Is Gamification the ultimate solution for HR issues? Research by consultancy firm Berenschot reveals that only 40% of HR professionals expect to be able to hold on to existing staff without any problems. Their expectation appears justified, given that an average quarter of employees experience ‘a latent sense of wanting to leave’. The Gamification method lets you connect both your future employees and your existing workforce to your company in an interactive and challenging way.

Below you can read three ways that Gamification helps HR management to move forward. Watch the video at the end of the article to see how Business Games shifts you a huge step forward in achieving your business goals.

1) A more streamlined recruitment and selection process

All being well the result of setting up a good recruitment campaign will be lots of enthusiastic candidates. The next step is a particularly time-consuming process: selecting the right candidates from all the résumés and motivation letters.

During initial interviews many HR professionals discover that a large number of the candidates don’t fit with the company culture. Here there’s a key question: how do you build in the right filtering mechanism to ensure that the group of applicants really meets your expectations?

Letters do indeed offer insights into your candidates’ skills, but not always into their personalities and characters. Gamification makes it possible to screen candidates for this in advance. To put it another way: this method plays a good ‘selection at the gate’ role within recruitment and selection procedures. For example, by setting up Games as an online assessment or knowledge hub, where potential candidates learn more about your company.

Gamification prevents mismatches between companies and applicants. Not only does this take pressure off the shoulders of your HR team, but it also saves you valuable time and resources:

“A mismatch between jobseekers and employers can easily cost tens of thousand of euros per candidate, because of reduced labor productivity and extra recruitment costs” – CompanyMatch

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Better match through a unique selection mechanism

Gamification simplifies the recruitment and selection process by introducing a unique selection mechanism. Two examples:

  • You only receive applications that match the company culture. Highlighting company standards and values in-game lets you prevent applicants from applying who don’t feel they are a match. At the same time you attract those who see their own views reflected in your company;
  • You keep applicants on board by managing their expectations. Giving candidates a little more information as they complete each step of the application process encourages them to learn more about the position. The candidate discovers whether the position actually meets their expectations while progressing through the Game. The candidates who feel most connected will apply.

2) Efficient onboarding with Gamification

Gamification contributes not just to attracting new and qualified staff, but also ensures a more efficient onboarding process. With Business Games you raise newcomers’ productivity, quality and other KPIs to the desired level faster.

“Gamification reduces new employees’ familiarization time by an average of 20%”

Traditional learning modules are created from a one-size-fits-all philosophy. Unfortunately, in practice this often means that the familiarization process isn’t really suitable for any individual employee. A personal trajectory for every staff-member is impossible because it takes at least as much time to set up and supervise as it ultimately delivers. The ideal solution lies in the ability to tailor a general onboarding process per person.

A more adaptive learning process is more efficient

Gamification makes onboarding more efficient because every learning process is adaptive. Scores for the game components say much about the participants’ current knowledge levels, offering clarity about their most important learning needs.

The game components move in line with the participants’ knowledge levels, by leading everyone along their own route to the intended knowledge and skills.

In this way employees achieve a faster discovery of exactly what the work involves, making them fully deployable more quickly.

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Optimizing existing learning trajectories

Monitoring progress also lets HR management identify when it’s necessary to take a more in-depth look outside the game.

You already use existing teaching modules, like e-learning and wiki pages on the intranet during the onboarding process? Then you’ve got lots of valuable information at your disposal!

But if you really want to ensure that these teaching systems reach their full potential? Referring to what’s being learned in the Game lets you respond optimally to your employees’ information needs. The game selects which information (and thus which learning module) an employee needs. This means the familiarization process is largely automated, so it requires less guidance from other employees. In short, an optimal familiarization process with considerable time saved for both the new employee and the supervisor!

3) Higher staff retention

Once you’ve recruited the right employees and the onboarding process has started, the HR department’s biggest challenge has still to begin. It’s now increasingly important for employers to focus on staff retention now that job-hopping has become a common verb and the ‘job for life’ no longer exists in the views of many.

Retaining the right personnel is a serious headache for many HR managers. Some 60% of them categorize retention as a major problem, mainly among employees in the prime of their careers. How do you maintain the employee spread within your firm when there’s a significant rate of churn? To retain your employees it’s important to engage them in their work and to engender a strong team spirit.

More job satisfaction, longer service

With Gamification, the built-in reward mechanism creates an ongoing drive for employees to (continue to) improve themselves. Achieving high scores in the Game and the resulting appreciation from the social work environment are significant factors in achieving job satisfaction. Employees regard appreciation as one of the main pillars in staying with an employer, according to research by Effectory’s Global Employee Engagement Index.

“Engaged employees not only do more work, but also stay in the company longer.”

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Next-level Gamification in HR

Gamification adds a new dimension to HR issues. With our methodology you optimize the onboarding process and you connect new and existing employees to your company.

AtHand’s Games raise your HR management to the next level and make a major contribution to:

  • Supporting implementation projects;
  • Effective onboarding of new colleagues;
  • Improving leadership qualities among managers;
  • Increasing customer satisfaction (NPS) among service employees.

Ready for next-level HR management?

Come and experience the power of Gamification for yourself at our (online) workshop:


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