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Moving Beyond Identification: Using Gamification To Attract and Retain Talent

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  • Lowman, Graham H.

Abstract

As noted in the focal article (Chamorro-Premuzic, Winsborough, Sherman, & Hogan, 2016), recent advances in technology have provided new tools for talent identification; however, identification alone is not enough to win the war for talent (Chambers, Foulon, Handfield-Jones, Hankin, & Michael, 1998). Big data, social media, and mobile apps provide access to previously untapped information about individuals; unfortunately, that information has limited value if it cannot be used to attract and retain the top talent it identifies. Therefore, new tools for talent identification must also be vetted for how well they provide human resource (HR) practitioners a means for attracting top talent and retaining that talent. Although far from a silver bullet, gamification opens the door for collecting information on an individual's talent potential while also fostering organizational attraction and employee retention.

Suggested Citation

  • Lowman, Graham H., 2016. "Moving Beyond Identification: Using Gamification To Attract and Retain Talent," Industrial and Organizational Psychology, Cambridge University Press, vol. 9(3), pages 677-682, September.
    • Handle: RePEc:cup:inorps:v:9:y:2016:i:03:p:677-682_00
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    Cited by:

    1. Vishnu Parmar & Zahid Ali Channar & Rizwan Raheem Ahmed & Dalia Streimikiene & Munwar Hussain Pahi & Justas Streimikis, 2022. "Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities," Oeconomia Copernicana, Institute of Economic Research, vol. 13(1), pages 251-286, March.

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