The recruiting process in most organizations around the world is fundamentally broken. No matter how many hours a prospective employee and employer sit together in a room asking and answering questions, going over brain teasers, and trying to assess each other for a good "cultural fit," the problems still remain. The person doing the interviewing is always subject to their own biases about the candidate, the interview itself doesn't give a good picture of the candidate or of the overall fit, the person being interviewed will respond with answers he/she things the employer want to here, and the overall experience for both parties is...sub par. In fact if recruiting were efficient then we would see fewer employees leaving organizations because they were the "wrong fit" and more employees being hired and staying at organizations because they were the "right fit."
The sad reality is that today, it's very difficult for organizations to be able to find the right person for the right job. A piece of paper and a series of interview questions is a weak technique at best. A recent finding from Bersin by Deloitte revealed that more than 70% of organizations cite “capability gaps” as one of their top five challenges. So what's the solution? Over a year ago I profiled a company here called Knack which develops games for recruitment and talent management. These games are being used by organizations to evaluate if a potential candidate is a good fit. You can read the article I linked to above to learn more but basically these games look at hundreds of variables and use big data and analytics to learn about the person playing the game.
I thought it would be interesting to interview the CEO of Knack, Guy Halfteck, for this latest episode of The Future of Work Podcast where we explore how games and big data are changing the very outdated recruitment process.
- The difference between using games and big data vs the traditional method of recruiting
- How data collected using games can help recruiters figure out who the best people are
- The amount and types of data you can collect from different types of games
- Examples of recruitment scenario when games are incorporated in the application process
- A look at the human component when shifting to this type of recruitment process
- What the role of big data is within this new type of recruitment
- How companies are using games for recruitment
- Can these games prevent people from getting a high level job or from moving up?
- Can knack solve the ultimate problem of skills gap that recruiting and talent management is facing today – getting the right people for the right job
- What the future of the games and recruitment might look like
Click here to download the episode (right click “save as”) * Click Here to Subscribe via iTunes * Click Here to Subscribe via RSS Feed (non-iTunes feed)
Jacob Morgan is a keynote speaker, author (most recently of The Future of Work), and futurist. You can get the first 30 pages of his book for free as well as weekly content on the future of work by subscribing to his newsletter.
