Going beyond gamification, Virtual Reality is the trump card in many sectors. However, the area where this immersive technology is making waves is Human resources – recruitment, onboarding, and training. Think of sitting in a meeting at your co.’s HQ in NYC, overlooking the breathtaking views of the Hudson River, playing a game of pool while brainstorming, or aiming a target during a Nerf gun battle with colleagues. Hard to imagine? VR makes this a reality. Through a 360 degree, 3D immersive experience, a candidate can now visualize what his career would be like if he becomes a part of the company and its culture.
Consumer food giant, General Mills, using Oculus Rift at a career fair in Minnesota, gave its candidates a virtual tour of its HQ through a high-touch candidate experience. The still-novel technology drew the crowd even before applicants put on the headset. The company not only got the exposure they needed but could draw the attention of the best-of-breed talent by showcasing themselves as a technology-enabled company.
Besides giving a feel of the office environment, companies using VR can test skills and scout for aptitude of candidates. VR is certainly adding new dimensions to recruiting – from talent acquisition to inclusion programs and training to cross-culture management. Here are four ways in which VR can be incorporated in the recruitment process:
1. Simulated, skill-based recruiting games:
Stepping aside from the mundane hiring process, indulge candidates through games designed to test curiosity, persistence, lateral thinking and problem-solving skills.
Jaguar launched a mixed reality game app, not unlike Pokemon Go, to test for much-needed skills. While being fun and engaging, the game urged the candidates to learn nuances of automobiles and tested code-breaking aptitude.
Outcome Accelerated recruitment and talent acquisition process by fast-tracking those candidates who did exceptionally well at code-breaking.
2. Office culture experience to attract talent:
Five to ten-minute post-interview office tour is hardly enough time for a candidate to assimilate with the office environment. Give the wow factor to your candidates through a VR experience. Provides them with a sense of what it is like to be a part of your organization – From sitting in the corner office and having a one-on-one with the CEO to enjoying the joys of the happy hour to an interactive feel of the work culture.
Jet.com, Walmart-owned online shopping platform is leveraging its relaxed and synergic open-office culture through VR experience to attract top talent.
Outcome Gives candidates a real-like feel of office workspace and culture, boosting candidates’ decision from “need-to-have” to “must-have”.
3. Psychometric / Stress test for dangerous and high-stress jobs:
Test your candidates’ ability to work under high pressure and stress, mainly, if the job is of a critical and stressful nature. VR gives candidates a first-hand immersive experience of the challenging tasks that demand high-caliber and helps companies streamline the recruitment process.
British Army rolled out a VR experience that enables candidates to experience what it like to engage in a mission including driving a tank and diverse challenges of combat training.
Outcome A 66% increase in the recruitment application. Better yet it helps to bring on board candidates of higher talent and caliber.
4. Testing Decision-making skills:
Design the VR experience to test candidates’ ability to make agile and smart decisions. Place them into a series of simulated situations – from as simple everyday scenarios to high-stress managerial activities. These help companies grasp the overall qualities and characteristics of the candidate and if he/she fits the work culture and job role.
Commonwealth Bank of Australia assesses its applicants experience the kind of projects that test their agile and executive skills through immersive VR simulations.
Outcome Streamlined recruitment process and faster onboarding of employees on managerial posts.
VR provides companies an opportunity to think past the traditional or rational recruiting to an experimental mindset that appeals more to the millennials and baby-boomers. Whether you immerse your candidates in a complete virtual world or not, the fact remains that, to attract top talent; you need to up your candidate experience game.
VR experiences also helps collect, measure and analyze data faster. It doesn’t stop there, using VR hardware and software integrated with cognitive technology like biometric, heatmaps, facial EMG, etc. permits measurement of immersive experiences and behavioral analytics. It unlocks additional dimensions to collecting and measuring psychological, behavioral and psycho-chemical responses that assist in understanding the candidate’s temperament and help recruiters to focus on serious prospects.
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“For most pharmaceutical companies, this represents a major shift in thinking. It requires putting the customer, as opposed to the medicine, first and addressing customers’ emotional, social, and behavioural needs, as well as their clinical ones. “
.Back in 2018, United Partners published a report on developing data and insights that drive communication in the Pharma sector.