2. Problem that needs to be solved:
➔ Skilled immigrants to
Canada are not being
matched to jobs.
Image Source - Creative Commons: http://www.flickr.com/photos/adselwood/2463634924/in/photostream/
3. Stat 1: Skills mis-match
➔ 46% of immigrants
are not in jobs that
match their skills.*
➔ Employers are becoming
ineffective at targeting the talent
pool, which will affect Canada’s
global competitiveness.
* Source: StatsCan Report No 89-624-XI, Page 8, http://www.statcan.gc.ca/pub/89-624-x/89-624-x2007000-eng.pdf
Image Source - Creative Commons: http://www.flickr.com/photos/photogaby/4418959970/
4. Stat 2: Canada wins at hockey, loses global
business
➔ Unfilled positions that need highly skilled
employees costs employers between $7000 to
$50000 a day in lost revenue*
➔ This trend threatens Canada’s long term GDP growth,
inventiveness and ultimately threatens Canada’s
global competitiveness.
*Source: Dr. Sullivan is also head of the Human Resources Management Program at San Francisco State University.
Image Source - Creative Commons: http://www.flickr.com/photos/zetotal/5443243347/in/photostream/
7. Behavior/Attitude/Motivation Change issue
Information Asymmetry - Not enough Information to
assess and match opportunities:
➔ Supply and Demand are having a hard time
finding each other
➔ Government needs to provide easily consumable
and clear stats on job matching needs; important
information is unknowingly being lost in press
releases and position papers
➔ Government needs to move from extrinsic to
intrinsic “buy side” information consumption.
Image Source - Creative Commons: hhttp://www.flickr.com/photos/jacob_chen/159314835/
8. Con’t: Behavior/Attitude/Motivation Change issue
Information Asymmetry - Not enough
Information to assess and match opportunities:
➔ Companies and Employee Candidates
alike, need to use modern tools and
techniques to better match their needs and
skills, to create competitive advantage and
growth opportunities, to attack global
market together.
Image Source - Creative Commons: hhttp://www.flickr.com/photos/jacob_chen/159314835/
10. Solution 1: No Mechanic
➔ Strategic Principle: Status quo
➔ Just let skilled Employee Candidates and Employers find each
other on their own. (Note: “Survey says” .... FAIL!)
Image Source - Creative Commons: http://www.flickr.com/photos/smithser/5892999257/C
11. Data Points: Gamification is the “new normal”
A Gamification motivation strategy key to
developing the next gen skills in market
economies.
➔
Successful strategies use intrinsic motivations
to create effective outcomes.
Gamification frameworks can help promote
policies that are needed to compete globally.
➔
Adding gamified intrinsic reward systems
increase success.
Image Source - Creative Commons: http://www.frontiersin.org/Journal/10.3389/fpsyg.2013.00739/full; http://blog.ossoil.com/wp-content/uploads/2010/07/motivation-model.png;
12. Solution 2: Reward Mechanic
Badges for Employee Candidates
➔ Strategic Principle: De-fragmented
buyer/seller communities
➔ Like the Scouts and Military, provide
multi-tiered badges for immigrants to
"show off" so that employers can
more easily access and consume
skills to match their job openings.
Image Source - Creative Commons: http://www.flickr.com/photos/rob-young/2911606553/
13. Solution 3: Feedback Mechanic
Leaderboards for Employers
➔ Strategic Principle: Discovery and surfacing
➔ Like World of Warcraft guild rankings, employers can be
ranked on leaderboards so that Employee Candidates can
more easily discover and assess jobs that fit the
"appropriateness" with their skills and growth potential needs.
Image Source - Creative Commons: http://www.flickr.com/photos/snorpey/3317497657/
14. Solution 4: Challenges Mechanic
➔ Strategic Principle: Onboarding efficiency
➔ Provide smartphones for all landed
immigrants, with 10 hours of free data and
access to a Gamified app. Employees and
Employers can "play" job creation games to
aid in Employer and Employee Candidate
discovery of each other. Leaderboards and
badge rankings will facilitate more efficient
job matching.
Image Source - Creative Commons: http://www.flickr.com/photos/vernieman/7928895270/in/photostream/
15. Solution 5: Cooperation Mechanic
Strategic principle: High Value Intrinsic Information for Elder Levels
➔ Successful and established immigrants are steering new immigrants
into the wrong jobs areas.
➔ In Gamification, elder influences are encouraged; however, these
can be an anti-pattern for new immigrants as they are getting advice
for what worked for the elder (extrinsic information needs), not for
giving direction for the skills that can apply to new areas of job
demand (intrinsic information needs).
➔ Providing Gamified challenges and levels will help elders build skills
to change from extrinsic to more effective intrinsic advice
Image Source - Creative Commons: http://www.flickr.com/photos/44462122@N00/2762014642/in/photostream/
16. Bottom line: It can be done...
➔ ...If we align behaviors,
attitudes, and motivations
using gamified design.
Image Source - Creative Commons: http://www.flickr.com/photos/jasoneppink/169190692/in/photostream/
17. Thank you - Bio, aka “Brag slide”
➔ Rock Jethwa is a UX designer with deep background in cross
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➔
➔
➔
platform financial services and digital media apps.
His leadership and experience includes product management,
gamification frameworks, web development, mobile design,
portal architecture.
He was asked to represent Canada at three G7 conferences,
and worked on one of Apple’s first Web browser projects.
www.RockJethwa.com
http://www.linkedin.com/pub/rock-jethwa/4/404/2b0
