Three Gamified Career Awareness and Recruitment Solutions From Around the World

In our own pursuit of creating mobile gamified recruitment and career awareness platforms to build domestic talent pipelines in advanced manufacturing, life sciences, healthcare, and Cybersecurity/IT, we’d be remiss if we didn’t acknowledge or celebrate the pioneers before us, even if they are located across the pond. Despite differences in industries and languages, the challenges resonate globally:

  • A limited skills-based talent pool due to low awareness
  • High attrition rates due to misaligned expectations

Gamified Recruitment Examples

1. Facteur Academy: France


La Poste, the French postal system, faced a significant turnover issue with 25% of new hires quitting shortly after their initial employment. JeuFactor Academy was launched to address this challenge by allowing prospective employees to engage in a weeklong simulation. This simulation provided a realistic experience of working for the postal service, incorporating elements such as early wake-ups, learning about the postal service, and mail sorting. The simulation encouraged responsible behavior through choice-making elements, including practicing good hygiene and polite communication.


New hire attrition decreased from 25% to 8%.

2. Multipoly by PWC Hungary


Pricewaterhouse Coopers in Hungary aimed to enhance their recruiting process and increase new employee retention. Their HR department attributed much of their challenges to a ho-hum career page where candidates averaged less than ten minutes of time. In an effort to boost this, they developed an online game called Multipoly, hosted directly on their career site, in hopes to engage candidates more effectively. The game presented business problems similar to those encountered in the job, allowing candidates to team up and try out different roles, and ultimately advance to simulated job interviews.


  • Candidates increased their time on the career page from less than 10 minutes to as much as 90 minutes
  • The talent pool grew by 190%, 
  • Interest in working at PwC increased by 78%
  • Employees who played the game transitioned more smoothly to the firm compared to non-players

3. Techniqueen: Austria


Austria faced a gender imbalance in its technology workforce, with only 15% being female. OMV, the country’s largest energy and chemicals group, initiated the Technikqueens competition in an effort to bolster this statistic. The competition involved online challenges where female players, aged 14-16, solved technical quests, with standout players earning rewards such as iPads, mentorship, free tech workshops, TV interviews, and scholarships for pursuing a technical career.


Media-friendly initiatives like OMV’s, doubled the percentage of women in tech in Austria, with the help of high profile Technikqueens collaborations from companies like Borealis, Siemens, ÖBB, Microsoft, and RHIt.

Global Outlook for Gamified Career Awareness and Recruitment

Gamified recruitment through mobile video games aligns with key hiring priorities across a multitude of industries, and countries. Here’s why it’s so powerful in growing – and retaining – talent pipelines, no matter where you live:

  • 96% of the upcoming workforce (Gen Z) engage in gaming
  • Mobile video games can accommodate geo-targeting for recruitment locations
  • Video games offer industry-relevant skills development and offer badging and credentialing based on player proficiencies
  • DEI-intentional avatars in video games create inclusive experiences as well as unbiased recruiting
  • Video games enhance soft skills such as problem-solving and communication
  • Players can explore careers, privately, for a more vetted candidate selection


It’s safe to say that gamification of career awareness and recruitment aren’t going anywhere – in fact, it’s going everywhere, as it represents the future of global workforce development. Even the U.S. Department of Defense uses gamification in recruitment to safely train soldiers, and reports:

  • 11% increase in knowledge recall
  • 14% increase in procedural knowledge
  • 9% greater retention of knowledge

Companies who embrace this innovative approach will be upping their game in not only attracting and retaining Gen Z talent, but also in fostering a diverse workforce that is informed, engaged, capable, and, of course, fun.

Can you envision recruiting talent through gameplay?

5 Steps in Supporting Underserved Talent in Career Pathways

serita acker

By Serita Acker, internationally recognized creator of academic programs to increase underrepresented students in the STEM fields and skillsgapp advisor //

As the Executive Director of Clemson University’s PEER WISE , a program designed to educate, recruit, and retain underrepresented populations in STEM fields, I understand the keys to success and the pressing needs of underserved students.

With an empathetic understanding of the intricate “how to” in crafting pathways for these students to invest in their promising futures, I offer these five pivotal steps. Not only do they cultivate academic excellence but also instill empowerment, inviting students to dream of futures brimming with boundless possibilities. Please join me on this transformative journey as we explore the blueprint for a brighter, more inclusive educational landscape.

1. Building Rapport: A Foundation for Success

To bridge the skills gap, it’s essential to build strong relationships within the community you’re trying to reach, because if you’re invested in them, they will be invested in you. This means embedding yourself, understanding its unique challenges, and appreciating its strengths. 

At PEER WISE we actively work towards becoming an integral part of our community, fostering trust and collaboration. This begins with emails to schools, faith-based organizations, and nonprofits. Our engagement plans always include: emails, phone calls, letters, and calls to action within our own community circles. Clear, articulate communication is key. We build databases of our surrounding community, with contact information and notes. We communicate with these community partners our communication timelines, strategies, and even ask for their suggestions to get our outreach programs out. Their support will be the driving force of your success.

2. Investing in Growth and Success

Once a connection is established, the next step is investing in the growth and success of underserved students. In my impassioned quest for educational empowerment, I champion mentorship programs that weave a powerful connection between college students and their middle school counterparts. Imagine the magic when younger minds catch a glimpse of themselves in their mentors—heroes who illuminate the winding path toward higher education, offering not just guidance but also the invaluable gift of profound insight. This is more than a mentorship; it’s a beacon of inspiration, paving the way for dreams to take flight.

3. Providing a Roadmap: “How To” for Success

Empowerment comes from knowledge, which is why I’m all about igniting the spark of enthusiasm in younger students by providing them with a vibrant roadmap for navigating their educational adventures. “Having a community of other students in STEM,” says PEER WISE mentor, Liz Parler, “means you can collaborate through a similar walk.” Empowering communities with resources that reinforce career development while having fun is key. Imagine the excitement when students become heroes in their own story, sharing their personal tales of challenges conquered and triumphs celebrated. It’s not just guidance; it’s a joyous journey of shared experiences, turning college dreams into exhilarating realities for these aspiring minds. Let’s paint a vivid picture of inspiration and set the stage for dreams to soar!

“Having a community of other students in STEM means you can collaborate through a similar walk.”

PEER WISE mentor, Liz Parler

4. Building Resources and Communicating with Parents and Caregivers

Recognizing the vital role parents and caregivers play in their children’s educational journey, PEER WISE approaches this collaboration with care and understanding. We engage with parents, highlighting the significance of a strong math curriculum and offering valuable insights into funding resources for college. This collaborative endeavor isn’t just about academics; it’s a shared commitment to building a robust support system around our students, where success becomes a collective goal we all strive to achieve together. This is a relationship we honor and protect most dearly.

5. Hiring Cultural Sensitivity Consultants

With a heartfelt understanding, I place high value on the significance of embracing and respecting the cultural sensitivities and needs within the communities we serve. It’s a call to schools and businesses to welcome consultants adept in navigating cultural nuances. This thoughtful step ensures your programs are crafted with precision, meeting the distinct requirements of each community. In doing so, you not only foster inclusivity but also cultivate a vibrant sense of belonging, making every member of our community feel seen, heard, and celebrated.

Conclusion: A Future of Possibilities Communities need the resources that keep them abreast and engaged for increased knowledge about all pave ways and opportunities. By building rapport, investing in growth, providing roadmaps, involving parents, and embracing cultural sensitivity, we can collectively bridge the gap and empower underserved and underrepresented students to reach their full potential. As we move forward, let us strive to build a world where education is truly an equalizer, opening doors of opportunity for all.

  • Discover ways to engage with your workforce pipeline earlier
  • Scale career awareness and pathway access, especially for the underserved
  • Gain a competitive advantage for recruitment supported by meaningful data