Let the Game Begin: Transforming Plastic Recruitment With The Power Of Play

Imagine blending the fun of gaming with the demanding process of recruitment. Sounds interesting? When it comes to recruitment, the plastics industry is embracing an exciting trend: gamification. Welcome to the world of play, the latest trend sweeping through plastic recruitment.

We all know that attracting top talent is never a breeze, especially in the plastic sector. Our industry is often caught up in heavy environmental debates, and this sometimes might make talented folks think twice before joining us. Well, gamification is here to flip the script. A recent study by TalentLMS brought to light an interesting fact. As it turns out, 72% of job seekers say they’d rather apply for jobs that use a gamified application process. 

By adding a dash of fun and engagement into recruitment, plastic companies aren’t just catching the attention of potential candidates. They’re also doing something equally important – they’re educating candidates. 

So, how exactly does gamification enhance candidate experience? How can puzzles, challenges, and reward systems be used in skill assessments? And what are the potential benefits and challenges of this approach? More importantly, could gamification be your secret weapon in attracting top tier talent in the plastics industry? Let’s jump into the world of gamification in recruitment to find out.

What is Gamification in Plastic Recruitment

Gamification is all about implementing interactive and exciting game elements in traditionally non-game scenarios. In recruitment, this strategy takes form in applying game mechanics and designs to spark interest and engagement during the application process. But is it just about weaving fun into the hiring process? Not quite. Gamification combines the thrill of games with strategic evaluations of a candidate’s skills and compatibility, creating an enjoyable yet insightful experience.

As Dr. Susan Barr, CEO of Sustainable Recruitment, states, “Gamification can be a powerful tool for the plastics industry. It allows companies to showcase their commitment to sustainability efforts while attracting candidates who share those values.” So why is gamification making waves in the recruitment circles of the plastics industry? Here are the key objectives:

  • Boosting Candidate Experience: A gamified process turns recruitment into an engaging journey rather than a stressful task, giving companies a competitive edge in today’s job market.
  • Skill Evaluation: Gamification introduces an innovative way to assess specific skills. It’s not just about assessing what candidates know, it’s about observing how they apply their knowledge in different scenarios.
  • Increasing Engagement and Interaction: Games have a unique ability to hold candidates’ attention during the recruitment process. When candidates are actively engaged, they’re much less likely to drop out midway. This ensures a stronger and richer selection of applicants to choose from.

Strengthening Employer Branding: An interesting, gamified recruitment process improves a company’s image and attractiveness, pulling in the cream of the crop when it comes to talent.

Kinds of Gamification in Recruitment

Gamification in recruitment is more than just adding a playful touch to the process. It’s about strategically joining in game elements to scale candidates’ skills, promoting engagement, and adding a competitive edge to your company. Let’s explore some of the commonly used game elements in recruitment and how they’re being applied by companies in the plastics sector.

Puzzles and Challenges

These game elements are skillfully used to appraise a candidate’s problem-solving and logical reasoning capabilities. Take Plastic Omnium, for example. This company creatively introduces industry-specific puzzles during their recruitment process, providing them a practical and engaging way to assess a candidate’s abilities. This unique approach not only tests the candidates’ skills but also their ability to think on their feet, offering valuable insights into how they might handle real-life work scenarios.

Role-Playing Scenarios

Simulation scenarios are a popular method used to test a candidate’s ability to make crucial decisions and strategically solve problems. Plastipak Packaging, a global leader in the plastics and packaging industry, is an exemplar of this approach. They employ virtual environments that mirror real-world job challenges, providing a realistic glimpse into how a candidate might handle job-specific obstacles. This not only helps in evaluating a candidate’s problem-solving capabilities but also their adaptability in high-pressure situations.

Leaderboards

This game element adds a competitive aspect to the recruitment process. In fact, Berry Global brings leaderboards into their recruitment strategy, allowing candidates to view their standings compared to others. This friendly rivalry encourages a healthy competitive spirit and motivation among applicants. It’s also a great way to showcase a candidate’s drive and determination, qualities that can be needed for success in the fast-paced plastics industry.

Reward Systems

Introducing rewards such as points, badges, or levels can offer feedback and motivate candidates to continue through the recruitment stages. Global diversified chemicals company, SABIC, has successfully implemented this system. It transforms a lengthy application process into a journey that’s both engaging and rewarding. Plus, it gives candidates a sense of accomplishment, making a positive association with the company even before they’re on board.

Quizzes and Trivia

Adding industry-specific quizzes or trivia into the mix is another creative approach. LyondellBasell, one of the largest plastics, chemicals, and refining companies worldwide, uses quizzes during their recruitment process. These quizzes test candidates’ insights about the plastics industry in an engaging and friendly manner, making the learning process less intimidating and more enjoyable. This strategy not only helps check the expertise of candidates but also allow them a chance to learn more about the industry during the recruitment process.

These game elements not only make the recruitment process more engaging but also provide companies with in-depth insights on a candidate’s skills, aptitude, and cultural fit.

The Upsides and Downsides of Gamification in Recruitment

Gamification in plastic recruitment brings a lot of good things to the table, like making the hiring process more enjoyable and giving great insights into a candidate’s potential. However, it also comes with its own set of challenges. Let’s find out more about these.

Benefits of Gamification in Recruitment

New Ways of Assessment: Gamification is a fresh way to evaluate candidates that isn’t limited like traditional interviews and resume checks. For example, GreenCircle’s game-based assessments tested how candidates solve problems and make decisions in real-time.

Data-Powered Insights: Data from gamified interactions can reveal more about a candidate’s skills, potential, and personality traits than traditional methods, guiding employers to make smarter hiring decisions.

More Candidates: A fun and engaging application process can attract a wide range of applicants, including passive candidates who might not engage with the usual methods, giving companies a wider pool to choose from.

Standing Out: The use of gamification can help a company stand out as innovative and forward-thinking, attractive to modern, tech-savvy candidates.

Keeping Candidates Interested: Gamification can keep candidates interested during the recruitment stages. The fun and interactive nature of gamified tasks can help keep candidates who might lose interest.

Challenges of Gamification in Recruitment

Cost and Complexity: Developing and implementing game-like elements can require significant resources and money, resulting in challenges especially for smaller companies.

Staying Relevant: The key to successful gamification is making sure the game elements match the job requirements. Or else, there’s a risk of attracting candidates who are good at games, but not necessarily good fits for the role.

Tech Comfort and Access: Using gamification involves technology. Not all candidates may feel comfortable with or have access to the necessary tech, potentially making the process exclusionary.

Time Commitment: Participating in gamified recruitment processes can take a lot of time. This might discourage busy professionals or those who are currently employed from taking part.

Seriousness Level: While gamification can make the recruitment process more engaging, some candidates might see the company as not being serious or professional. This could potentially prevent some candidates from applying or accepting a job offer.

While gamification presents a fresh, interactive approach to recruitment, it’s essential to take a balanced view. Embracing the positive aspects and preparing for potential challenges can pave the way for effective application.

10 Tips to Apply Gamification in Plastic Recruitment

Gamification in recruitment might seem a bit intimidating at first. It’s a whole new way to approach hiring, after all. But with the right guidance, it can really boost your recruitment process. Here are 10 practical tips to help you smoothly incorporate game elements into your hiring strategy and make it more effective.

  1. Clarify Your Objectives

Before you jump into gamification, understand what you want to achieve. Are you looking to make your process more engaging, or do you want to gather more in-depth insights about your candidates? Having clear objectives can guide your gamification strategy. As Talent Acquisition Lead at GreenCircle, Alex Jones puts it, “The game allowed us to test for specific skills and knowledge relevant to our industry in a fun and interactive way.”

  1. Guarantee Relevance

Make sure the gamified elements align with the job role and the skills required. Dr. David Lee, Professor of Organizational Behavior at Stanford University, stresses, “The key to successful gamification in recruitment is to ensure the game is relevant to the actual job. Don’t just throw in points and badges for the sake of it.”

  1. Leverage Technology

Use technology to your advantage. There are various software and platforms available that can assist you in creating a gamified recruitment process. Research for providers who specialize in gamified recruitment tools and choose the one that best fits your needs.

  1. Prioritize User Experience

A poorly designed game can do more harm than good. Prioritize user experience to ensure that the game is easy to understand, interact with, and navigate. Candidates should find the game engaging and fun, not confusing or frustrating.

  1. Test Before Implementing

Test the game thoroughly before rolling it out. This will help you identify and fix any bugs or issues that could potentially turn off candidates. It’s always better to get initial feedback from a small group before introducing it to all candidates.

  1. Rewards

People are more likely to engage in a game if there are rewards. These can range from points and badges to exclusive content or even real-life perks. But remember, these rewards should not just be given out, they should be earned based on the candidate’s performance in the game.

  1. Communicate the Purpose

Clearly communicate to candidates the purpose of the gamified elements in your recruitment process. This will help them understand that the game is not just for entertainment but also designed to assess their skills and suitability for the role.

  1. Ensure Fair Competition

If your game involves competitive elements like leaderboards, make sure that it nurtures a fair competition. All candidates should have an equal chance of doing well in the game, regardless of their gaming experience.

  1. Provide Feedback

Use the game to provide constructive feedback to candidates. This will not only help them understand where they stand but also improve their performance if they proceed to the next levels of the recruitment process.

  1. Keep Evolving

The field of gamification is dynamic. Keep an eye on the latest trends, learn from your experiences, and continuously evolve your gamified recruitment process to keep it fresh and effective.

These tips are just a starting point. The beauty of gamification lies in its flexibility and the possibility to adapt and create a game that perfectly fits your company’s and candidates’ needs.

 

Gamification in plastic recruitment is an innovative and effective way to uplift the hiring process, making it engaging and insightful for both the company and the candidate. With thoughtful implementation and constant development, it can transform your recruitment strategy, driving interest, diversity, and quality in your candidate pool. While it may seem frightening initially, the rewards it brings can make it a game-changer for your plastic organization.

Are you excited about stepping into the game of gamified recruitment? Plastic Executive Recruiters is here to help you hit the ground running. Our team of experts is ready to guide you on how to effectively incorporate gamification into your recruitment strategy. Get in touch with us today, and let us help you attract top talent in the plastics industry through a recruitment process that is as engaging as it is effective. It’s time to level up your recruitment game!

Ed Keil

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