The paper "Job Applicant Reaction to using Gamification in Recruitment " is a perfect example of a management research paper. According to data by Society for Human Resource Management (SHRM), two-thirds of the employers hiring full-time staff did report substantive challenges with recruiting for specific job openings (Erickson, Bruyè re, & VanLooy, 2013). What is more worrying about the issue is the scale and implications of the operations and transactions of the organizations. Management practitioners tend to believe that finding, retaining, and developing quality talent is the most challenging encounter for the employers in the modern society in the midst of revenue growth, cost containment, and management of potential risks. From this perspective, talent acquisition, as well as retention is one of the business challenges, thus, the platform for the organizations to turn to technology-based recruitment approaches in pursuit of effectiveness and efficiency.
The technology-based recruitment is vital in addressing the challenging regarding acquisition and retention of the business entities and corporations in the highly competitive industries. According to recent researchers, Gamification market is likely to grow to about $2.8 billion in 2016, thus, an enormous increase from $242 million in 2012 (McCormick, 2013). There are two critical factors driving the need for Gamification of work: the digital era and the growing size of the millennial population.
According to Brigham (2015), digital games are becoming more pervasive in the daily lives of most business entities and practitioners. Furthermore, Millennials are increasingly mobile, as well as a family with a broad array of digital technologies, thus, the platform to incorporate such practices into their work. The influence and importance of Gamification in recruitment will form the basis of this discussion in which the focus will be on the assessment of the reactions of the job applicants on the utilization of the Gamification technique.
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