The document discusses how gamification tactics from gaming are being used in recruiting to create better incentives and engagement. It provides examples of how companies are using laddering and rewards, digital currency, badges, and tribal connections to target potential job candidates. The document advocates designing reward programs and studying where your target audience spends time online to understand how gaming concepts can be borrowed for recruiting.
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
As more and more direct business effort must be expended toward relationships with customers, as companies feel comfortable with the reach of technology and their need to manage more amounts of highly specific data, and as more companies struggle to satisfy the career and lifestyle priorities of workers, they have warmed to the idea of outsourcing mission-critical functions.
For market leaders who are obsessed with building more company value, outsourcing has actually become a key business strategy.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
Unlocking Value - Embrace Governance, Risk, and Compliance PracticesKelly Services
As more and more direct business effort must be expended toward relationships with customers, as companies feel comfortable with the reach of technology and their need to manage more amounts of highly specific data, and as more companies struggle to satisfy the career and lifestyle priorities of workers, they have warmed to the idea of outsourcing mission-critical functions.
For market leaders who are obsessed with building more company value, outsourcing has actually become a key business strategy.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
2012 Marketing’s 12th annual Salary benchmark report. Aside from the salary estimates, a panel of industry recruiters share insights and observations about the current marcom job market.
Marketing For Talent: The New Frontier, SMPS, Marketer, August 2014Maribel Castillo
Feature article by Marjanne Pearson and Mike Plotnick that discusses the importance of A/E/C marketers taking "a leadership role in shaping the future of our firms by actively engaging in the pursuit of talent." Highlights T.Y. Lin International's LinkedIn advertising and recruiting campaign.
"The war for talent” – kampen om de gode hodene – pågår for fullt i de fleste sektorer. Til mange stillinger er det mangel på kvalifiserte kandidater, og de man vil ha tak i er mer selvbevisste og bedre informert enn noen sinne. De har det bra der de er, og analyserer og sammenligner potensielle nye arbeidsgivere nøye. Det er “søkers marked”.
Transform to perform the future of career transition ebookMichal Hatina
Lee Hecht Harrison (LHH) helps companies transform their leaders and workforce so they can accelerate performance. In an era of continuous change, successfully transforming your workforce depends on how well companies and their people embrace, navigate and lead change.
Change within the organization, and their career. At Lee Hecht Harrison we use our expertise in talent development and transition to deliver tailored solutions that help our clients transform their leaders and workforce so they have the people and culture they need to evolve and grow. We are passionate about making a difference in peoples’ careers and building better leaders so our clients can build a strong employer brand.
Relive PlayStation 4 Hype From 2011 to NowMashable
The PlayStation 4, an eighth-generation console from Sony, arrived on North American retail shelves on Friday, more than two years after PS4 rumors first surfaced.
Our timeline documents the very first whispers, the much-anticipated launch day and everything in between to help you relive the hype.
Read more: http://on.mash.to/1eWt58J
2012 Marketing’s 12th annual Salary benchmark report. Aside from the salary estimates, a panel of industry recruiters share insights and observations about the current marcom job market.
Marketing For Talent: The New Frontier, SMPS, Marketer, August 2014Maribel Castillo
Feature article by Marjanne Pearson and Mike Plotnick that discusses the importance of A/E/C marketers taking "a leadership role in shaping the future of our firms by actively engaging in the pursuit of talent." Highlights T.Y. Lin International's LinkedIn advertising and recruiting campaign.
"The war for talent” – kampen om de gode hodene – pågår for fullt i de fleste sektorer. Til mange stillinger er det mangel på kvalifiserte kandidater, og de man vil ha tak i er mer selvbevisste og bedre informert enn noen sinne. De har det bra der de er, og analyserer og sammenligner potensielle nye arbeidsgivere nøye. Det er “søkers marked”.
Transform to perform the future of career transition ebookMichal Hatina
Lee Hecht Harrison (LHH) helps companies transform their leaders and workforce so they can accelerate performance. In an era of continuous change, successfully transforming your workforce depends on how well companies and their people embrace, navigate and lead change.
Change within the organization, and their career. At Lee Hecht Harrison we use our expertise in talent development and transition to deliver tailored solutions that help our clients transform their leaders and workforce so they have the people and culture they need to evolve and grow. We are passionate about making a difference in peoples’ careers and building better leaders so our clients can build a strong employer brand.
Relive PlayStation 4 Hype From 2011 to NowMashable
The PlayStation 4, an eighth-generation console from Sony, arrived on North American retail shelves on Friday, more than two years after PS4 rumors first surfaced.
Our timeline documents the very first whispers, the much-anticipated launch day and everything in between to help you relive the hype.
Read more: http://on.mash.to/1eWt58J
The employment Restructuring Report is compiled by Kelly services. It provides a timely review of economic, labour and hiring conditions in the relevant markets, with a detailed focus on the most recent data regarding mass layoffs and restructuring. The report is compiled utilising publicly available data from official, private and not-for-profit organisations. published on a quarterly basis, the employment Restructuring Report is available in separate editions for the United States and the European Union.
The “E” in STEM – spotlight on the engineering employment marketTodd Wheatland
A new info graphic on the top growing engineering specialties and geographic markets in the U.S. is showing a clear picture: Demand is growing and impending retirement of many of the profession's most experienced workers looks set to put further pressure on organizations seeking top engineering talent.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
The Rise of Social Media for Professional & Personal UseTodd Wheatland
The Kelly Global Workforce Index is an annual survey revealing opinions about work and the workplace. More than 168,000 people across the Americas, EMEA and APAC regions responded to the 2012 survey. This survey was conducted online by RDA Group on behalf of Kelly Services.
This second installment of the KGWI 2012 findings highlights the use of Social Media for professional & personal use
An Introduction to Funifier’s FUNIFICATION ENGINE.
The overall goal of gamification is to more deeply engage with consumers, employees, partners and other audiences so as to inspire them to participate, collaborate, share and interact in some activity or community. A compelling, dynamic, and sustained gamification experience can be used to accomplish a variety of mission-critical business goals. This is FUNIFICATION.
Selection - Traditional and Modern Trends Dhamo MS
What is meant by Selection? The traditional methods that were followed in selecting the candidates, what are the new trends used in selecting the right persons for the right job - Job Fit
Gamification of location based servicesAaron Strout
My presentation from the Social Strategies and Community 2.0 2011 Conference on the "gamifying" elements of location based services and how businesses can tap into these insights.
The video games industry is a vibrant and versatile place. User acquisi- tion has become perhaps the primary factor in driving revenue for game creators. For games that continue to monetize following initial acquisi- tion, retention rates are just as vital. Player behavior and opinion towards a monetization method can directly impact the viability of a business model; however, there are a number of other contributing factors that will affect both acquisition and retention.
This report details the strategies available within the games industry today to help developers and publishers effectively acquire and retain users, complete with key insights from the best and brightest working in today’s video game market.
Games, Gamification and Playful Experiences in Marketing: AdverGames as a gro...Ray Poynter
According to a recent article, many Fortune 100 companies are “ripping up their advertising plans and rethinking how they communicate with consumers in a data driven, digital world.” Unilever, Adobe, Accenture, GSK, Uber and many others are emphasizing the need for more experiential and digital marketing, and their need for more data.
Game-based marketing ticks all these boxes.
As such, hundreds brands are already crossing the bridge from traditional marketing to game-based marketing en-masse.
Marketing teams globally are making fully-fledged games to cut through the noise and engage users, using gamification for entire marketing campaigns, and utilizing more playful experiences with quizzes to extend the brand experience.
The additional win for marketeers in using playful and game-based techniques is data. And lots of it.
This means that AdverGames, Promo Games, Brand Games, or whatever you might call them, are a triple threat; they’re sticky, they collect data, and allow two-way interaction between brand and consumer in a way no other advertising medium can.
Betty Adamou, expert in using games and gamification for research data collection, unpacks what’s going on in Game-based Marketing with several examples, and forecasts where this industry is growing next, and colliding with traditional market research.
This presentation was delivered by Betty Adamou, CEO & Founder at Research Through Gaming, as part of the 'Data Collection Update' NewMR webinar series. The recording can be found online via NewMR.org
Putting the Experience in Digital Customer ExperienceCognizant
As the digital revolution has gained momentum, it has become widely understood that the “digital customer experience” is the key to engage with, delight and monetize customers in the modern world. However, only a miniscule number of companies believe their customers’ current digital experience qualifies as “excellent,” our primary research reveals.
SMITH had the pleasure of hosting a Social Media & Digital Marketing seminar in Raleigh. We covered the top 10 digital trends business owners need to be aware of.
Curiosity Stop Special: Techcrunch Disrupt 2016We Are Social
Techcrunch Disrupt is where some of the world’s most game-changing technologies and tech innovations are first revealed. Didn’t get a chance to go? Fear not. We've identified six of the most interesting themes and talks from this year to keep you in the know of what’s going to be big over the coming months.
Selection - Human Resources ManagementSrinivasan S
An analysis of the Selection stage in HR during contemporary times by the students of Department of Management Studies (2017 - 2019), University of Madras.
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Maßnahmen gegen den Fachkräftemangel in Europa in den Bereichen Mathematik, Informatik, Naturwissenschaft und Technik: Warum eine Strategie der Inklusion entscheidend ist.
Wenn wir den massiven Fachkräftemangel in den MINT-Berufen (Mathematik, Informatik, Naturwissenschaft und Technik) in Europa lindern wollen, müssen wir schleunigst damit beginnen, mehr Frauen einzustellen. Und wir müssen dabei an einem Strang ziehen. Zur Optimierung des MINT-Talentepools durch größere Diversität bedarf es jedoch mehr als nur ein wenig zusätzlicher Mühe bei der Personalanwerbung. Vor allem gilt es, ein Klima der Inklusion zu schaffen, das die Einstellung und Bindung von Frauen in der MINT-Branche begünstigt. Gleichzeitig müssen Unternehmen die Beseitigung von Vorurteilen und Barrieren zur Priorität erheben und zur Chefsache erklären; Führungskräfte müssen aktive Unterstützung leisten und institutionelle Verantwortung übernehmen. Des Weiteren ist es von wesentlicher Bedeutung, Frauen in diesen Berufen ein besseres Mentoring zu bieten und die Diversität weiter zu erhöhen. Denn es steht eine ganze Menge auf dem Spiel – und das betrifft nicht nur Ihr Unternehmen, sondern die Zukunft der Branche in ganz Europa.
Als Pionier auf dem Gebiet der Personaldienstleistungen und der Erforschung von Arbeitnehmervorlieben bietet Kelly Services eine umfassende Analyse, die verdeutlicht, weshalb es so wichtig ist, gegen die Unterrepräsentation von Frauen in Europas MINT-Branche anzugehen. Dabei untersuchen wir auch, welche Faktoren Unternehmen berücksichtigen müssen, um diese Spezialistinnen langfristig zu binden.
Neben der Analyse von Arbeitnehmervorlieben und psychographischen Einblicken auf Grundlage der Umfrageergebnisse aus dem Kelly Global Workforce Index von 2014 und 2015 werden in diesem Bericht auch Erkenntnisse aus der Kelly Free Agent Research-Studie von 2015 und sekundären Quellen berücksichtigt. Sofern nicht anders angegeben, stammen alle Statistiken aus aktuellen Arbeitsmarktstudien von Kelly.
The Kelly Global Workforce Index (KGWI) is an annual global survey that is the largest study of its kind. In 2015, Kelly collected feedback from 164,000 workers across 28 countries across the Americas, EMEA, and APAC regions and a multitude of industries and occupations.
This study is taking a high level look at:
- Work-Life Design as it pertains to the global worker today.
- Women in STEM Talent Gap - a study that at the gap of women talent in STEM – Science, Technology, Engineering and Math – fields.
- Career Management – specifically the emerging trend of do-it-yourself (“DIY”) career development – as it pertains to the global worker seeking to be as resilient as possible in today’s uncertain environment
- Collaborative Work Environment as it pertains to the global worker today.
Here is our second global report on the topic Women in STEM.
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
1. 4
e Tru Files
GAMIFICATION
9 3.5
TRU HEAT
INDEX
@BillBoorman and Martin Lee
2. 10 /02
EVENTS
8,000field of recruiting. 48
We scoured
presentations and
conversations from
the last twelve
months of TRU
events to bring you
the best forward-looking
ideas in the
ATTENDEES BIG IDEAS
3. GAMIFICATION /03
JUST AHEAD:
USING GAMING TACTICS
TO ATTRACT TOP TALENT.
IT’S NOT NEARLY AS
CRAZY AS IT SOUNDS.
4. /04
LADDERING AND REWARDS
DIGITAL
CURRENCY
RECOGNITION
AND BADGES
TRIBALISM
5. GAMIFICATION /05
Gamification in the recruiting industry isn’t really about building
gaming apps (though it’s been done). Rather, more and more
recruiters are interested in how they can borrow user experience
tactics from gaming to create better incentives, entertainment
and education.
First a look at why gaming’s so red-hot: Gaming is the most popular online activity. In 2012,
consumers spent over $20 billion on gaming in the US alone.1 A study by mega-publisher
Random House found 56 percent of smartphone users spent over 30 minutes playing a phone-based
game per day.2 Contrary to popular opinion, women are also avid users, making up
45 percent of all gamers.3 And far from being an anti-social activity, 62 percent of gamers say
they play games with others, either in-person or online.
All this matters to recruiters because it is shaping the way individuals expect to consume
content online—particularly the under-30 crowd, where gaming is much more prevalent.
Let’s review some of the gaming tactics businesses are using to make digital content more
entertaining and memorable.
1 http://www.theesa.com/facts/index.asp
2 http://www.insidemobileapps.com/2013/11/25/smashing-ideas-50-of-smartphone-users-spend-close-to-200-hours-per-year-playing-games/
3 http://www.theesa.com/facts/index.asp
6. GAMIFICATION /06
LADDERING AND REWARDS
Knowing how difficult it is to acquire new customers, many digital
content sites are using laddering—a well-established gaming
tactic—to win customers’ attention and allegiance over time.
For example, Glassdoor.com gives users a simple task to complete (e.g. download an eBook)
to “unlock” the first level of content on its site. With each visit, a new step on the ladder will
present itself, and at each step the customer unlocks a higher level of access or reward.
The principle works because consumers are hesitant to give over too much personal
information all at once, but are open to a more slow-to-unfold relationship. Using a methodical
progression—and rewarding users at each step—digital content companies like Glassdoor.com
build confidence and trust with customers.
Laddering and rewards also work well to document stages in the recruitment and application
process. Companies like CERN and Sodexo use a laddering process to signal back to applicants
exactly where their application is in the hiring cycle. Given how frustrated job candidates feel
when they hear only radio-silence after submitting an application, a clearly communicated
application ladder, including visual cues to show exactly where in the process a particular
application is, helps job candidates feel they’ve not been forgotten. (And it cuts down on
queries from applicants.)
7. GAMIFICATION /07
DIGITAL CURRENCY
Want to create the ultimate reward? Consider whether your target
market would be interested in some form of digital currency—the
ultimate reward for gamers.
For example, three years ago a technology company realized it had to become much wilier to
attract top-tier students from elite universities (i.e. the same students every company is vying
to hire). Recruiters at this company realized students spent a lot of time on Facebook, and in
particular, playing Facebook games like FarmVille, CityVille and Bejeweled.
The company began by targeting these students with Facebook ads. They offered to give
students a FarmVille cow in exchange for joining the company’s talent community. The cow (for
the uninitiated) had major social value because it let players sow the field with corn and earn
more points. And the hiring company spent a fraction of the price on a digital cow than it would
spend on a hokey giveaway like a stress ball or coffee mug. What’s more, the click-through rate
on the offer was extremely high because it was so unusual.
In the next stage of the ladder, the company hired three interns to play online games with these
students and get to know them more closely.
By the time the company arrived on campus for a career event, they had an established, warm
relationship with students.
8. /08
GAMIFICATION
RECOGNITION BADGES
Hand-in-hand with laddering and rewards, companies should
consider using some type of recognition methodology—particularly
for any site that includes a directory or community component.
For example, under a user’s profile you may show years of membership, number of connections,
level achieved, and even a special color or symbol denoting a user’s status on the site. It’s a
clear way to define the rules of the site, and show how users are successful using it.
One recognition tactic used pervasively in gaming is badges—and the idea is quickly gaining
acceptance in the recruiting space. Badge icons are now used extensively by training and
development organizations to offer a fast and easy visual verification of skills.
WONDERING HOW BADGES WORK?
If you are interested in badges
as a way to recognize skills and
areas of expertise within your
organization or beyond,
Open Badges is fast-becoming
a pace-setter in the field.
Open Badges is a free program
offered by Mozilla that relies on
an open technical standard any
organization can use to create,
issue and verify digital badges.
Dozens of organizations have
joined Open Badges to date,
including top-flight universities,
professional associations and
corporations.
Badge icons are now
used extensively
by training and
development
organizations to offer
a fast and easy visual
verification of skills.
9. /09
GAMIFICATION
Still not sure how these work in enterprise? Consider how The Nerdery—an interactive design
and production company—uses recognition and badges. Each employee profile includes a
list of certification and achievements, days with the company, and projects completed. And
while the presentation is intended to be humorous, it shows off each employee’s skill base and
background.
The Nerdery’s profiles
of employees are part-fun,
part-informative.
They use recognition
points and badges to
show off in a quick,
highly visual format.
10. /10
GAMIFICATION
TRIBALISM
Just as gamers identify with certain gaming cliques, so too your organization should try to find
groups of potential job candidates that seem part of a tribe or defined social group. Hard Rock
Café, for example, needed to hire staff for a new restaurant, and needed to do so quickly.
The company realized that among their current workforce, most were die hard rock and roll fans
and that most (90 percent) satisfied their passion for music with a Spotify account. Reviewing
data from Spotify, Hard Rock could see current employees shared an ardent interest in a small
group of artists. To drive up applications for their new location, Hard Rock featured ads with
music from those bands—and earned unprecedented click-through rates compared to earlier
Hard Rock campaigns.
And tribalism can come in even simpler forms. Starbucks realized potential job candidates
enjoyed CityVille, so they placed a virtual store inside the game. (Inside jokes or a sly nod
among tribe members earns extra points!)
11. /11
GAMIFICATION:
ACTIONABLE INSIGHTS
DO THIS.
GET THAT.
The real beauty of successful
gamification, no matter
the tactic, is the immediate
feedback loop. Do this.
Get that.
If you’re considering
adopting gaming
methodology in your
recruiting process,
remember the following:
Don’t be too strict about
how you apply gaming
to your recruiting efforts.
You’re not actually aiming
to turn what you do into a
game, but rather offering
opportunities for users to
return and re-engage.
Design-in rewards programs
where you can. And rather
than offer big rewards
infrequently, consider
smaller rewards more often.
Again, it’s about drawing
people back.
Rewards are always better
when they include some
sort of status or visual
badge. Users love getting
stuff (e.g. the FarmVille cow),
but they adore bragging
about it too. Give them a
chance to show off some
token or badge that proves
they’ve reached a new level.
Study where your audience
hangs out online. The
example of the company
using FarmVille cows as
currency only worked
because the company
understood their audience.
Be sure you know which
games and social networks
your audience likes most,
and how you can share their
interests as part of the
“in crowd”.
12. GAMIFICATION /12
THE #TRU STORY
I first discovered the Unconference concept when I led a track at #RecruitFest in Toronto in
1999. I was taken aback by the way discussion flowed and how different the format was to a
traditional conference. I led a track all day under a tree and learnt far more than I gave.
Two months later and back in the UK, we ran the first #truLondon at Canary Wharf in November
2009. Today, we’re running dozens of #tru events a year across Europe, North America, Africa
and the Asia-Pacific. Thousands of recruiters, HR leaders and providers come together in an
informal spirit of information sharing and networking.
#tru is based on the BarCamp principle, which means that everybody can be an active
participant instead of listening to speakers and watching presentations all day. The emphasis is
on communication and the free exchange of ideas and experiences where the participants fuel
the conversations.
BILL BOORMAN
13. GAMIFICATION /13
POWERING A WORKPLACE REVOLUTION
Gamification – using gaming tactics to attract top talent – may be a relatively new trend in
the recruitment industry but, if done well, could power a workplace revolution. Put simply,
gamification harnesses people’s desire to play online games or be tested in a way which
benefits them and their employer. But the power of gamification is that it’s a fun way to enhance
employer branding, improve employee engagement, recruit top-notch workers, and win
customers’ attention.
Recruiters are now interested in how they can borrow user experience tactics from gaming
to create better incentives, entertainment, education and ways of attracting candidates.
Gamification in practice revolves around the basics of laddering, rewards, badges, digital
currency and tribalism. It could involve offering digital game rewards to attract new recruits, or
turning an internal re-branding operation into a workplace trading card competition. It’s also a
more fun way to get workers’ input than an all-staff email or a boring intranet page.
One technology company used popular Facebook game Farmville, to recruit elite university
students, offering students a Farmville cow if they joined the company’s talent community – a
much better give away than a branded coffee cup.Ultimately, successful gamification is all about
offering users opportunities to return and engage and targeting where your audience hangs out
online. But like any strategy, it has to be done well.
To learn more about the future of recruiting download the TRU File e-book Gamification
@BillBoorman
MARTIN LEE
MARTIN LEE,
Vice President (VP), Head of
Sourcing and Research for
EMEA and Asia-Pacific
Martin is responsible for all
sourcing activity within the
EMEA APAC regions, including
sourcing strategy, process,
implementation and ongoing
enhancement. He also works
with Kelly clients to advise them
on the most innovative sourcing
and recruitment solutions
available for their business.
His expertise spans the following
areas: Advanced and Direct
Sourcing Techniques, Boolean
Searching and Search Engines,
Data Mining, Competitor
Analysis, Recruitment Research,
Social Media, Talent Pooling,
Sourcing from Social Media,
Recruitment Software,
Market Mapping and the
Candidate Experience.