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gamifyus human resources

Different ways to apply gamification in HR

A long time ago, games passed the line when it was just something we did for fun at our free time. Sales and Marketing were in the front line of applying different gamified methods to increase profit, and then Educators discovered that games could be an excellent way to motivate to students to learn more. Recent years the more progressive HR-departments has followed, with a gentler approach trying to really understand what’s in the design of the games that makes people play for hours, without losing motivation for the task at hand.

The gamified methods and thinking can be applied in several different areas, including recruitment, health, learning, equality and organizational development. In an article from the University World News we can read that the Universities must prepare the students that the future of recruitment is changing. One example is a Swedish company called Sqore that offers companies in a recruitment process gamified tests that measure skills and knowledge from the applicants.

Learning doesn’t stop just because you are not in school anymore, so digital tools for learning in the workplace (EdTech) is a growing market and many of the tools and platforms use gamification to engage the learner in the training and give quick feedback on the result. Growth engineering is a company that has taken this to its edge claiming to be able to turn Zombie learners into learning Superheroes with its gamified LMS system!

Every company wants healthy employees. But even if we know what is good for us and not, we tend to make choices that work against us. A lot of applications in digital wellness use gamification to encourage us to live a healthier and more sustainable life. Lifesum for balancing your diet, Nike + to increase your motivation for training and Headspace to start meditating on a regular basis is just a few of the most popular apps that can help the HR-department to start a healthier trend at the company. Pick one that suits your company’s needs and start an internal activity at the company to get going.

Recruitment and talent acquisition is another area that can be developed by using gamification. Some companies has gamified tests for the applicants to fill in, measuring not just competence but also social and informal skills to find the right applicant for the job. Think about what skills that are desirable at your company and create your own test or look how Sqore (gamified recruitment platform) has created theirs.

Every company also has a plan for equity in the organization, but not every company is successful in their work to create a more equal and including working place. Make Equal is a foundation working with gamified methods, both to inform, measure and improve companies' equality. They offer a lot of free online tools to use, but only in Swedish so far.

You can also apply gamification to work with organizational development. By looking at the design of a game you can see how the game addresses the right challenge to the player and how rules and feedback are crystal clear. There are a lot of easy to use tech tools to create easy surveys to collect data among your employees, but the big question is when and why you should use them. If you want to use gamification in your organization, start by looking at the different areas above and see which one of them you would like to improve.

The key to gamification is asking the question “what behavior would I like to change” and then try to find the right process and tools to start working with.


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