Attraction, recruitment and assessment
Engage candidates. From the first contact.
Introduce your culture, follow applications and understand each person’s skills. Connect attraction, recruitment and assessment through Missions, communication and gamification, with an experience that can continue into pre-onboarding.
Talent attraction
Introduce your company before the application.
Your relationship with a candidate begins before the interview. A Mission can introduce your culture, values and opportunities as people explore content and take part in activities.
A talent attraction Mission in GFoundry.
A first experience of your brand.
Build a pathway that shows what working at your organisation is like. Content and challenges help candidates get to know the company and give employer branding a tangible experience beyond the job description.
Recommendations from your own people.
Involve employees in a referral programme. Your Community can recommend potential candidates; when a referral leads to a hire, the programme can recognise and reward that contribution.
Applications and communication
Get to know the person. Keep in touch.
The app brings candidates closer to the company and lets them follow their stage in the process. A profile brings together relevant professional and personal information to prepare a conversation and assess the fit with an opportunity.
A profile with context.
Bring together work experience, education, motivations and other application information. The process can include a CV, an introduction video and psychometric tests, according to the recruitment team’s criteria.
Documents within the same pathway.
Include CVs, certificates and motivation letters in application activities. The information and evidence collected give recruiters a fuller basis for understanding each candidate.
Communication throughout the process.
Keep a direct channel with the company, provide feedback and make the application stage visible. Timely responses help reduce uncertainty and keep participants engaged.
Assessment
Understand skills beyond the CV.
Questionnaires and assessment activities help explore skills and aptitudes relevant to the role. The information collected supports recruiters’ evaluations and preparation for the next stages.
Activities aligned with the opportunity.
Use quick-response questionnaires and other challenges suited to the profile you are seeking. Critical thinking, creativity and problem-solving are examples of skills that can be explored during the process.
Evidence for an informed decision.
Connect answers, documents and activities with the candidate’s information. Recruiters interpret the results in the context of the role, using them to deepen the conversation and support their decision.
Your brand experience
Your identity. Across web and mobile.
GFoundry lets you create an experience with your company’s visual identity, available on web, Android and iOS. Content can adapt to the audiences and locations involved in recruitment.
Examples of GFoundry experiences with different visual identities.
Content for each audience.
Segment content by user groups and locations. An attraction campaign can present opportunities and activities relevant to each audience while keeping a coherent brand experience.
A relationship with continuity.
The experience started during attraction can continue into an application, pre-onboarding and onboarding. Use that connection to introduce people, culture and useful content at each stage.
Gamification along the pathway
More reasons to participate and progress.
Gamification can give rhythm to a candidate’s contact with your company. Milestones, badges, rankings and rewards make progress visible and recognise participation in programme activities.
An example of a badge awarded in a GFoundry experience.
Milestones that make the pathway clear.
Organise activities into Missions and recognise completed stages with badges. Each step can help candidates discover more about the organisation and understand what comes next.
Points, coins and rewards.
Connect participation with points, virtual coins and rewards in the GFoundry ecosystem. Rankings can add competition where it suits the campaign. These mechanisms recognise participation; the recruitment team remains responsible for selection decisions.
Frequently asked questions
Recruitment. Your questions, answered.
Can we introduce the company before an application?
Yes. Missions can present your organisation’s culture, values and opportunities through content and activities. This experience can help build a relationship with potential candidates before a formal application.
What can we include in a candidate profile?
The pathway can bring together experience, education, motivations, a CV, an introduction video and other documents or activities defined for the process. Your team chooses information relevant to the opportunity.
Does gamification decide who gets hired?
No. Gamification encourages participation and makes progress visible. Questionnaires and activities collect information for recruiters to interpret; the responsible team makes the selection decision.
How do we choose the plan and project scope?
Start with your audiences, recruitment stages and the activities you want to include. Confirm the modules, configuration and services needed for the programme by comparing plans and discussing your project in a demonstration.