Content area
Full text
Virtual games are scoring points for companies' talent acquisition strategies.
It's "game on" for recruiters looking to win the war for talent in a tight employment market-or, at least, "gamification on." Many companies are finding that virtual games, which integrate points, badges, competition and role-playing, can be used to effectively attract and assess candidates, particularly those from the generation raised on Wii and Xbox.
For example, when the Hungary division of PricewaterhouseCoopers (PwC) sought a more effective way to recruit college students, the company developed an online simulation called Multipoly. The 12-day game invites students onto Facebook to experience a virtual version of what it's like to work for the accounting and consulting firm. Students must meet quarterly goals and accomplish tasks based on PwC competencies while receiving feedback from company coaches.
The game was initially designed to boost employer branding, says Noemi Biro, PwC's recruitment leader in Budapest. But today the customized tool is more focused on improving the selection practices for both the company and prospective hires.
"It provides insight into the audit and consulting profession in a fun way and builds engagement," Biro says. "It's also compatible with younger generations' need for social media, networking, quick information search and developing themselves through the Internet."
According to Biro, 78 percent of students surveyed over the past four years said they wanted to work for PwC after completing the game. Ninety-two percent indicated they had a more positive view of...