HR and Virtual Reality

In recent years there has been a demand for HR teams to think virtually, in addition to some-what traditional digital methods.

HR teams are finding that by adapting to virtual methods they can improve efficiency, reduce costs, and create a better employee experience. The move towards virtual HR practices is expected to continue as technology continues to advance, and remote work becomes increasingly common.

So where are HR teams making the most out of virtual tech?

Virtual recruitment is the process of using technology and digital platforms to conduct recruitment activities remotely. It involves leveraging tools such as video conferencing, online assessments, and digital job boards to source, screen, and interview candidates. Virtual recruitment can be used for various hiring needs, such as remote or hybrid work, and it can also be useful when hiring across different locations or time zones. The use of virtual recruitment can help organisations to save time and reduce costs associated with traditional recruitment processes, as it eliminates the need for in-person interviews, travel expenses, and physical space for recruitment events. Virtual recruitment can also increase access to a wider talent pool and improve the candidate experience by making the process more convenient and flexible.

There are several companies that use virtual reality (VR) for recruitment, and the trend is growing as more and more organisations look for innovative ways to attract and engage job candidates. Here are a few examples:

1. Accenture: The global professional services firm uses VR to provide candidates with a virtual tour of their offices, allowing them to explore the work environment and culture.
2. Lloyds Banking Group: The financial services company uses VR to provide candidates with a realistic job preview, allowing them to experience a day in the life of an employee in various roles.
3. Walmart: The retail giant uses VR to train employees and assess their performance, allowing them to practice and improve their skills in a simulated environment.
4. Jaguar Land Rover: The luxury car manufacturer uses VR to showcase their vehicles and provide candidates with an immersive experience of working in their design and engineering departments.
5. KFC: The fast-food chain uses VR to train employees on how to prepare and cook their signature fried chicken, allowing them to practice in a simulated kitchen environment.

Virtual reality (VR) can be used to create realistic job previews (RJPs) by immersing job candidates in a virtual environment that accurately simulates real-life work experiences. Here are some ways that VR can help with RJPs:

1. Immersive experience: VR can provide job candidates with an immersive and interactive experience that simulates the work environment and job responsibilities, allowing them to get a realistic preview of the job.
2. Real-time feedback: VR technology can provide real-time feedback to job candidates, giving them an accurate understanding of their performance and areas for improvement.
3. Safety training: VR can be used to provide safety training, allowing job candidates to practice safety procedures in a simulated environment, reducing the risk of accidents and injuries.
4. Cost-effective: VR can be a cost-effective way to provide RJPs, as it eliminates the need for physical equipment and environments, and reduces the cost of travel.
5. Personalisation: VR technology can be customised to the specific job role and company, allowing job candidates to get a more accurate preview of the job they are applying for.

Overall, VR technology can provide a more realistic and engaging job preview, allowing job candidates to make a more informed decision about whether the job is right for them. It can also help employers to identify candidates who are a good fit for the job, resulting in better hiring decisions and higher job satisfaction.

Virtual onboarding is the process of welcoming and integrating new employees into a company using digital tools and remote communication. It enables new employees to get acquainted with their new employer and understand their job responsibilities, company culture, and values. Virtual onboarding typically includes the following elements:

1. Digital paperwork: New employees can complete all required paperwork online, such as tax forms, direct deposit authorizations, and benefits enrolment forms.
2. Virtual introductions: New employees can be introduced to their team and colleagues through virtual meetings and video calls.
3. Online training: Online training modules can be used to provide new employees with a comprehensive overview of their job duties, company policies, and procedures.
4. Virtual mentorship: Companies can assign mentors to new employees, who can provide support and answer any questions they may have.
5. Virtual tours: Companies can offer virtual tours of their office or facilities, allowing new employees to become familiar with the work environment.
6. Communication tools: Companies can provide new employees with access to communication tools such as video conferencing software, chat applications, and project management tools.

Virtual onboarding enables new employees to integrate into their new role more quickly, and can be especially beneficial for remote or distributed teams. It can also help companies save time and money by eliminating the need for in-person onboarding activities, such as travel, printing, and shipping costs.

The use of virtual reality (VR) in HR is still in its early stages, but there is no doubt that it has the potential to revolutionize the way companies recruit, train, and develop their employees. Here are some future predictions for HR and virtual reality:

1. Increased adoption: As the cost of VR technology continues to decline and more companies recognize its potential, we can expect to see a greater number of organizations adopting VR for HR purposes.
2. More immersive experiences: As VR technology becomes more advanced, we can expect to see even more immersive experiences for candidates and employees, such as 360-degree videos, haptic feedback, and more realistic simulations.
3. Better training: VR can provide employees with a safe and controlled environment to practice and improve their skills, making training more effective and efficient.
4. Better employee engagement: VR can be used to create a more engaging and interactive learning experience, which can help to increase employee engagement and retention.
5. Better diversity and inclusion: VR can be used to create inclusive environments and reduce bias in the recruitment process, allowing candidates to showcase their skills and experience without being judged on factors such as gender, ethnicity, or age.
6. Virtual events: Companies can use VR to create virtual events such as job fairs, recruitment drives, and employee onboarding, allowing candidates and employees to interact with the company in a more engaging and immersive way.

The future of HR and virtual reality is promising, and we can expect to see even more innovative applications of the technology in the years to come.