Did you know that almost 50% people lie on their resume?
According to a recent study by OfficeTeam up to 46% of people lie or know somebody who has lied on their resume to get a new job. This highlights a real problem in recruitment. Namely, it’s extremely difficult to ever really know if your candidate is as good for the role as they say on paper until they are in that role. By which time It’s too late.
On the other side of the fence you have the opposite problem. Assuming, you’re the honest guy, you tell the truth. And you are really good. How can you ever prove your skills in a typical interview? Yes, there’re references or perhaps a short skills assessment but it’s not as if these give you a chance to really showcase your abilities.
Finally, you have a problem which underlies every recruitment process. Bias. As we’ve discussed (Bias interviews. And why they don’t work.) bias is rampant in the field of recruitment. Either unintentional or intentional, it is a real issue and can prevent you from either finding the best candidate or being considered properly for a job. Having a foreign sounding name, going (or not) to certain universities, being overweight or even your gender, these are all the things which have been shown to influence your chances of getting a job.
The solution? Games.
Christmas is coming up, pretty soon it’ll be time to dust off the board games and gather round as a family. As you play, people’s personalities and traits quickly come to the forefront; who picked up the rules quickly, who needs to get their fingers out to add up the dice roll and who is in it to win it no matter the cost? Think about it, you can’t hide your shortcomings from a game and as a result they’re a great indicator of your skills. You can say you’re a fast learner on paper but if you’re having to have the rules explained to you for the third time, everybody knows it’s not true.
This is why the recruitment industry is adopting game based assessments and this is why we at ASPIRE are fully supporting the gamification of this space. They’re accurate, objective, effective and candidates prefer them. HR Magazine reported back in 2015 that “An overwhelming number of candidates…prefer game-based assessments over traditional online psychometric tests… they’re perceived as more fun, less stressful, interactive and immersive.”
Recruiting the Enigma Cryptographers
Alan Turing is the father of the modern computer and the man who broke the German Enigma code which was crucial in the Allies winning the Second World War. Well, he recruited his crack team of cryptographers by placing a cryptic crossword puzzle on January 13, 1942 in the Daily Telegraph. Due to the need for extreme secrecy they couldn’t exactly advertise for the role, but they knew that whether it is a simple cipher or something as unbelievably complicated as the German Enigma code, the skill is making links between seemingly unrelated letters and words. Crosswords present the same sort of lateral thinking skills.
Game-based assessments on the rise across the globe.
Not only for their ability to verify and test candidates’ skills but also because of the message they send out. It tells the candidate that you are an innovative employer. Not only that, but as your candidate becomes immersed in the game they relax, you begin to see how they would react once settled into a work environment. You’re given the rare opportunity to gather authentic performance data which can be measured objectively against other candidates.
The simple fact is that gamification effectively addresses some of the major difficulties encountered by both recruiters and candidates;
- Difficulty standing out & attracting talent.
If your hiring process is the same as everybody else’s or you’re using a recruitment agent, then it’s extremely difficult to get the personality of your company across to potential candidates. By asking candidates to complete game based assessments you are standing out from the crowd.
- Difficulty assessing the true candidate behind the interview.
Interview nerves are a real thing and always will be. But performing bad in an interview is not the same as being bad under pressure. By presenting your candidates with game based assessments you have the opportunity to get a real insight into how they think and react. Do they panic when they are running out of time? Or maybe they master the basics fast and then grow complacent? These are all valuable traits to know about that you will never glean from an interview and resume alone. This insight can help you not only choose the right candidate but highlight how that candidate operates and learns. Where potential areas for training lies and what the best approach to take for that training.
- Bias, bias, bias.
I’ve spoken about it before and I’ll say it again. It is appalling that your last name can be a factor in getting a job. (Bias interviews. And why they don’t work.). But here is the real kicker, gamification is no only fairer on your candidates it can cover your back too. By providing quality, objective data on candidates you can feel confident that your hiring decisions are the right ones. It may be that the unsuccessful candidate has a skill set better suited for another role which is available further down the line. This is an insight that you may not have had through the traditional recruitment method.
So next time you’re thinking about your upcoming job interview, maybe it’s time to ditch the mock interviews and pick up the PlayStation controller…
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