FROM GAMES TO JOBS: HOW GAMIFICATION IN RECRUITMENT SHAPES JOB SEEKER’S WILLINGNESS TO APPLY THROUGH PERCIEVED FAIRNESS
Abstract
This study is investing the impact of gamified recruitment assessment and its relationship with the applicant’s willingness to apply in the organization that uses gamified recruitment assessment as their mode of recruitment through perceived fairness that acts as a mediator between gamified recruitment assessment and applicant’s willingness to apply in Pakistan. This work fits into the positivist research paradigm and deductive approach, the theories that are rooted in this study are the organization justice theory, the theory of applicants’ reaction and Signaling Theory. For this study the data was collected through structured surveys from 315 individuals who are actively seeking jobs in the market and to analyze the data PLS was used for SEM model and bootstrapping. The results indicates that gamified recruitment assessment has a positive impact on applicant’s willingness to apply and perceived fairness plays a major role in it as a mediator. The study suggests that opting for gamified recruitment assessment in the organizations can attract the talent to apply but it greatly depends on the perceived fairness of the recruitment assessment and applicants see gamified recruitment assessment in a positive light in terms of perceived fairness in Pakistan
Keywords: Gamified recruitment assessment, applicants’ willingness to apply, perceived fairness, gamification, recruitment in Pakistan, Human resource management.
