But look at these…

"We appreciate the diligence of the recruiting team and understand the importance of choosing the best candidate. However, we are confident that we have already provided the amount of information adequate to evaluate our professional profile. We want to work for a company that respects our time as professionals, so we will not participate in further rounds of assessments."

This abstract, borrowed from a discussion between American HR on Reddit (and translated), is a hammer blow on a sore point well known to members of the Human Resources department of many companies even in this part of the globe. Before giving in to the temptation to judge, let's take a step back and contextualize. The request that preceded such a decisive and inflexible response by a group of candidates of an assessment - obviously following a classic interview - was structured as follows:

  1. 15-minute video conference screening
  2. Skills assessment and submission of work samples
  3. Second 30-minute interview with the hiring manager
  4. Third 60-minute interview with the leadership team, during which candidates would have to create and deliver a 15-minute pitch, as well as draw up a 15-day content calendar, complete with concrete examples (which would have required several hours of work, ed.)
  5. Reference check plus a one-hour skills assessment and additional personality test

Not exactly a walk in the park. The cherry on top? The open position wasn’t even a high-level one, and the pay was on the low end of the average. Speaking of “sore points,” we imagine the first four iconic notes of Beethoven’s Fifth are ringing in your head now. From this perspective, the words of those candidates don’t seem so bold anymore, do they? If we put ourselves in the shoes of the company, we understand that the reason behind such a “structured” hiring process stems from the need to acquire the best talent around. But on the contrary, as the candidates’ response demonstrates, it seems specifically designed to drive them away.

From the candidate's point of view, The overwhelming number of steps in the selection process can be frustrating and discouraging. It's a bit like going to the supermarket to buy milk and discovering that first you have to go through a maze, solve puzzles, dodge a huge stone ball and pass unscathed under a hail of poisoned darts. And maybe get to the shelf and be told that the milk is out! A hiring process that is too long and complex can give the impression that the company doesn't respect the time and commitment of candidates, risking alienating the very talents they want to attract. Because, let's face it, those who know they have talent how much they want to be the Indiana Jones of recruiting for an office job!

This is why it is essential to use assessment tools designed to obtain effective talent identification in a short or, at least, reasonable time. Those based on the principles of gamification can represent a valid solution to this problem. And here are a quick five reasons to choose them:

  1. Efficiency and timeliness: They are engaging and allow you to evaluate the technical and transversal skills of candidates in a short time. Through realistic and dynamic simulations, you can obtain a complete picture of a candidate's capabilities without having to excessively prolong the selection process.
  2. Candidate Involvement: Gamification transforms the recruitment process into an interactive and motivating experience. Candidates not only demonstrate their skills, but also feel more engaged and appreciated. This can increase the attractiveness of the company (employer branding) and improve the candidate experience.
  3. Complete and objective evaluation: Through game scenarios that simulate real work situations, recruiters can directly observe how candidates approach problems, make decisions and interact with others. This method allows for a more objective and complete evaluation than traditional interviews based on theoretical questions.
  4. Reducing candidate drop-off: A long and complex selection process can cause valid (and aware of being so) talents to lose interest or to withdraw. Gamification, on the other hand, makes the assessment process more interesting and less onerous.
  5. Instant feedback and continuous improvement: Gamification platforms can provide real-time feedback to both candidates and recruiters. This not only helps candidates improve, but also allows companies to continually refine their hiring processes.

In conclusion, for HR companies, adopting gamification-based assessment tools means improving the efficiency of the candidate journey, while creating a more positive and engaging experience for candidates. This approach not only facilitates the identification of the best talents, but also helps to build a modern corporate image that is attentive to the needs of professionals.

After all, what successful companies have now understood is that if an assessment does not turn out to be a “win-win” process, then it is lacking. The value that fuels the success of the most flourishing companies is the result of a reciprocal exchange: from employees to the company and from the company to employees. Understanding and accepting the fact that time is a precious resource for the candidate too is a great place to start. Heroic journeys are best left to adventurers hunting for lost treasures.