It's been about 5 years since I joined an unnamed multinational IT corporation in Brno.
The HR process included a full month of training, where I went through tutorials, got familiar with the workplace, and learned about the company in an interactive way.
Most of the tasks were done through the company's internal intranet (similar to a public Wikipedia). The entire recruitment process was "spiced up" with gamification, which is gaining more and more popularity in corporate processes.
Many contemporary companies are moving away from assessing a candidate's hard skills during the recruitment process and focusing more on soft skills.
It is more important for the company that the candidate fits well into the team, can adapt, and can make decisions on their own, rather than just having memorized knowledge from the field.
Interviews that focus on soft skills can benefit from using the aforementioned gamification.
Game elements
It is a technique in marketing where various game elements and principles are used to increase engagement of employees and interest of clients.
These game elements include things like progress bars and avatars that follow you from your first day at the company through email communication and presentations.
Larger companies also create personal profiles for employees where they can complete additional tasks and surveys to earn points or awards.
This approach to employee engagement is used in my former multinational company, where we as a team actively participated in bonus tasks and continued our education.
It activated the ambition and motivation of individual employees, similar to how it is in games.
Internal gamification and External gamification
Gamification that takes place within a company between employees and employers is known as internal gamification. It is not limited to recruitment process.
Game elements are used in strategic management, human resources and on the company's website.
The goal of internal gamification is to engage people within the company, innovate corporate culture, and strengthen internal communication among employees.
The opposite of internal gamification is external gamification, which aims to involve people outside the company in corporate activities or increase awareness of the company's offerings among potential clients.
In this case, certain corporate departments organize events for the public such as exhibition stands, competitions on social media and websites, etc.