Immersive technologies offer an infinite number of possible applications. In the company, virtual reality and augmented reality technologies can be used to simulate realistic situations for employees to help them prepare.
Virtual Reality technology is making its way into various phases of HR work.
What we still hear little about, however, is the use of this technology in the recruiting and onboarding process in the company.
APPLICATION AREAS OF VR IN HR
Here are some of the most widespread uses of virtual reality in human resources where this technology can have a high added value and high opportunities for the future of the sector.
1) Integrating and improving the onboarding process of new employees in the company
Many companies find it difficult to integrate new employees and Virtual Reality technology can improve their onboarding experience, i.e. when the candidate has already been selected and needs to be integrated into the company environment, allowing them to familiarise themselves with the new working environment before they even enter the tangible world.
Especially when employees in a company are dispersed in different parts of the world, this tool can also be efficient because it allows one to visit the company from anywhere in the world and meet future colleagues and employers in virtual reality.
A simulated environment through virtual reality can help candidates to have a clear idea of what they will encounter.
2) Recruitment through gamification and virtual reality
Another relevant application area for virtual reality in human resources is recruitment: this technology, in fact, allows candidates to discover their future job from home.
The process of selecting a new resource for the company puts in place competitive mechanisms that can also be found in games. The process, in fact, can be made interactive through gamification, i.e. by turning the request for information into a challenge or a game.
For example, activities such as challenges in which one has to conquer a certain goal and use certain skills and knowledge, or perhaps collaborate with other potential candidates, point-based courses, quizzes with different levels of difficulty, can be chosen, which is also a way of assessing the would-be candidate’s actual involvement with the company and the role he or she will be filling, to test the skills he or she really possesses.
Using gamification activities allows the candidate to live certain experiences in the virtual world and helps him/her to better immerse himself/herself in the real dynamics, but at the same time, it is a way for recruiters to understand how he/she might react in particularly stressful situations.
3) Training employees
The main application area of AR / VR technologies for human resources is certainly training where, thanks to them, there is an increase in the degree of involvement of the person, which will then strongly affect his or her ability to acquire information quickly and sustainably.
Many companies are reluctant to use these technologies due to the complexity and high cost of their implementation.
Applying Virtual Reality technologies to recruiting, interviewing and hiring processes certainly makes them more engaging and compelling.
Conferences, meetings, presentations, team building activities and more are other examples where virtual reality can be introduced to facilitate communication, build relationships and promote innovation orientation.
Visit our site to find out how we at AR Market also use virtual reality technologies in different areas of business!
