In an increasingly dynamic world, technology has become a crucial ally for team management, whether it’s for attracting talent or improving internal team dynamics.
Both gamification, which applies resources and mechanisms from video games to corporate processes, and Artificial Intelligence, which enhances processes and empowers employees by freeing them from routine tasks, are gaining ground in a landscape where professionals are building new expectations for their career paths.
1- Gamifying Reality
What would a young professional expect from a recruitment process at an innovative company? Would they be drawn to traditional mechanisms or prefer a different type of experience? How can initiatives be created to help increasingly hyperconnected people relate better to their colleagues and identify with company objectives?
Gamification is an increasingly used resource to address these issues, proving its effectiveness in making selection processes more attractive, promoting internal culture, and fundamentally making things happen without friction and naturally. This is largely due to the effects generated in people when they play, which not only increases their sense of well-being but also enhances their concentration on the activity they are performing.
– Competitions and Rewards
Through levels, rewards, competitions, and leaderboards, many companies gamify multiple activities to generate greater engagement among people.
A good example of this is “Code Jam,” a programming contest organized a few years ago by Google and etermax, based on a logic of competition and gaming. The event not only brought programmers together and generated excitement among many professionals in the sector, but it also allowed recruiters to connect with great talents in an entertaining and competitive way.
-Internal Culture
Gamification is also a tool to promote internal culture and get employees involved in the company’s initiatives.
Paula Fernandez, Business Development Latam Director at etermax Brand Gamification™, highlighted how they apply some of these resources in an industrial sector like pharmaceuticals: “We provide gamification advice for leading laboratories that, through our interactive tool eterfy, develop trivia tournaments to train the sales force of pharmaceutical chains that market their products. This way, training is carried out in a fun and dynamic perspective, employees acquire knowledge to better advise customers, and a healthy competition and active commitment of different teams is encouraged through Game Design elements.”
-Recruitment and Training
Another way to innovate in recruitment is through an interactive selection chain, testing games, and simulations of real work-life situations.
These methods allow recruiters to see how candidates solve problems and make decisions, providing an accurate view of their capabilities. Additionally, online challenges make it easier to identify proactive and dynamic candidates.
Internally, gamified e-learning platforms also create the best environments to promote employee knowledge updates.
Carolina Doldán, Partner at Change Agency, an Internal Communications agency, commented: “We are in the era of experiences, and organizations don’t want to be left out of this. For this reason, it is increasingly valued that processes and initiatives within companies translate into a positive experience. This not only makes work life easier and more fun but also sends a very strong cultural message about who the company is. If what happens in the organization is agile, creative, and challenging, it’s reflected on the organization.”
2- Artificial Intelligence (AI) and HR
Although it’s a tool whose adoption is still in process, Generative AI offers the potential to free employees from routine tasks and facilitate access to information to save time and boost creativity.
Fernando Mogetta, Vice President of AI Labs, highlights that “Artificial Intelligence is starting to become an everyday tool that allows us to focus on activities that truly interest us, revalue the creative and human aspect, and make processes more efficient.” He adds, “The challenge is to support employees in adopting it and capitalize on its possibilities in the sector we work in. The applications are very diverse and open up a new perspective of service personalization and process automation that can lead teams to an unimaginable leap in efficiency and quality.”
Additionally, some organizations are already beginning to use AI in all stages of the employee life cycle. “Little by little, we see that this resource is being used to speed up CV processing and candidate profiling, advise employees on their development plans, provide reliable information to offer better customer service or make better decisions, respond to employee inquiries, and even measure internal climate and well-being,” Mogetta notes.
The contribution of technology in Human Resources management is revolutionizing the way companies attract talent, promote initiatives, and drive internal culture. Gamification and Artificial Intelligence are already in play. Are we ready to take control and start the game?