Insights

A fresh take on ideas and trends in Human Capital

Virtual Reality and HR

With the release of a number of devices this year including the Oculus Rift and Samsung Gear VR, and

With the release of a number of devices this year including the Oculus Rift and Samsung Gear VR, and now the Sony PlayStation VR, people are becoming more interested in the prospect of Virtual Reality for the masses, and the many innovative uses it could potentially have. It has been forecast that the revenue for virtual reality products is projected to reach 5.2 billion dollars by 2018.

Technology within HR is really taking off and has become the norm for many companies. Virtual reality is being considered by HR people for a number of uses that could really enhance the efficiency and accuracy of a number of areas in HR in the not so far future.

Assessment and Training

Situational judgement assessments could be greatly enhanced by the introduction of VR. Being fully immersed in their surroundings, applicants will give truer responses and reactions to real life situations. Assessments could become far more reliable and accurate (leading to hiring the right person the first time around) as applicants will give a clearer reflection of how they would react in a real life situation, it also gives the applicant an idea of what their role will be like on a day to day basis. Being given a talk on rules, customer service, attitude etc. is no comparison to really doing and being able to gauge peoples initial reactions. There is also the advantage of saving on costs, as there is no need to rent out large spaces for training, and there can be savings on travel costs. As well as situational judgement, VR could be used to give a tour of, for example, an intricate machine, on learning how to use it and health and safety surrounding the machine.

Onboarding

VR could even be used to let managers, team members or even the CEO give a welcome talk and let them explain their role, the employees role etc. This allows for a warm welcome to new employees, without having to make them give the same repetitive speech. There is also no need to drag someone in to show new employees around the office, potential employees can take a tour of the office them self. They can take as much time as they need, maybe even from the comfort of their own home – a novelty new way of getting to know the office can be exciting and will make that first day at work far less daunting!

Company Culture

Virtual Reality could enable potential talent to make a far more informed decision on the company and role, through seeing their potential future surroundings or ‘a day in the life’. This will give a far greater insight into your company’s culture, rather than just reading a list of their values from a page. This can be a benefit to both parties, easily sifting out those who are not suitable, improving retention. No one will be wasting their time or be given false expectations.

 

There is huge potential for VR within the human resource areas. It may take a bit of time for VR to become the norm, but it could be a really positive step for HR!

Misconceptions about HR Technology

Sometimes people can be sceptical of new technologies, especially when moving from manual. These mis

Sometimes people can be sceptical of new technologies, especially when moving from manual. These misconceptions will help you understand how HR technology can improve your recruitment process, not complicate it!

Difficult to use

Remember that this technology has been created to ease the recruitment process. They have user-friendly User Interfaces and reports use plain language that any level of manager can understand. User manuals and training are provided for navigating and interpreting information and although it may take a bit of time to get used to it, in the end it will be worth it, with easier and faster recruitment. Also, there will always be someone you can get in contact with if you aren’t sure of anything!

It makes HR Impersonal

It is understandable to think that using a computerised recruitment process would make the process more impersonal. But, it can actually be used to make it more personal! Using HR technology to sift out unsuitable candidates means more time to talk to candidates that do definitely have the qualities, skills and values you want in your company.

Using HR technology will also give greater satisfaction to jobseekers. They don’t want to wait for weeks or months to get an outcome from a simple application process. Using HR technology allows for faster communication. Waiting too long to communicate could cause you to lose your ideal employee!

Not only can using HR technology allow for faster and more personal recruitment, it also means that there is less human error throughout the process. It also allows for statistics to be pulled straight from data and trends ca be found, optimising your recruitment.

Essentially, HR Tech allows for the monotonous parts of the recruitment process to be shortened and the more important tasks to be given more time.

HR Technology is Inflexible

Although there is a general framework that will be used for your recruitment technology, your software can be bespoke, with tests complied to get exactly what you want out of your recruitment process and your candidates.

As technology moves so fast now, this tech is constantly being improved and updated and you will always be using the best new technology, whereas manual HR tools will stay the same until big updates are created and rolled out.