Don't be afraid of job interviews: using gaming for training

Trainees are desperately sought after in IT. HZB tried out a new selection process this year. Young people play games together and are observed. The aim is to offer jobs to the most suitable applicants—rather than those who present themselves best in interviews. We talk to Juliane Schad and Heiko Kreth from HZB's IT department about the advantages of gamification and why the new format should set a precedent.

How did you come up with the idea of selecting trainees for the IT specialist program in a way other than through job interviews?

Juliane: We had already moved away from traditional one-on-one interviews in 2019. At that time, two trainees dropped out shortly before the start of their training, and we had to find replacements quickly. Organizing job interviews takes a lot of time—and we didn't have any. So we invited everyone in on one day, prepared group work, conducted interviews, and made our selection. Two years ago, we already had the idea of replacing the “offline” group task with a computer game. But we didn't immediately find a suitable provider to support us. This year, it worked out. On February 18, we invited 200 young people to come and play games with us.   

How exactly did the selection process work?

Heiko: First, we advertised two trainee positions as “IT specialists” on our website. We invited everyone who was interested to an applicant day. So we didn't make any preliminary selections. Of the 200 people who initially expressed interest, 41 came to see us. First, they had to complete a test on their own smartphones with tasks involving mathematics and logical thinking. Sixteen participants made it to the next round, and then it was time to play. They competed in a soccer game with cars, where the teams had to maneuver balls into the opposing goal. We observed how they behaved during the game. We then interviewed five people and decided on two.

What you do is called recruitainment. What exactly does that mean?

Heiko: The word is a combination of “recruiting” and “entertainment.” It refers to a concept from the HR sector that helps to attract young people in a way that is tailored to the target group. Even large companies such as BVG and Deutsche Rentenversicherung are considering such formats. Gamification is one way of making the selection process lively and playful for both sides.

What has been your experience with this?

Heiko: Only good experiences! We learn much more about our applicants than we would in traditional job interviews. When young people sit across from seven employees and have to answer questions, it can often be intimidating. This means you don't find the most suitable person, but rather the one who can present themselves best. With gamification, we have the opportunity to observe young people doing a typical activity. They do something they enjoy and forget that they are in a job interview situation.

Juliane: We also attract people who would not otherwise have applied to us. Gaming makes them curious and they find it exciting. Another advantage is that if we selected candidates based on their resumes, we would only invite a handful of them for interviews. With our format, everyone gets a chance to prove themselves. That's much fairer.

Does gaming appeal to women in the same way?

Juliane: I think so. From my own circle of friends, I can confirm that all genders are represented in the gaming scene. The vocational training program “IT specialist” tends to appeal more to men anyway, but the gaming format also attracts women who would not otherwise have applied. Nevertheless, more men than women participated in our program. Maybe next year we'll come up with something to appeal to young women even more.

How did the applicants feel about the day?

Heiko: Many applicants were surprised by the atmosphere; the whole setting was designed to make them feel comfortable and valued. A film crew accompanied the day, there was catering, music, and a light show so that everyone could take something positive away from the day. Those who took part in the gaming session received a certificate afterward listing their strengths. They can use this when applying for other jobs.

Have there been any disadvantages compared to the traditional selection process?

Juliane: I don't see any disadvantages. Compared to traditional interviews, everyone involved felt much better: us, the selectors, but also the applicants. We are very happy with the decisions we have made in recent years. 

You didn't just invite applicants that day, but also recruiting experts. Why?

Heiko: We are networked with many Helmholtz centers and Berlin authorities. Others became aware of our campaign on social media and approached us. So we invited them to come by and experience the format live. Twenty guests from HR and IT, as well as the Berlin Chamber of Commerce and Industry, accepted the invitation. Here, too, we received enthusiastic feedback that we were trying something different.

Is gamification a format that should also be rolled out in other areas?

Heiko: We can well imagine that. Especially in times of skilled labor shortages, it is very important to know how to attract the best people to HZB or how to make them aware of us in the first place. It's always good to break new ground in this area. Of course, the format has to be adapted to the target group: what works for young people is not always suitable for selecting skilled workers. But it's worth thinking about, especially for the other training courses offered by HZB. That's why we look forward to talking to anyone who wants to know more about it. Let's keep thinking together!

Curious?

See for yourself how it all went and how it was received. Here you can get an insight into the application day in February 2025.