Game-thinking, more specific gamification, serious games and play, has beginning to get more attention and to be appear in a variety of non-game contexts, including organizational settings. In a recent survey of HR practitioners, 75% of the participants indicated that they would consider using gamification as part of their future screening and selection strategy (Povah, Riley, & Routledge, 2017). In this respect, current paper aim to investigate and to present the advantages and disadvantages of using gamification in two of the most important areas of organizational life, namely personnel recruitment and selection. Defined as the organizational activities that influence the number and types of applicants who apply for a position and affect whether a job offer is accepted (Breaugh, 1992), recruitment can benefit from gamification through the process of finding the best fit between potential applicants and the recruiting organization and to enhance the recruitment process itself (Gangadharbatla & Davis, 2016). In the selection area, usually, organizations provide to applicants a series of psychological assessments in order to later predict job performance and to support shortlisting and eventually, hiring decisions. In this area, game-based assessment represents a well-established methodology used to increase the fairness perception of the selection process, reduce anxiety, and to better assess knowledge, skills, abilities and other characteristics of job candidates. The future of game-thinking, especially of GBA is further discussed, with a clear accent on both its limitations and true potential.

Game-based ratings have received a lot of media attention and managed to capture the interests of many organizations (eg Unilever, AXA Group, Deloitte etc.). In a recent study of human resources practitioners, 75% of participants indicated that they would consider using gamification as part of their own recruitment and selection strategy in the near future. Following the methodological approach already used in educational environment, two approaches to building and using GBA in the organizational environment can be distinguished: gamified assessment-by gamifying (already existing) psychometric test; psychometric play-use of a game to gather evaluation data. It is well accepted that, the basis of the success of any company is due to the human capital, which is the combination of people's capabilities and skills. Therefore, the fundamental job of any recruiter is sourcing talent and engaging employees in the organization. For this, they have to ensure that the candidate's skills match well with the organization's requirement and culture. Previous studies highlighted that those applying for a job are eager to use game-based assessment for self-evaluation, especially when these games are available for free. Game-based assessments can also help maintain a high commitment during the evaluation, which reduces the likelihood of some candidates dropping out in the process and also increases the amount of time that data can be collected. Current paper aim at presenting the preliminary efforts made to gamify two psychometric tests, namely spatial and verbal reasoning.