How Are HR Departments Using AR and VR?

How Are HR Departments Using AR and VR?

HR Technology

3 minutes Read | Published November 13, 2020 | Regina Ongkiko

Augmented reality (AR) and virtual reality (VR) are two of the latest emerging trends in technology with wide-ranging business and consumer applications. AR is the addition of digital elements to a live view like those of a smartphone camera, or Snapchat and Instagram filters. Meanwhile, VR pertains to a simulated environment or a completely different platform that is separate from the physical world. While both gained traction in the gaming industry, both AR and VR now provide assistance in expediting front-end HR processes such as recruiting and employee onboarding. The adaptation of AR and VR for HR tech isn’t that mainstream yet. However, the future looks bright due to their potential to radically transform the workplace.

How do AR and VR work for human resources?

When it comes to HR processes, where do AR and VR come in? Here are some examples of how AR and VR enhance human resources:

Recruitment efforts are more creative and out of the box. Since AR and VR open doors for new and innovative ways of recruitment, recruitment efforts have started to become more competitive. The industry is continuing to move away from traditional recruitment strategies. VR tours can let the candidate see the kind of environment they might soon join, while performing a smart, high-tech way of employer branding. Some virtual apps even allow the candidate to “test-drive” a job, or role-play the position they are applying for.  The results can be immediate: both the recruiter and the candidate will see if the latter is a fit for the job or not.

The hiring process is more detailed.  HR  managers can examine and analyze more clearly the strengths and suitability of candidate during the hiring process. With VR and AR, companies can move beyond pen-and-paper, or even electronic exams and interviews. Instead, aspiring employees can be invited to a gamified problem-solving test which will assess how they think on their feet. The actual responses of a candidate to real workplace situations can be tested vicariously. For example, instead of simply asking an applicant verbally how they react to high-pressure tasks with seemingly impossible deadlines, the recruiter invites them to enter a virtual world simulating their future workplace---complete with stressed-out colleagues, a demanding manager, and production calendars that are quickly filling up. The candidate’s response will be immediate and authentic, revealing facets of their personality, work ethic, and core values.

Done correctly, AR and VR can become simulations showing the actual aptitude and skills of a candidate, as opposed to simply just writing down his claims on a document.

Onboarding has become more engaging and interpersonal.  Say goodbye to the boring and templated onboarding sessions. Instead, create an onboarding experience wherein new hires can experience immersion. Worried how a bunch of newbies a few months' away from graduation will adapt to your high-pressure workplace? Don't just ask them questions as to how they will respond --- take them on a virtual tour instead!   Klip Collective, for example, has a 15-minute VR onboarding complete with 3D graphics, interaction, and fun games. 

Training.  Of course, learning never really stops once you get hired. VR can help provide opportunities for growth. Learning and development through VR and AR can make a huge difference in how the employee learns certain subjects. For example, they can ‘visit’ a community where they intend to market their new products months before the actual physical immersion. Cross-cultural training through AR and VR can expose them to other parts of the world to a more extensive degree than a webinar or learning modules. The method of studying does not just engage their intellect, but it can also impart the realities that they have to understand through a virtual experience that they can see, hear, and maybe even touch.

AR and VR will definitely prove to be advantageous for companies. Forbes reports that VR-based training and orientations can reduce time by 40% while improving employee performance by 70%.  With VR or AR set-ups that are ready, there is no need for additional manpower to conduct the sessions of training or presentations all over again whenever there is a batch of new hires.

While AR and VR are already being tapped by many industries for marketing and operations, their contribution to the field of human resources deserves to be explored.  It is a whole new world opening up that can enhance and maximize human capital, instead of diminishing it.

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