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Journals / Biga İktisadi ve İdari Bilimler Fakültesi Dergisi / 2026 / Cilt: 7 Sayı: 1

Investigation of Gamification Examples Used by Businesses in Recruitment and the Reasons for the Failure of My Marriott Hotel Application

İşletmelerin, İşe Alım Alanında Kullandığı Oyunlaştırma Örneklerinin ve My Marriott Hotel Uygulamasının Başarısız Olmasının Nedenlerinin İncelenmesi

Cansu Yıldız(ÇANAKKALE ONSEKİZ MART ÜNİVERSİTESİ)0000-0002-7720-6213
Pages
109–119
Publication Date
2026-06-15
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

In future studies, it is recommended to address the issue of ‘game addiction’.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Gamification applications are one of the assessment centre applications and aim to shorten the recruitment process of businesses.
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Key Findings & Data:At the same time, the application positively affects employee motivation, employee performance and the image and reputation of the bank.
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Conclusion & Impact:In future studies, it is recommended to address the issue of ‘game addiction’.
🔬Design:Araştırma Makalesi
📍Scope:Comprehensive Sample
⚙️Variables:oyunlaştırma · işe alım · eğitim

Abstract

Gamification applications are one of the assessment centre applications and aim to shorten the recruitment process of businesses. Gamification applications are a trending practice used by businesses. Gamification applications take a few minutes and provide instant results for candidates. The aim of the research is to examine the examples of gamification application, which is one of the evaluation centre applications in the recruitment phase of talent management, used in the recruitment activities of enterprises and to draw attention to the reasons for the failure of the ‘My Marriott Hotel’ gamification application used in the field of recruitment. In order to examine the purpose of the research, data are collected and analysed by case study method, which is one of the qualitative research methods. The result obtained from the research is gamification application, which is one of the candidate assessment centre applications, is one of the basic applications used in the field of recruitment. At the same time, the application positively affects employee motivation, employee performance and the image and reputation of the bank. However, studies on the subject express the advantageous aspects of gamification applications for businesses. In future studies, it is recommended to address the issue of ‘game addiction’.

Özet

Oyunlaştırma uygulamaları değerlendirme merkezi uygulamalarından biridir. Oyunlaştırma uygulamaları işletmeler tarafından kullanılan trend bir uygulamadır. işletmelerin yapmış olduğu işe alım sürecinin süresini kısaltma amacını taşımaktadır. Yapılan oyunlaştırma uygulamaları, birkaç dakika sürmekte ve adaylar için anında sonuç sağlamaktadır. Araştırmanın amacı; yetenek yönetiminin işe alım aşamasında, değerlendirme merkezi uygulamalarından biri olan oyunlaştırma uygulamasının işletmelerin işe alım faaliyetinde kullanılan örneklerini incelemek ve işe alım alanında kullanılan ‘’My Marriott Hotel’’ oyunlaştırma uygulamasının başarısız olma nedenlerine dikkat çekmektir. Araştırmanın amacına yönelik inceleme yapılabilmesi için nitel araştırma yöntemlerinden biri olan örnek olay inceleme yöntemiyle veriler toplanarak analiz edilmektedir. Araştırmadan elde edilen sonuç ise; aday değerlendirme merkezi uygulamalarından biri olan oyunlaştırma uygulaması; işe alım alanında kullanılan temel uygulamalardan biridir. Aynı zamanda uygulama; çalışan motivasyonu, çalışan performansı ve bankanın sahip olduğu imaj- itibar durumunu olumlu yönde etkilemektedir. Ancak, konuyla ilgili yapılan çalışmalar, oyunlaştırma uygulamalarının işletmeler açısından avantajlı yönlerini ifade etmektedir. Gelecek çalışmalarda ise ‘‘oyun bağımlılığı’’ konusuna değinilmesi önerilmektedir.

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Cite This Article

Yıldız, C. (2026). Investigation of Gamification Examples Used by Businesses in Recruitment and the Reasons for the Failure of My Marriott Hotel Application. Biga İktisadi ve İdari Bilimler Fakültesi Dergisi, Cilt: 7 Sayı: 1, 109–119. https://doi.org/10.70754/biibfd.1913217

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