??? 招聘人員當(dāng)然可以登陸求職者的 Facebook或LinkedIn頁面，看看他們的個(gè)人資料，剔除不符合需要的人，許多招聘者也的確是這樣做的。但一些公司現(xiàn)在發(fā)現(xiàn)，運(yùn)用網(wǎng)游技術(shù)招募、篩選申請(qǐng)人是一種物色杰出人才更有效率、更為快捷的途徑。

????一些公司過去或許認(rèn)為此類游戲是導(dǎo)致員工工作分神的主要因素之一，但它們現(xiàn)在發(fā)現(xiàn)，運(yùn)用這種充滿競(jìng)爭(zhēng)性、具有積極意義的評(píng)價(jià)工具可以幫助招聘人員精確地找出那些或許缺乏明顯的資歷、但卻具備成功所需技能的潛在雇員。同時(shí)，由于年輕人在日常生活中經(jīng)常玩網(wǎng)絡(luò)游戲，他們非常歡迎這種競(jìng)爭(zhēng)性十足的評(píng)價(jià)方式。

????這種“社交式招募”還可以擴(kuò)大品牌的知名度，激發(fā)求職者的興致，加盟不太知名的公司。Facebook這樣明星公司自然是求職者競(jìng)相追逐的對(duì)象，它發(fā)布的編程難題吸引了眾多參與者，其中一些人最終成為該公司員工。

????德勤咨詢公司（Deloitte Consulting）進(jìn)行的一項(xiàng)調(diào)查顯示，由于各家公司都在尋找具備多樣化技能和高端技術(shù)的求職者，對(duì)頂尖人才的爭(zhēng)奪已變得日益激烈。這項(xiàng)上個(gè)月公布的調(diào)查發(fā)現(xiàn)，25%的公司人力資源部職員都擔(dān)心熟練工人短缺，這一比例較去年的16%出現(xiàn)了大幅上升。

????即便如此，許多公司依然嚴(yán)格恪守簡(jiǎn)歷篩選、面試和背景調(diào)查等傳統(tǒng)招聘流程，這些工作不僅費(fèi)時(shí)費(fèi)力，而且往往無法尋覓到各方面都符合要求的求職者。對(duì)于Upstream Systems公司來說，這些傳統(tǒng)的方式根本就不管用。這家總部位于倫敦和舊金山的移動(dòng)營(yíng)銷公司一度苦于找不到既具備分析和營(yíng)銷技能，又精通技術(shù)，同時(shí)還需要與遍及40個(gè)國(guó)家的客戶打交道的全球營(yíng)銷經(jīng)理。

????“我們當(dāng)然可以聘請(qǐng)一個(gè)專家小組，但我們想要這樣一個(gè)人，他單槍匹馬就能運(yùn)用我們的技術(shù)投入為客戶提供營(yíng)銷服務(wù)，”Upstream Systems公司負(fù)責(zé)創(chuàng)意事務(wù)的高級(jí)副總裁蓋伊?克里夫在倫敦接受記者采訪時(shí)說。

????克里夫決定結(jié)合游戲機(jī)制設(shè)計(jì)一個(gè)競(jìng)爭(zhēng)性的測(cè)試網(wǎng)站，從而尋覓到獨(dú)特的人才，他們具備的技能很難、甚至根本無法從傳統(tǒng)的簡(jiǎn)歷中辨別出來。這個(gè)網(wǎng)站的網(wǎng)址是：http://thechallenge.upstreamsystems.com。

????這款對(duì)所有人開放，名為Upstream Challenge的游戲提供了7個(gè)有時(shí)間限制的挑戰(zhàn)項(xiàng)目（比如數(shù)學(xué)、文字圖像、為虛擬的工作情景匹配情緒等），以衡量應(yīng)聘者的分析能力和市場(chǎng)營(yíng)銷知識(shí)。

????招聘人員需要擴(kuò)大職位搜索范圍，不能只關(guān)注形形色色的證書，而應(yīng)重點(diǎn)關(guān)注哪些具備創(chuàng)造力、獨(dú)創(chuàng)性和適應(yīng)力等“軟技能”的人才，《如何率先發(fā)現(xiàn)杰出人才》（The Rare Find: Spotting Exceptional Talent Before Everyone Else）一書的作者喬治?安德斯說。這本書列舉并分析了頂尖企業(yè)在尋覓潛在雇員時(shí)所使用的種種創(chuàng)新方式。

????安德斯說：“這種招募理念發(fā)源于陸軍特種部隊(duì)。軍方發(fā)現(xiàn)，在招募合適的人選時(shí)，最關(guān)鍵的考慮因素是他們的韌性，而不是體力或其他類似的特質(zhì)?！?/p>

??? Recruiters can certainly poke around a job seeker's Facebook or LinkedIn profiles to weed out undesirables, and plenty do. But some companies are finding that using online game techniques to recruit and screen applicants is a more productive, faster route to scouting out stellar hires.

????Businesses that at one time might have considered such games a major employee distraction are finding that using competitive, and positive, screening tools can help pinpoint potential hires who may lack the obvious pedigree, but have the skills to succeed. Since young adults often play online games in their everyday lives, they are open to embracing competitive screening approaches.

????Such "social recruiting" can also expand brand awareness and encourage interest in working at lesser-known companies. People clamber to work for star companies like Facebook, which has posted programming puzzles that have attracted significant participation and has led to some employee hires.

????Jockeying for top talent has gotten more intense as companies look for more varied and sophisticated skill sets from candidates, according to a survey by Deloitte Consulting. The survey, which was released last month, found that 25% of corporate human resources professionals were worried about skilled worker shortages, up from 16% last year.

????Even so, companies still hew to traditional resume screening, interviews, and reference checking, tasks that are time consuming and often fail to produce the right match. These conventional methods were not working for Upstream Systems, a mobile marketing firm based in London and San Francisco, which struggled to find global marketing managers with the right mix of analytical, marketing, and technology savvy to work with its clients in 40 countries.

????"We could hire teams of experts, but we wanted a single person to use input from our technologies into the marketing for our clients," says Guy Krief, senior vice president of innovation at Upstream in London.

????Krief decided to incorporate game mechanics to design a competitive test http://thechallenge.upstreamsystems.com?that could identify people with a blend of skills that would have been much harder, or impossible, to discern from a conventional resume.

????The "Upstream Challenge" -- open to anyone -- provides seven timed exercises including math, word images, matching emotion to hypothetical work scenarios, and other challenges to measure a candidate's analytical skills and marketing knowledge.

???Recruiters need to widen their job searches beyond paper credentials, and focus on candidates with "soft skills," including creativity, ingenuity, and resilience, says George Anders, author of The Rare Find: Spotting Exceptional Talent Before Everyone Else, which examines innovative ways top companies find employees.

????"The idea got started back when the Army Special Forces found that tenacity, rather than physical strength or other such attributes, was more critical to recruiting the right candidate," says Anders.