Generation Z, born between 1997 and 2012, is the first truly digital generation, with experiences shaped by video games and interactive platforms. According to the research PGB 2024, 73.9% of the national population stated they engage in some form of digital gaming, regardless of frequency or platform used. And, according to an exclusive survey by Ng.Cash, a digital account focusing on youth, the gaming sector led in financial transactions of Gen Z, accounting for a total of 48.15% of spending. These data reveal how the world of gaming not only influences entertainment but also shapes the expectations of this generation regarding various aspects of life, including the job market.
A study by Deloitte shows that 80% of Generation Z professionals prefer recruitment processes that offer some form of digital interactivity. Keeping this in mind, many companies have invested in gamified selection processes, using gaming elements to create a recruitment experience that goes beyond the traditional. This paradigm shift is not just a passing trend but a response to the need to align recruitment with the habits and expectations of a generation that values innovation, immediacy, and relevance.
Gamified selection processes incorporate interactive challenges, scoring systems, and rewards that simulate real work situations. These methods not only engage candidates but also provide companies with a more precise tool to evaluate critical competencies. According to a PwC report, companies that implemented gamification in recruitment reported a 30% reduction in hiring time and a 25% increase in candidate retention.
Hosana Azevedo, Head of Human Resources at Infojobs and spokesperson for Pandapé, Infojobs’ HR software brand, explains: “Generation Z is accustomed to intuitive digital interfaces and seeks immediate feedback. Gamification in recruitment aligns with these expectations and can make the selection process more dynamic and relevant. Using this new format is taking advantage of this familiarity and creating a more engaging recruitment experience.”
This method allows for the practical and contextual assessment of competencies, unlike traditional interviewing methods. Games and challenges designed to simulate everyday professional tasks help identify skills like problem-solving, decision-making, and collaboration. “Through realistic simulations, we can observe candidates’ performance in situations that mirror the work environment. This offers a more concrete view of how they can adapt and contribute to the company,” notes Hosana. Additionally, these platforms enable companies to identify emerging skills, such as the ability to adapt quickly and the aptitude for dealing with advanced digital technologies, characteristics often found in Generation Z candidates.
In addition, gamification can reduce stress and anxiety associated with traditional selection processes. “The interactive experience tends to create a more relaxed environment, allowing candidates to present themselves in a more authentic way. Reduced anxiety can lead to better performance, providing a more accurate assessment of their skills and cultural fit,” adds Hosana.
In a market where the right talent can make all the difference, gamification is more than just a trend — it’s a natural evolution. Companies that understand and adopt this approach are not only attracting the best candidates from Generation Z, but also building a culture of innovation that resonates with the future of work. The question is not whether gamification will impact recruitment, but rather who will be at the forefront when this change solidifies.
