Personally, I think it's inevitable. Removing the "Game" aspect, look at the way companies are setting up in virtual utopias like Second Life etc. This is a natural progressive route as more and more of the world becomes connected to the Internet.

Now, if you look at the "game" element, it's another natural progressive step for some companies / organisations. In the UK, recently GCHQ has advertised within the Gamer environment. The theory behind this according to the press release is that people who are used to "stratagising" within these environments are likely to be better potential candidates than those who do not play group games and have no experience in this environment.

Of course, it's not fool proof, however in some ways it's advancing the method of recruiting and evolving it from the required "CV/RESUME" process (Although this is technically happening, but not in such an immersive way, with psychometric testing).

posted October 30, 2007

I think it's a great idea, however it needs to be further expanded/modified in order to be fool-proof ( by fool-proof I mean getting the "right stuff", "cream of the crop" to cover your company personnel needs).

Imagine a situation: you are in need of a SWAT team member. Simply selecting a good Quake shooter won't help. The right candidate would have to pocess a lot of non-virtual skills: running, jumping, etc..

Now, one could choose the following approach: place some (1) ads at certain spots of a game. These ads could be flyers to some (2) sports events in the area, like 5K run. See if your candidate can do some RUNNING :)

Take (1) and (2), put it into the smart CRM system that your company has :), pull (3) grades from potential candidate's school. Pull (4) employer references. Combine (1) through (4) and you might get a higher chance of getting the "right stuff"

Cheers

Yar

posted October 30, 2007

Love it. It will be incredibly appealing to younger job applicants and will allow L'Oreal to reach the best in the world in a particular demographic, regardless of their location. I wouldn't use this approach for all job types, of course, but for many today including those in the technology, marketing, advertising, innovation fields, it's fantastic. I am doing something similar with VRWorkplace, using virtual reality technology to bring geographically distributed workforces together for work and play. Some will say this is a game. Others will recognize that for those who have always lived with technology and "games" this is a way to collaborate, create bonds, and socialize with people who you will never get to "meet" in person.

Links:

• http://www.vrworkplace.com

posted October 30, 2007

The younger generation will embrace this 'virtual world interview'! In ten years time sites such as second life will be the cheapest and most efficient way of applying for most jobs. A few companies are well ahead of their time and only this morning I noticed a second life recruitment drive with 3 leading UK companies

Check it out at http://www.i-jobsforreal.co.uk/

Its a great idea but not everyone will accept it, there are quite a few old school recruitment managers who might be considered technophobes and will always prefer the good old phone or face to face.

posted October 30, 2007

Personally I think this kind of initiatives are a good idea.
In this way it's possible to introduce students to a first easy business approach.
At the same time it could be a valid first recruiting step: these massive simulative games are played by thousands and thousands of students: the winners 'll be interesting profiles at the end.
However, as everybody already knows, it could be just a first step in order to find interesting resources to estimate at the second step.
Now there's a similar IBM initiative: check it out at http://www-304.ibm.com/jct09002c/university/students/contests/systemi/eur/eurinnovationchallenge.html

posted October 30, 2007

I don't think it's a good idea unless you are interviewing for a customer-facing position that is primarily in a virtual world. But if that's what you're looking for, it's the best way.

posted October 30, 2007

I think it is a great idea if you are not looking for people who would rarely play this type of game. If you are searching for tax accountants, electrical engineers, research scientist or C-Level executives I doubt you will find too many on an online game. The games tend to be time sucks and these busy people spend every moment not at work living real lives or sleeping. I'm sure there are exceptions to every rule. If you are looking for game testers, graphic artists, or your run of the mill office workers who work part time or 8-5 and have time for a "Second Life" then yes! It is a wonderful idea.

Now approaching the recruitment in-game from a different angle such as attracting the attention of people who might know the person you are looking might be even more interesting. In this case, that after work gamer to house wife might know the CEO or CTO you are looking for. If you approach the campaign in search of referrals you may have a lot more luck. Add referral awards to those positions and that gamer might be very motivate to help you. Who says you can't make money playing an online game!

posted October 30, 2007

Well, it worked for "Battle School" in Orson Scott Card's novel "Ender's Game." On a simpler level, every "what would you do" question in an interview is inviting the candidate to run a simulation inside his or her own mind and report on the results. It's hard to have an opinion about E-Strat without getting to see the actual simulation.

posted October 31, 2007