Forward-thinking human resource (HR) functions are increasingly deploying immersive technologies such as virtual reality (VR) in a bid to make the HR process more efficient and attract better talent. From an HR services standpoint, VR has the capability to disrupt HR categories such as recruitment, learning & development, and onboarding.
Use in Onboarding
Onboarding can be a standard and dull process; however, with VR, new employees can be offered a more immersive experience of the company’s culture. The onboarding process can be made less stressful for intense job roles.
Use Cases in Recruitment
Gamification of the recruitment process can lead to a hands-on approach in selecting the right candidate. This can be done by placing candidates in a simulated environment and then assessing on how well they perform a task.
For instance, a major carmaker has launched a mixed reality app that places candidates into a virtual garage. The candidates are then assessed on how well they crack puzzles and troubleshoot code, all while being present at the virtual garage.
Implementing VR in the initial screening process allows candidates to take a look at their potential workplace and experience how a typical day on the job would be. This helps to find the right-fit candidates; if they're not a match, they're more likely to realize it early on, saving time and cost for both the company and the candidate.
Changes in Employee Training
Employee satisfaction is often linked to opportunities for development and progression. VR can make ongoing training more accessible to employees, increase employee engagement and improve retention rates.
Implementation of VR for training is cost-effective in nature, as the same program can be run multiple times and basic tweaks can be made to customize the training content. Using VR, training can be provided simultaneously across various geographical locations.
What to Consider While Sourcing Immersive Technologies
Once VR technology has been implemented, it is essential to quantify what changes it has brought in the HR function. The typical KPIs which employers should measure in order to capture the implication of VR in HR are productivity increase, level of employee engagement, right-fit candidate applications and attrition rate.
Using immersive technologies is all fine, but whether they will drive work efficiencies for employees is what remains to be seen. This will become clearer over the coming years, as the implementation is still nascent and the KPIs to verify the benefit have not yet been standardized.
Currently, VR is being used in HR functions to improve the company’s brand image and get the right candidate applications. The usage of immersive technologies such as AR/VR/MR can be further explored and opted for by HR service sourcing agents based on the benefits they can provide across HR aspects.
To sum up, HR professionals are currently implementing VR to improve the hiring experience of prospective candidates. Going forward, VR is expected to be used in employee training and engagement. It’s still early days as far as VR adoption by HR is concerned, and the appropriate KPIs to track employee performance or engagement require further scrutiny and refinement.