For companies in Latin America, as in many other growth economies, landing skilled talent is a challenge. Organizations are finding that traditional methods of recruiting and hiring no longer suffice, particularly for reaching the next generation of leaders: Millennials. Wouldn’t it be easier if there were an automated method of locating the perfect match — without having to get the buy-in of five different colleagues who all have a different “read” of the candidate?
In traditional hiring, we focus on resumes and interviews — and are inherently drawn to people like us. Despite our best intentions to be objective and focus on the candidates’ qualifications, we can’t help but favor the person we relate to — not necessarily the one who is best for the job.
Top Recruitment Challenges Facing Companies Today
- Employer Branding and Recruiting: Employers are struggling to convey an appealing employee value proposition that sets them apart from their competitors.
- Assessing Quality of Candidates: Recruiters and talent managers don’t have a quick and effective method for sorting through resumes, for either technical or non-technical hires.
- Internal Mobility: Internal roles aren’t visible to current employees — meaning employees looking for a change are likely to leave even when there could be open roles that appeal to them.
- Expanding the Talent Pool: Companies recognize the need to fill their talent pipelines with qualified, diverse candidates.
News Flash: The Talent You’re Seeking May Have a Shorter Attention Span Than a Goldfish
We all suffer from shortening attention spans in the Internet Age. The issue is even more pronounced among “Generation Z,” the demographic cohort that follows Millennials and will join the workforce in the near future. Goldfish have the ability to focus for nine seconds. The average human attention span has dropped to eight seconds according to a 2015 Consumer Insights study from Microsoft. 
Generation Z grew up on games, from PlayStation to Pokémon Go. It’s a medium that younger generations are comfortable with. But did you know that games can provide employers with the data they need to make the right hiring decisions?
The way people talk about themselves is different from the way they actually behave. Games allow us to collect and measure behavioral data without long questionnaires. And they’re fun to play!
 Consumer Insights, Microsoft Canada. Attention spans, Spring 2015.