To what extent is gamification beneficial for job training? It is a question that many companies are asking today, and is that, the use of gamification strategies for corporate training, particularly for “serious” learning which allows to achieve specific results, is more than a rumor Currently.

Throughout its evolution over the past five years, gamification has become an important part of any organizational learning strategy and is clearly redefining corporate training.

Global gaming-based learning revenue reached $2.6 billion in 2016. And it is projected to increase to $7.3 billion by 2021.

Gamification as a corporate formation

More than 70% of the Global 2000 List companies already use gamification techniques in their companies, according to insurer Gartner, but despite the impact of these strategies on job training, there are still doubts about their effectiveness.

Gamification or how to engage employees and make benefits

If you asked an employee what are the main actions that motivate you in the company, you are likely to answer that recognition and reward. It is logical, therefore, that which motivates employees must be part of the learning strategy, to have an audience committed and motivated for training.

According to a Gallup report, 70 percent of the workforce is uncommitted, lacking enthusiasm and commitment to the job. Companies with highly engaged employees, according to the report, are 22 percent more profitable, 21 percent more productive, and have a 10 percent higher customer satisfaction rating than organizations with low or very employees Disconnected. It is at this point that gamification fits, and it is that it is not only about learning but also stimulating collaboration among staff members, creating a behavior change and improving performance.

Gartner in its “Gamification 2020” report, predicts that gamification will have a significant impact in areas such as innovation, employee performance, the globalization of higher education, the emergence of platforms for customers to participate and personal development.

Success factors

For the gamification strategy to have the required impact, it needs to capture and retain workers’ attention, challenge them, entertain them, and above all teach them.

Gamification can be used as a key tool to drive engagement in the following ways:

  • Accelerated feedback cycles
  • Clear goals and rules of the game
  • A compelling narrative
  • Tasks that are challenging but achievable

An example of a success story after implementing a gamification-based strategy is that experienced by The American Express company, which, despite investing much of its budget in the formation of senior management, was not rewarded.

For this reason, they relied on the company Prisma, who created a game-tool where users passed missions to get coins and complete an album of cards.

In addition, users completed a weekly evaluation (in exchange for currencies). In these assessments, users filled out a survey about their professional environment to verify that the habits they were creating with missions impacted positively.

Does it cover all the needs for training?

From the first moment gamification came into play and companies were skeptical, to earning a reputation for being a high-impact learning strategy today, gamification has come a long way. At present, organizations have realized its potential, and the fact that it is a widely adopted tool is not a surprise at all.

There are many types of learning, so you can find in the market different gamification techniques that help in corporate training:

  • To address various training needs (including induction, incorporation, behavior change, interpersonal skills, and compliance).
  • Make traditional eLearning-based training interesting with partial gamification.
  • To encourage ILT training (through gamified evaluations).
  • As part of a set of learning paths (including multiple learning resources).
  • In conjunction with other innovative strategies such as social learning, microlearning and performance support.

Recruitment & gamification

Because of its flexibility, gamification has become a powerful tool and ally for companies. Along with that, its massive appeal and simplicity of use have made its application a global phenomenon and a popular accessory in the workplace. But not only when it comes to training employees but also when it comes to hiring them.

Gamification is the revolution that the recruitment process has been craving. Not only does it make recruitment fun and interactive for candidates, but it also improves the employer’s ability to access a wider talent pool, increases brand image, and significantly impacts the effectiveness of the process.

According to Prisma, a company dedicated to the creation of tools for gamification, companies that decide to implement gamification when making personnel selections, act a 54% faster covering the vacancies and get an 8.7 (out of 10) in Satisfaction

The Talent Game

An example of this practice is the use of the selection application developed by The Talent Games, which reinvents the concept of hiring giving it a new innovative, creative and unique approach.

On the one hand, employers gain the ability to delve into the data that candidates reflect on their resumes and say during interviews.

While on the other, candidates learn about the culture, environment, and job requirements of their future employers, allowing them to become familiar with what they can expect.


Currently companies should not conform to the usual formative strategies, there are in the market great tools that, using the game as a basis, form and strengthen the formation of the templates.

Gamification can offer memorable experiences to workers and managers, providing great benefits, from which the entire corporation will benefit.

On the other hand, we should not settle for implementing a gamification strategy when the workforce is already formed, but it can turn out to be a very good strategy when it comes to hiring.