessments could lead to hires who excel in the game but may not necessarily thrive in the actual work environment.


Bias in game design is another looming concern. Games, by their nature, are a product of human design and can inadvertently perpetuate biases. A game that doesn’t account for cultural, age, or gender differences can lead to skewed results, potentially favoring one group over another. In an era where diversity and inclusivity are paramount, such biases can be detrimental to an organization’s reputation and its broader hiring goals.


Furthermore, the very essence of gamification can be a double-edged sword. While many candidates may find gamified assessments engaging, there’s a portion of the talent pool that might not resonate with a gaming approach. Non-gamers or individuals who might feel overwhelmed by the competitive aspect of a game could feel alienated. This could lead to missing out on top talent simply because they aren’t comfortable with or don’t relate to the gaming format.


Data privacy is another critical area that requires attention. Organizations need to establish robust data handling and protection protocols, ensuring transparency about how data is used and providing candidates the agency to control their information.




Gamification in recruiting, although relatively young, is poised to redefine the landscape of talent acquisition. As the digital age continues, the lines between work and play are becoming thin. In such a paradigm, gamified recruiting holds the potential to resonate deeply with modern candidates, merging the allure of gameplay with the gravitas of professional pursuits. 


The beauty of this approach is its adaptability and relevance to a vast demographic, from Gen Z digital natives to more seasoned professionals looking for innovative workplaces. By integrating elements of play into the serious business of hiring, organizations can foster an environment of creativity, innovation, and heightened engagement. Candidates get a taste of the company’s ethos and innovation, while recruiters gain insights into skills and personalities, all packaged in an enjoyable experience.


For those who see the potential and want to be at the forefront of this recruitment revolution, the journey has just begun. And if you’re eager to learn even more, contact our team today to find out how we can help you achieve your hiring goals. 


Embrace the game, and let’s redefine hiring together!


Page updated on October 29, 2023.

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Andrew Greenberg

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