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As early as Johan Huzinga’s (2016, 89–188) landmark exploration of play, Homo Ludens (1949), death has been recognised as integral to play. Today’s digital games continue this close association. Whilst the past half-century has trended towards limiting the impact of player-death, permanent-death (permadeath) games provide a less-forgiving environment. As the first digital adaptation of Games Workshop’s cult-classic tabletop skirmish game, Mordheim: City of the Damned (Rogue Factor, 2015) utilises permadeath to emphasise death’s inevitability and harsh reality in the precarity of its gothic post-apocalyptic setting. Whilst the majority of apocalyptic videogames follow the comic frame, the player has no agency to overcome or change the events of Mordheim’s apocalypse, setting it firmly in the gothic frame. It is substantially less about overturning disaster or saving the city, and decidedly more about looting its shattered corpse. The close reading of Mordheim: City of the Damned’s theme of death for this chapter identified that death and injury are simply accepted realities; ubiquitous, yet normalised. Whilst every death is significant – through permanently lost warriors – there is always another willing replacement available. Viewed alongside the warband’s primary purpose – that is service to their patron – warriors’ deaths not only become expected and relatively meaningless, but also financially connected. Rather than encouraging association with their warbands, players are subtly shifted to aligning with their patron, viewing the warbands and their warriors as an expendable means towards gaining digital kudos points and bragging rights amongst the other digital noble.

The purpose of this paper is to examine the relationship between the use of sophisticated talent selection processes such as gamification and training and development interventions designed to ensure that candidates can successfully navigate the talent assessment process. Gamification is the application of game elements to non-game activities through the adoption of gaming tools, and little is known about how candidates (“talent”) struggle to learn about the structural mechanics of gamification as they engage with the hidden rules of talent selection, such as goals, rules, “levelling up”, feedback and engagement in competitive – collaborative activities. The term “talent development gamification” is coined and used as an analytical tool to consider how young talent are supported by development interventions in their inter-subjectivity as they learn how to survive and win in talent selection games.

Studying hidden dynamics in development processes inherent in gamified talent selection is challenging, so a cult work of fiction, “Ender’s Game”, is examined to address the questions: “How do candidates in talent selection programmes learn to make sense of the structural mechanics of gamification”, “How does this make the hidden rules of talent selection explicit to them?” and “What does this mean for talent development?”

Talent development in selection gamification processes is illustrated through nuanced theoretical accounts of how a multiplicity of shifting and competing developmental learning opportunities are played out as a form of “double-consciousness” by potential organizational talent for them to “win the selection game”.

Using novels as an aid to understanding management and the organization of work is ontologically and epistemologically problematic. But analysing novels which are “good reads” also has educational value and can produce new knowledge from its analysis. In exploring how “Characters are made to live dangerously, to face predicaments that, as readers, we experience as vicarious pleasure. We imagine, for example, how a particular character may react or, more importantly, what we would do in similar circumstances” (Knights and Willmott, 1999, p. 5). This future-oriented fictional narrative is both illustrative and provides an analogy to illuminate current organisational development challenges.

The term “talent development gamification in selection processes” is coined to allow analysis and provide lessons for talent development practice in a little studied area. Our case study analysis identifies a number of areas for consideration by talent management/talent development specialists involved in developing talent assessment centres incorporating gamification. These include the importance of understanding and taking account of rites of passage through the assessment centre, in particular the role of liminal space, what talent development interventions might be of benefit and the necessity of appreciating and managing talent in developing the skill of double consciousness in game simulations.