Implementing AR and VR Technologies in HR Functions

    Human Resource (HR) technology has got ingrained in digitally advanced businesses. Global HR leaders are leveraging technologies like Artificial Intelligence, Big data, and People Analytics to improve their recruitment process and employee experience while bringing a shift in the culture of the organization.

    Likewise, many organizations are leveraging Augmented Reality (AR) and Virtual Reality (VR) technologies in their recruitment process. AR and VR technologies seem fit for conducting job interviews for posts like offsite projects or virtual positions. The technology is attracting the aspirants more in number as compared to the standard skill assessments.

    Lets deep dive and understand how this HR tech is influencing the recruitment process during this pandemic in detail.

    AR and VR in Recruitment

    Virtual Reality usage in business will grow from USD 829 million in 2018 to USD 4.26 billion, Artillery Intelligence reports. During this pandemic, its usage has increased and is being used for training, work meetings, or provide better customer experience. According to PwC reports, nearly 23.5 million jobs across the globe would be using AR and VR by 2030.

    A few of the use cases in the recruitment process are as follows.

    Recruiting games

    Gamification can convert laborious and routine tasks into a lively and interesting element. Giving an opportunity to respond to actual situations through VR games will help the recruiters to check the skills authentically. It also promotes the employers’ voice and helps in recruiting potential employees. There will be no chances for bias and candidates can be easily filtered on skills than marks.

    For instance, Jaguar has designed a skill-based recruiting game recently. Likewise, J. W. Marriot succeeded in checking the skills of potential candidates like creative and innovative thinking, decision making, or time management skills.

    Giving potential recruits the workplace experience

    Employees get concerned about the new work environment and will be evaluating the pros and cons while attending an interview or offered a job. VR based simulated environment of the workplace throws light on the workplace for potential candidates. It gives a better idea of the working environment when recruited remotely.

    As remote work and remote recruitment are becoming a norm due to pandemic and VR based system helps candidates to decide on their job offer comfortably.

    For instance, Walmart’s online shopping platform has used the VR system to showcase the working environment.

    Employee training

    AR and VR are being used in HR practices by Chief Human Resource Officers (CHROs) and global HR leaders for the last few years. Though it was used in training simulations for technological roles, its application is gaining traction in soft skills training too.

    These technologies can help trainees to practice skills and understand the outcomes in a simulated environment. As per research, Gen Z employees are considering AR and VR for better learning experiences. Further, AR and VR can remove work from home challenges like communication and collaboration. Immersive experiences bring together people and help to learn faster.

    Recently, Lloyds Banking Group deployed VR technology for assessing Graduate Leadership Program candidates. The recruits were asked to solve puzzles. The results showed the strengths and abilities of recruits which helped them to take ahead of the recruitment process based on the results.

    To summarize…

    Using technology in HR has become the norm and it is helping the recruitment process to get smoother during this COVID-19 situation.

    Recruitment is a cutthroat zone as it should help businesses to gain a competitive advantage. Identifying the right and best talents from the pool of talent in the job market is a tedious and tough job. Implementation of HR technology in its functionalities improves the process of modern recruitment.

    Augmented and virtual realities augment the process by enabling CHROs to get the best talent in lesser time and more cautiously without any bias during the whole process.  

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