Unleash Your Curiosity Although nascent, virtual reality can potentially disrupt several HR processes. Here’s how.
- Virtual reality can disrupt recruitment processes, making them more efficient and interactive.
- The global virtual reality market was estimated to be worth $10.32 billion in 2019.
- Using VR to attract a younger, digitally-savvy candidate pool.
For years, virtual reality was confined to the gaming world, but today the technology is being increasingly applied in the HR industry.
With the size of the virtual reality market estimated to be worth $10.32 billion in 2019 and expected to grow at a compound annual growth rate of 21.6% from 2020 to 2027, it’s hardly surprising that the technology is being increasingly leveraged to streamline recruitment processes and train employees.
By definition, virtual reality refers to a computer-generated simulation of a three-dimensional image or environment that can be interacted with in a seemingly real or physical way by an individual wearing a VR headset or a pair of gloves fitted with sensors. The idea is to allow users to fully immerse themselves and to experience that environment as if it were real.
The technology is still nascent. Indeed, many users have in fact reported health-related issues such as headaches, eye strain, dizziness, and nausea — but its applications in the HR and recruitment industry are obvious.
Here are four ways that VR can be used in HR:
The recruitment process has been heavily impacted by the coronavirus pandemic. With in-person interviews currently a thing of the past, hiring managers are quickly having to adapt to a new way of doing things. Enter remote recruiting.
One of the most prominent use cases for VR is recruitment in the digital age — that is the ability to simulate on-the-job experiences during a virtual interview scenario.
According to Glassdoor, the average US company spends about $4,000 to hire a new employee. Like artificial intelligence, virtual reality has the potential to speed up the process and reduce costs.
With most of the world’s employees now working remotely, virtual reality can also assist in the recruiters’ quest to find global talent in a distributed labor market.
The key here is to use the technology with a clear objective in mind. While useful, VR can often be gimmicky, so it’s important to use it in a way that makes sense. If done right, VR can play a pivotal role in attracting candidates seeking to work at innovative, forward-thinking organizations.
GAMIFICATION IN RECRUITMENT
Gamifying recruitment is a good way to attract younger generations.
By moving away from traditional methods and assessments, gamification enables hiring managers to filter candidates who are less interested, and therefore unwilling, to take part in the recruitment process. By doing so, recruitment experts can solely focus on candidates who are engaged and genuinely interested in working for the business.
The ability to ask candidates to play a game using VR will offer invaluable insight into how an individual thinks, problem solves, and works in the early stages of the recruitment process.
Last, but by no means least, gamification should make the recruitment process more fun for candidates and in turn help to position the business as an innovator in-market.
As organizations grapple with their new COVID-19 inflicted reality, virtual reality could enable HR teams to establish an interactive onboarding process by allowing newcomers to experience, or visit, the company’s offices from the comfort of their home office.
By doing so, candidates should be able to get a feel for the organization, learn more about processes, products, services, and see real teams in action.
In the world of HR, virtual reality allows employers to train employees to carry out certain functions in a much more interactive way.
VR can be used to train HR professionals, and the wider workforce, on issues such as harassment in the workplace.
The technology can also be used for diversity, inclusion, and equity training. Specialists can use VR to highlight the importance of empathy in the workplace, allowing people to experience what it’s like to walk in someone else’s shoes.
Ultimately, VR’s training potential is endless. It really is up to organizations to identify where they are falling short and to use the technology to impart knowledge across relevant teams in a way that makes sense.
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