Gamification In The Canadian Workforce: A Case Study

Question 1

As of 2015, millennials are now the biggest generation in the Canadian workforce (Scott,2015). Therefore, it is important for the Ministry of Citizens' Services, as an employer, to recruit top young millennial talents. Although the Ministry has shown some effort in promoting their employer image as flexible with the flexible working environment, it is simply not enough to attract the new generations especially in a highly competitive market for young talents. There are 3 suggestions that I have analyzed which will help the Ministry with its recruitment of millennial talent.

Referral Program

With the rise of digital and social media, it has become easier for one another to connect. It was given by Karandeep Manak in the youtube

Millennials are born in a world where high technologies are all around them. A study done by the PWC on millennial stated that 78% of millennials believe that access to the technology they like makes them work more effectively (Petrovich, 2016).By introducing gamification, it can be a way to introduce visibility and transparency in the BC ministry as its often unheard of. An example would be to offer different scenarios and the potential candidates would have to choose the best options which it would best match the scenario. This can be an interesting way to test out how employees would react to different situations. Gamification is known to be useful in improving engagement levels and it can be an initiative designed to attract top talented millennials (Mindcor, 2017). Gamification can be used to benefit both the employers and the potential candidates. In terms of the candidate, gamification can act as a tool where employees can access information on how a routine day job would be like without having to be physically present at the office. For the employers, there are several advantages. Through gamification, the ministry can be seen as a more engaging and innovative workplace. This will have a positive employer image where millennial are more attracted to the engaging and creative working environment. In addition, gamification can be used to assess a candidates potential to perform in a simulated

Public Service uses to recruit new talents. The design of the website is very user-friendly so it was easy to find new job openings using the system. The filters for location, ministry branch and region further helps the job seekers to easily navigate through current available job openings. It is clear that the ministry of citizens services conducted a thorough job analysis before posting each job. The outcome of a thorough job analysis included both a detailed job description and a detailed job specification. Under job description, the job posting clearly states a list of tasks, duties, and responsibilities that a particular job entails (Daniels, 2018). In addition to the job description, the job opening also included benefits of working in Victoria, BC. By presenting positives of the location of the workplace, job seekers are greater incentivized because of the engaging environment outside their workplace. This will allow opportunities for a better work and life balance. Under job specification, a detailed education and experience requirements are outlined. Having both a good job description and specification, job seekers can have a clear vision of what to expect from the company. From the companies perspective, they can present themselves strongly as an employer offering a clear path of growths and opportunities to the prospective