Virtual reality (VR) technology is not passing fads. Once just the sci-fi creation of film makers, now the technology exists, and it’s already being used to great effect by many early adopters.
Although the HR sector may be slower to adopt the technology, the possible application areas of VR in the HR domain are phenomenal.
In HR, it’s important to keep things fresh. Virtual reality can be used in many different areas of the field, but seems to be most valuable to the employee recruitment and onboarding processes.
Here are just a few ideas to get you started.
Recruitment : Virtual Reality training can provide an opportunity for hiring teams to see candidates perform in the role they are seeking to fill before any decisions are made. By providing a controlled environment for a candidate to showcase their capabilities, measurable metrics are produced that aid in hiring decisions. This data provides a picture of a candidate’s capabilities, and this extends well beyond a resume or first impression.
Training : One of the most consistently cited reasons for leaving a company, just below the ever-present of simply wanting a higher salary, is lack of development opportunities. Not only does more and better training mean more efficient employees – it also makes people happier and more engaged with the business. And that makes them easier to retain. If you go into work every day thinking about the good day ahead, you’re less likely to leave, and how a company helps you develop is a key part of this.
Onboarding : Virtual reality gives you the opportunity to thrill and excite new employees with a rich, immersive experience. Whether it’s conveying your company’s mission and vision directly from the CEO, interactive sessions to get employees up to speed, or giving a realistic feel of company culture – an immersive VR experience can go a long way to making new employees feel like they belong at your company. A standardised Virtual Reality onboarding process also dramatically reduces the workload of HR managers by automating monotonous onboarding practices.