Examining Game-based Approaches in Human Resources Recruitment and Selection: A Literature Review and Research Agenda

Abstract

Human resources departments have embraced the use of technology to incorporate game-based approaches (GBA) to encourage potential applicants to apply for open positions and to select employees among qualified candidates. We examine the academic literature on the use of serious games, game-inspired design, game-like simulations, gamification, and other GBA used to support recruitment and selection activities. Based on our review of 35 articles, we describe the state of research related to GBA for recruitment and selection, including theoretical foundations, targeted outcomes, and game design elements examined or discussed within this literature. Based on our systematic review of the literature, we identify opportunities for future research related to GBA in recruitment and selection of employees.

Detection of arousal and valence from facial expressions and physiological responses evoked by different types of stressors

“…One development in Human Resources entails a shift toward the use of game-based performance assessments by recruiters (Bina et al, 2021). Furthermore, candidates' behavior (notably, facial expression) and physiological activity during job interviews may be used as an objective, reliable measure for candidate selection (Kappen and Naber, 2021;Kuipers et al, 2023).…”

Can We Detect Non-playable Characters’ Personalities Using Machine And Deep Learning Approaches?

“…Serious games, gamification, simulation, and learning games are a non-exhaustive list of GBA already well-established for training purposes (De Freitas, 2018). However, GBA selection processes have just risen (Bina, Mullins and Petter, 2021). They tend to encourage the right people to candidates and enable the people's hard and soft skills assessment to fit the right person with the right corporate team.…”

“…Consequently, companies and HR departments are researching and developing reliable and valid gamified tools such as serious games or gamified procedures to enhance recruitment processes (Armstrong, Landers and Collmus, 2016). Bina, Mullins and Petter (2021) reveal in their literature review, which examines game-based approaches in HR recruitment and selection, that for a decade, the industry field and companies created games to attract candidates and enhance applicant reaction towards the company attractiveness (Georgiou, Gouras and Nikolaou, 2019). In addition, technology-driven solutions enhance the effectiveness of gamified tools for assessment, and personnel selection (Woods et al, 2020).…”

“…Moreover, with the advancement and the simplification of video game engines such as RPG Maker, Unity 3D, or Unreal Engine, creating and providing digital games and gamified tools for human resources purposes is more accessible for companies, nowadays. However, Bina et al (2021) highlighted that the academic literature is still limited regarding the development of easy-to-use tools for HR people.…”

“…Similarly, Hernandez et al (2021) propose a framework to help game designers and stakeholders to develop and deploy a gamified SJT based on the visual and interactive narrative novel game genre incorporating game elements such as audiovisual assets, graphics assets, and interacting non-playable characters. In the context of behavioral recognition and to pursue Bina et al's (2021) research agenda about studying game elements that assess social interaction as desirable candidate abilities, we propose to study the non-playable character (NPC) game element in this article. To clarify the context, the company we work with for this research (Origamix) followed the Hernandez et al (2021) approach to create visual novel games that contain numerous real-life situations and non-playable characters for behavioral and team cohesion assessment purposes.…”