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Defining Recrutainment: A Model and a Survey on the Gamification of Recruiting and Human Resources
(2017)
Recrutainment, is a hybrid word combining recruiting and entertainment. It describes the combination of activities in human resources and gamification. Concepts and methods from game design are now used to assess and select future employees. Beyond this area, recrutainment is also applied for internal processes like professional development or even marketing campaigns. This paper’s contribution has four components: (1) we provide a conceptual background, leading to a more precise definition of recrutainment; (2) we develop a new model for analyzing solutions in recrutainment; (3) we present a corpus of 42 applications and use the new model to assess their strengths and potentials; (4) we provide a bird’s eye view on the state of the art in recrutainment and show the current weighting of gamification and recruiting aspects.
Bank and trust – two words but one meaning in customers’ minds. When interacting with financial service providers, customers are consistently looking for “trust signals” that comfort their decisions and “distrust signals” which create doubt. Therefore, service providers need a deep understanding of the customers’ requirements and wishes. To identify trust and distrust signals, we combine established user experience research methods with a new testing procedure to gain helpful recommendations for optimizing the online appearance of banks. The contribution is divided into three parts: Firstly, we investigate current approaches in the financial service industry. Secondly, we provide a corpus describing the relationship between the customers’ perception of a bank’s website and trust. Thirdly, an empirical study based on qualitative user experience testing with banking website customers shows the value gained by optimizing the banks’ virtual interface by enhancing “trust signals” and avoiding “distrust signals”.
Top-level staff prefers to live in urban areas with perfect social infrastructure. This is a common problem for excellent companies (“hidden champions”) in rural areas: even if they can provide the services qualified applicants appreciate for daily living, they fail to attract them because important facts are not presented sufficiently in social media or on the corporate website. This is especially true for applicants with families. The contribution of this paper is four-fold: we provide an overview of the current state of online recruiting activities of hidden champions (1). Based on this corpus, we describe the applicant service gap for company information in rural communes (2). A study on user experience (UX) identifies the applicants’ wishes and needs, focusing on a family-oriented information system on living conditions in rural areas (3). Finally, we present the results of an online survey on the value of such information systems with more than 200 participants (4).