More and more companies opt for VR interviews and recruitment rather than traditional conversational means. What does this new technology bring to the table and how does it differentiate from current recruitment models that many people in the corporate sphere are used to by now?
A new reality
The fact of the matter is that many companies have already transitioned to a VR recruitment model and don’t plan on going back to business as usual. What does this mean exactly? VR technology allows the interviewer to step into a virtual arena with their candidate and spend some time in a digital realm of the interviewer’s choosing. This can either be a serene nature environment or an internal crisis situation that the candidate needs to solve.
Whatever the scenario, it’s up to the interviewer to decide. This opens a huge door for untapped recruitment model potential and offers people of different profiles to show what they have to offer. Having such a semi-realistic scenario play out in a controlled environment can give the interviewer precious data that they would otherwise skip out on. This example is only a fraction of what VR can offer companies that strive towards progress and innovation in their recruitment policies.
An expanded market
Virtual Reality as a system requires a different kind of thinking in order to be fully implemented. People of various profiles will be needed if the technology has any chance of breaking through to the mass corporate market:
- Programmers: Programming is an essential part of what makes VR so sophisticated. Programmers can look forward to many new job employments that require VR programming expertise, allowing even college students to easily specialize in future skills.
- Graphic Designers: Graphics and code go hand in hand. Designers will be needed just as much as programmers, because they will be the ones who create the visual stimuli for the simulations. And while many designers are successfully employed even today, investing some time into 3D modeling and texture design will go a long way.
- Animators: Animators will also find plenty of work when VR becomes an even more trending topic. Interviewers might want to create company branded animations, videos or montages which they can use during public presentations and recruitments. They might also use these animations to test the candidates and their responses, which means that animators will be sought after a great deal.
- Psychologists: Psychology plays a great part in what makes VR so interesting. We are essentially sitting in a chair with a headset strapped around our heads. We have a feeling of sitting in a chair but our eyes and brain are deceiving us. Psychologists will play a huge role in developing VR technologies for recruitment since the candidate responses will be largely unpredictable. Some people might be very good at their jobs but don’t like the VR while others might enjoy it too much and become addicted to the technology. People who specialize in human behavior will have their hands full once VR becomes a trending system for recruiting new staff members.
The upside of VR
VR technology can tell us much more about ourselves than regular conversations can. People who fear video interviews or one-on-one conversations will be delighted knowing that they can do it in VR. It will help them by creating scenarios that work specifically for them, so anything that works for both the interviewer and the candidate can be used as a recruitment environment.
Speaking of video conversations, think about the applications that VR can have when you consider group interviews and workshops. Your candidates can be miles away and not even near you and you can all be in the same room inside the VR, talking and participating in the workshop. All it would take is to have offices around the country that have a single VR headset for the candidates to use. When you consider all the benefits that this technology can offer in regards to recruitment, contacting BestEssay.Education service, to have your paper written or edited seems like a small but essential thing in comparison.
The use of VR for checking and practicing practical skills that can cost people their lives is astonishing in itself. You can have practitioner surgeons, firefighters, police officers or even army men train in the VR without any consequences whatsoever. This is a great way to test your candidates skills in a controller environment and give them a small taste of what it feels like to work for you.
Benefit of the doubt
VR can have negative side-effects as well. Many people experience nausea, disorientation, headache and similar symptoms when exposed to VR. Like we’ve said, not everyone can have a headset on their heads for hours on end and feel okay afterwards. These users (mainly recruiters) will have to balance their usage accordingly and take regular breaks. The headsets are still under constant development and upgraded models are coming out routinely.
So where does VR leave us at the end of the day? The truth is much more positive than some traditional media outlets or corporate executives would like you to believe. VR technology will not only make the recruiters job easier but also create a huge new variety of job employments. People of very different calibers and skillsets will find the market much more inviting than it was before VR technology took off. What we need to do is accept the change that is coming and figure out ways of using it to the best of our abilities.
First steps into VR
If you are a recruiter who is reading this and thinking about implementing VR in their processes, think no further. Give Virtual Reality technology a shot and develop a simple exercise to get you started – you can even test the technology by doing team building exercises with your colleagues. Once a recruiter feels the power and possibilities of VR headsets in their everyday life, no job interview will ever look the same for them.