Winning Secrets: How The Talent Games uses the science of talent acquisition to spot top talent

Having served over 40 clients across Asia and Africa and assessed over 250,000 candidates with AI-driven gamified assessments, the Co-Founders reveal the key business drivers behind an innovative recruitment strategy.

In an interview with Priya Veeriah, Paul Keijzer, Co-founder & CEO, and Shail Niazi, Co-founder & Managing Director, The Talent Games, share their thoughts on what innovation means to them, challenges and ROI measurement.

In the Asia Recruitment Awards 2020, Singapore virtual awards ceremony, the Singapore-based HR technology company that pioneers in AI-driven gamified assessments and other virtual hiring solutions scored a silver win in the Best Candidate Experience - Solution Provider category.

Q How do you ensure that your organisation’s recruitment strategy evolves with recent times and remains innovative?

Shail Niazi (SN): By keeping tabs on all the developments in the tech space across industries and benchmarking with our competitors to ensure superlative tailor-made solutions for our clients.

Q Aligning your service with the bigger HR priorities is critical. How do you work closely with your HR clients to deliver exceptional candidate experience?

Paul Keijzer (PK): We make it our innate problem to resolve any pain points our clients might be experiencing at that point in time. The added unique approach is our sometimes, not so formal, engagements with them so as to be even more approachable and strike a partnership of effective trust in the process.

Q Share with us what innovation means to your organisation and the key business drivers behind implementing an innovative recruitment strategy?

SN: Innovation is our blood line, in other words, if we don't innovate, then we won't exist. It is in this same breadth that the key business drivers behind implementing an innovative recruitment strategy are curiosity; relevance; user-friendliness, and business objective alignment.

Q No execution is free from unexpected hurdles. In what shape or form did you experience challenges, and how did you overcome them?

PK: Challenges are embraced within our organisation as they serve as an added motivator to our outputs. The one key challenge was to work on a solution/s that would be well received across a wide-range of cultural groups in different countries and for it to still have the same effect across the board, how we circumvent this was through immersing ourselves with our clients to fully understand the country norms of where they operate.

Q On to the most important part – results! How did you measure the ROI or milestones of this initiative, and what are you most proud of?

PK: The increment in awareness of our recruitment solution and organisation, which in turn has and is still leading to an increment of clients for our company. We have served 40+ clients across Asia and Africa, while have assessed over 250,000 candidates with AI-driven gamified assessments. The most promising part that makes us proud is when organisations and their HR teams reach out to us, saying that they want to partner with us for their Millennial hiring needs after comparing or using solutions of some of our market competitors.

Q It would be too simplistic to believe that digitalisation is the only game changer when it comes to recruitment. What are some of the other key factors to take into consideration, going forward?

SN: Virtual reality (VR) and augmented reality (AR) are the key factors that will have incredible impact in recruitment, as candidates will potentially be assessed remotely in the most practical way possible. In the future, we’d like to equip our talent assessments with VR and AR to revolutionise recruitment.

Photo / 123RF 

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