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AI and Gamification in Recruitment

AI and Gamification in Recruitment

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Nischal V Chadaga
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December 28, 2024
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5 min read
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The hiring industry has seen revolutionary changes in recent years. With automation and AI incorporated into hiring workflows, hiring managers find it easier to focus on other aspects of talent management such as creating a candidate-experience-rich onboarding process, workforce planning and management and improving the hiring pipeline. Digital recruitment strategies have helped organizations cut down the interview cycle and improve the chances of hiring. This article will explore one such function – gamification in hiring, what it is and how it helps in simplifying the recruitment process.

What Is Gamification In Recruitment?

The idea of introducing gamified assessments in recruitment has revolutionized the hiring landscape. It ticks all the boxes for the perfect recruitment process – better candidate experience and candidate engagement. Gamification involves the use of gaming elements in a non-gaming environment. The ultimate goal is to create an enjoyable experience for new recruits while employers get to assess their skills and knowledge. For example, technical companies simulate coding challenges in the form of online games and ask new applicants to play the game, in this way, they gauge the coding expertise of new applicants and the winner gets the job.

Gamified assessments are an interesting way to tap into a pool of talented professionals who would otherwise fail to thrive in the conventional recruitment process. Here are a few benefits of using gamified recruitment to attract top talent.

Benefits of Gamification in Recruitment

There are several reasons why gamification can be an effective recruitment strategy. It heavily focuses on providing a positive experience for candidates, thus helping them be at their best. A game forces candidates to tap into their competitiveness and push themselves to deliver their best. Gamification provides a win-win situation for both, the recruiter and applicant.

Enhanced Candidate Engagement

Children and adults, both love to play. Games are an excellent way of engaging with new job applicants unconventionally. The traditional methods of recruitment can be a drag for many new-age applicants whose productivity craves new challenges. Gamification introduces real fun elements that inspire and motivate applicants to put in their best effort to win. In that process, they exhibit several personality and skill-related traits which they would have otherwise hesitated to do so in a traditional recruitment setting.

Improved Skill Assessment

Winning a game requires several skills such as concentration, strategising and planning. Seeing applicants in action helps recruiters gauge their proactiveness in a challenging work environment. There is better candidate engagement which helps in improving candidate experience which indicates how effective an organization’s HR policies are.

By using simulations or game-like assessments, employers can evaluate candidates’ skills in real-world scenarios. This approach provides a more accurate picture of how candidates might perform on the job compared to standard interviews or tests.

Faster Hiring Processes

Gamified assessments help expedite recruitment cycle. The top performers in each round of a game are no doubt the best candidates. This can greatly cut down the selection process and help hiring managers to quickly hire new recruits. In addition to that, a gamified approach towards recruitment automatically eliminates the need to manually assess a candidate’s capabilities.

Data-Driven Insights

Games offer a data-driven approach to recruiting new hires. Each game generates valuable data on the candidate’s performance. This helps companies make informed decisions. Gamified assessments help employers analyze how candidates interact with challenges to assess their problem-solving skills, creativity and cultural fit within the organization.

Attracting Diverse Talent

Gamification can help eliminate biases present in traditional hiring practices by providing a level playing field for all candidates to demonstrate their skills. This inclusivity attracts a wider talent pool.

How Does AI Help In Recruitment?

The integration of AI in the multiple facets of the recruitment industry has eased many sub-tasks which could turn out to be complicated if handled carelessly. Tasks like shortlisting applications, take a lot of time and require a considerable number of HR personnel working on it. AI-powered software helps in automating this task, thus making it possible for HR managers to focus on streamlining other aspects of the hiring process. AI-based games can be used to recruit highly skilled individuals while improving their recruitment experience.

The Intersection of AI and Gamification

How They Complement Each Other

When AI and gamification are combined, they create a powerful recruitment strategy. AI enables recruiters to tailor certain elements and tailor the games to suit a candidate’s skill set. Likewise, there are several other ways in which AI enhances gamified recruitment which are listed below.

Interactive Assessments Powered by AI:

Organizations can modify their gaming algorithms in real-time, based on feedback from AI-powered algorithms. For instance, if a candidate excels at a particular task within a game-like environment, the system can present more challenging scenarios that further assess their capabilities.

Data-Driven Game Design:

AI enables recruiters to analyze vast amounts of data to understand candidates’ gaming patterns and program challenges with increased difficulty levels. They can program the games to challenge players better, thus helping them exhibit the best of their skillset and allow companies a better understanding of a candidate’s abilities.

Real-Time Feedback Mechanisms:

Incorporating AI into gamified assessments allows for immediate feedback to candidates about their performance. This not only enhances learning but also keeps candidates motivated throughout the process.

Streamlined Decision-Making:

With data collected from both gamified assessments and traditional application processes analyzed by AI, recruiters can make faster and more informed decisions about which candidates to move forward with.

Practical Applications of AI and Gamification in Recruitment

Several organizations have successfully integrated AI and gamification into their recruitment strategies:

Marriott International developed a virtual hotel management game where candidates simulate running a hotel. This not only tests industry knowledge but also assesses problem-solving skills in a fun environment.

Domino’s Pizza created an interactive app where users make pizzas virtually; high scorers were offered job opportunities based on their performance in the game.

British Intelligence Agency utilized code-cracking games as part of their recruitment process to identify potential spies who could think critically under pressure.

These examples illustrate how gamification can be tailored to specific industries while leveraging AI for enhanced assessment accuracy.

Challenges and Considerations

While integrating AI and gamification offers numerous benefits, there are challenges that organizations must navigate:

Data Privacy Concerns

Whenever AI is involved in a system, ethical practices come into the picture. Data collection through gamified assessments raises concerns over privacy. While conducting gamified recruitment, it is important to conduct the exercise with complete transparency. Inform candidates about what they are signing up for and how their data is used. It is also essential to nsure that the games are in compliance with data protection regulations.

Potential Biases in Algorithms

Any game/hackathon exercise must be free of biases. If companies intend to outsource the gamification to a third-party recruitment firm, ensure that their existing games comply with the company’s inclusive policies. Avoid the use of gender-coded language to ensure gender inclusion during the recruitment process. If a third party has a biased gaming framework, develop an AI-powered algorithm to program it otherwise. Platforms like HackerEarth are aware of such intricacies and offer tailor-made gamified assessments to companies.If not carefully designed, AI systems may perpetuate existing biases present in training data or assessment criteria. It’s crucial for organizations to regularly audit their algorithms to ensure fairness across all candidate demographics.

Strike the Right Balance

While gamified assessment is an interesting take on AI-powered assessment systems, the same may not work for candidates who prefer traditional recruitment methods. This is true in the case of higher management positions that require well-seasoned and highly skilled candidates.

Future Trends

As technology continues to evolve, several trends are likely to shape the future of AI and gamification in recruitment:

Increased Use of Virtual Reality (VR): VR could take gamified assessments to new heights by creating immersive environments where candidates can demonstrate skills relevant to their prospective roles.

AI-Powered Soft Skills Assessment: Future advancements may allow for better evaluation of soft skills through gamified scenarios that mimic real workplace interactions.

Continuous Learning Platforms: Organizations may adopt platforms that not only assess but also help candidates learn through gamified experiences during the recruitment process.

Conclusion

Including technologies like AI and gamification in recruitment has immense potential to turn an otherwise monotonous process into something engaging and interesting. By leveraging these technologies, companies can improve candidate experience while getting a deeper understanding of the potential hires’ abilities and determine whether they are a good fit for the organization’s culture. As companies continue to innovate in this space, it will be essential to address challenges such as data privacy concerns and algorithmic bias while ensuring that recruitment remains fair and inclusive for all candidates. The future holds exciting possibilities for those willing to embrace these changes in their hiring strategies.

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Author
Nischal V Chadaga
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December 28, 2024
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5 min read
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Vibe Coding: Shaping the Future of Software

A New Era of CodeVibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today,...

A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c

The Promise and the Pitfalls

I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.

AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.​

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.​
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.​

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

Guide to Conducting Successful System Design Interviews in 2025

What is Systems Design?Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.Systems Design, in its...

What is Systems Design?

Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.

Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.

Systems Design, in its essence, is a blueprint of how software and applications should work to meet specific goals. The multi-dimensional nature of this discipline makes it open-ended – as there is no single one-size-fits-all solution to a system design problem.

What is a System Design Interview?

Conducting a System Design interview requires recruiters to take an unconventional approach and look beyond right or wrong answers. Recruiters should aim for evaluating a candidate’s ‘systemic thinking’ skills across three key aspects:

How they navigate technical complexity and navigate uncertainty
How they meet expectations of scale, security and speed
How they focus on the bigger picture without losing sight of details

This assessment of the end-to-end thought process and a holistic approach to problem-solving is what the interview should focus on.

What are some common topics for a System Design Interview

System design interview questions are free-form and exploratory in nature where there is no right or best answer to a specific problem statement. Here are some common questions:

How would you approach the design of a social media app or video app?

What are some ways to design a search engine or a ticketing system?

How would you design an API for a payment gateway?

What are some trade-offs and constraints you will consider while designing systems?

What is your rationale for taking a particular approach to problem solving?

Usually, interviewers base the questions depending on the organization, its goals, key competitors and a candidate’s experience level.

For senior roles, the questions tend to focus on assessing the computational thinking, decision making and reasoning ability of a candidate. For entry level job interviews, the questions are designed to test the hard skills required for building a system architecture.

The Difference between a System Design Interview and a Coding Interview

If a coding interview is like a map that takes you from point A to Z – a systems design interview is like a compass which gives you a sense of the right direction.

Here are three key difference between the two:

Coding challenges follow a linear interviewing experience i.e. candidates are given a problem and interaction with recruiters is limited. System design interviews are more lateral and conversational, requiring active participation from interviewers.

Coding interviews or challenges focus on evaluating the technical acumen of a candidate whereas systems design interviews are oriented to assess problem solving and interpersonal skills.

Coding interviews are based on a right/wrong approach with ideal answers to problem statements while a systems design interview focuses on assessing the thought process and the ability to reason from first principles.

How to Conduct an Effective System Design Interview

One common mistake recruiters make is that they approach a system design interview with the expectations and preparation of a typical coding interview.
Here is a four step framework technical recruiters can follow to ensure a seamless and productive interview experience:

Step 1: Understand the subject at hand

  • Develop an understanding of basics of system design and architecture
  • Familiarize yourself with commonly asked systems design interview questions
  • Read about system design case studies for popular applications
  • Structure the questions and problems by increasing magnitude of difficulty

Step 2: Prepare for the interview

  • Plan the extent of the topics and scope of discussion in advance
  • Clearly define the evaluation criteria and communicate expectations
  • Quantify constraints, inputs, boundaries and assumptions
  • Establish the broader context and a detailed scope of the exercise

Step 3: Stay actively involved

  • Ask follow-up questions to challenge a solution
  • Probe candidates to gauge real-time logical reasoning skills
  • Make it a conversation and take notes of important pointers and outcomes
  • Guide candidates with hints and suggestions to steer them in the right direction

Step 4: Be a collaborator

  • Encourage candidates to explore and consider alternative solutions
  • Work with the candidate to drill the problem into smaller tasks
  • Provide context and supporting details to help candidates stay on track
  • Ask follow-up questions to learn about the candidate’s experience

Technical recruiters and hiring managers should aim for providing an environment of positive reinforcement, actionable feedback and encouragement to candidates.

Evaluation Rubric for Candidates

Facilitate Successful System Design Interview Experiences with FaceCode

FaceCode, HackerEarth’s intuitive and secure platform, empowers recruiters to conduct system design interviews in a live coding environment with HD video chat.

FaceCode comes with an interactive diagram board which makes it easier for interviewers to assess the design thinking skills and conduct communication assessments using a built-in library of diagram based questions.

With FaceCode, you can combine your feedback points with AI-powered insights to generate accurate, data-driven assessment reports in a breeze. Plus, you can access interview recordings and transcripts anytime to recall and trace back the interview experience.

Learn how FaceCode can help you conduct system design interviews and boost your hiring efficiency.

How Candidates Use Technology to Cheat in Online Technical Assessments

Impact of Online Assessments in Technical Hiring In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers. The ease and...

Impact of Online Assessments in Technical Hiring


In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers.

The ease and efficiency of virtual interviews, take home programming tests and remote coding challenges is transformative. Around 82% of companies use pre-employment assessments as reliable indicators of a candidate's skills and potential.

Online skill assessment tests have been proven to streamline technical hiring and enable recruiters to significantly reduce the time and cost to identify and hire top talent.

In the realm of online assessments, remote assessments have transformed the hiring landscape, boosting the speed and efficiency of screening and evaluating talent. On the flip side, candidates have learned how to use creative methods and AI tools to cheat in tests.

As it turns out, technology that makes hiring easier for recruiters and managers - is also their Achilles' heel.

Cheating in Online Assessments is a High Stakes Problem



With the proliferation of AI in recruitment, the conversation around cheating has come to the forefront, putting recruiters and hiring managers in a bit of a flux.



According to research, nearly 30 to 50 percent of candidates cheat in online assessments for entry level jobs. Even 10% of senior candidates have been reportedly caught cheating.

The problem becomes twofold - if finding the right talent can be a competitive advantage, the consequences of hiring the wrong one can be equally damaging and counter-productive.

As per Forbes, a wrong hire can cost a company around 30% of an employee's salary - not to mention, loss of precious productive hours and morale disruption.

The question that arises is - "Can organizations continue to leverage AI-driven tools for online assessments without compromising on the integrity of their hiring process? "

This article will discuss the common methods candidates use to outsmart online assessments. We will also dive deep into actionable steps that you can take to prevent cheating while delivering a positive candidate experience.

Common Cheating Tactics and How You Can Combat Them


  1. Using ChatGPT and other AI tools to write code

    Copy-pasting code using AI-based platforms and online code generators is one of common cheat codes in candidates' books. For tackling technical assessments, candidates conveniently use readily available tools like ChatGPT and GitHub. Using these tools, candidates can easily generate solutions to solve common programming challenges such as:
    • Debugging code
    • Optimizing existing code
    • Writing problem-specific code from scratch
    Ways to prevent it
    • Enable full-screen mode
    • Disable copy-and-paste functionality
    • Restrict tab switching outside of code editors
    • Use AI to detect code that has been copied and pasted
  2. Enlist external help to complete the assessment


    Candidates often seek out someone else to take the assessment on their behalf. In many cases, they also use screen sharing and remote collaboration tools for real-time assistance.

    In extreme cases, some candidates might have an off-camera individual present in the same environment for help.

    Ways to prevent it
    • Verify a candidate using video authentication
    • Restrict test access from specific IP addresses
    • Use online proctoring by taking snapshots of the candidate periodically
    • Use a 360 degree environment scan to ensure no unauthorized individual is present
  3. Using multiple devices at the same time


    Candidates attempting to cheat often rely on secondary devices such as a computer, tablet, notebook or a mobile phone hidden from the line of sight of their webcam.

    By using multiple devices, candidates can look up information, search for solutions or simply augment their answers.

    Ways to prevent it
    • Track mouse exit count to detect irregularities
    • Detect when a new device or peripheral is connected
    • Use network monitoring and scanning to detect any smart devices in proximity
    • Conduct a virtual whiteboard interview to monitor movements and gestures
  4. Using remote desktop software and virtual machines


    Tech-savvy candidates go to great lengths to cheat. Using virtual machines, candidates can search for answers using a secondary OS while their primary OS is being monitored.

    Remote desktop software is another cheating technique which lets candidates give access to a third-person, allowing them to control their device.

    With remote desktops, candidates can screen share the test window and use external help.

    Ways to prevent it
    • Restrict access to virtual machines
    • AI-based proctoring for identifying malicious keystrokes
    • Use smart browsers to block candidates from using VMs

Future-proof Your Online Assessments With HackerEarth

HackerEarth's AI-powered online proctoring solution is a tested and proven way to outsmart cheating and take preventive measures at the right stage. With HackerEarth's Smart Browser, recruiters can mitigate the threat of cheating and ensure their online assessments are accurate and trustworthy.
  • Secure, sealed-off testing environment
  • AI-enabled live test monitoring
  • Enterprise-grade, industry leading compliance
  • Built-in features to track, detect and flag cheating attempts
Boost your hiring efficiency and conduct reliable online assessments confidently with HackerEarth's revolutionary Smart Browser.
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