GAMIFICATION of thrones game

Many have misinterpreted gamification as video gaming, and so its potential has been somewhat underestimated. But it has serious neuroscientific clout, and a huge amount of constantly-evolving science behind it. Perhaps counter-intuitively, it’s particularly useful

for talent management, for determining what people are naturally good at and where they might develop well. It can also identify suitable candidates for roles and internal promotion, supporting the development of future leaders.


The misinterpretation derives from the notion of recruiting and promoting people based on their high scores in Sonic the Hedgehog. For sure, it’s a leap of faith - the idea of candidates and employees playing games to assess their abilities. But pick any organisation, and the ones that are pulling away from the pack are the forward-thinking, and already using gamification to recruit, develop, retain and manage. Indeed, the game mechanics make recruitment, learning and talent development more immersive, objective, accurate and more enjoyable than human assessment. Gamification uses paradigms - abstracted models of some task or problem to solve - that mimic the way the brain works, to do a particular task, or job. By building game paradigms, we can model an

information processing stream - what the brain has to do - and a behavioural actions stream, or how this is turned into action - that is very similar to a task that needs to be carried out in day-to-day work, without actually mimicking the work to be carried out. For example, in assessment centres, organisations often use ‘in-tray’ exercises, where candidates have to multitask and prioritise as they might have to do in the job they’re applying for. The problem with this is that other factors of human psychology come into play and skew the results. But if we can gamify the assessment of multitasking and prioritisation, removing candidate anxiety and making it more enjoyable - plus provide immediate feedback - we can accrue better data.

When people say ‘I don’t test well’, they’re not just admitting to being nervous, or expressing frustration, they’re expressing a fundamental truth of human psychology, performance suffers when we’re stressed. The unfortunate truth is that job interviews, assessment centres, and face-to-face testing exercises are very stressful. It’s not something we should look upon as something to ‘face’ or ‘just get over’. It’s far more fundamental to our nature than that, and it’s mostly completely beyond our individual control. Gamifying assessments to make them objective and stress- free presents a more accurate indication of how people can perform day-to-day. A game takes the attention away from the fact that an assessment is underway, and prevents

20 | thehrdirector | MAY 2019

Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56