I'm almost looking forward to getting a few years older to see what virtual reality will bring to talent management and recruitment. Marketing HR, recruitment, training ... A world of possibilities is offered to us!
What is virtual reality?
According to Wikipedia, "virtual reality is a computer technology that reproduces an environment, real or imaginary, and simulates the presence and physical environment of a user to enable user interaction. Virtual reality artificially creates a sensory experience, which can include sight, touch, hearing and smell. The purpose of virtual reality is to allow a person (or several) sensory-motor and cognitive activity in an artificial world, created numerically, which can be "imaginary, symbolic or a simulation of certain aspects of the real world" for to provide immersion ". Not entirely new, however, the first virtual reality headset was created in the 1970s!
You may have seen this 3D painting video that was widely circulated on the media recently:
We will be able to immerse the candidates in the universe of the company. They will be able to visualize the environment, offices, laboratories, production sites ...
The candidates will be technically tested in 3D: manual tests, techniques, scenarios ...
Some universities have already started to recruit their students: How top schools use Virtual Reality to recruit Students
The British Army has also initiated its latest virtual reality recruitment campaign: British Army VR Recruitment Experience
Training and talent development
Training in a virtual context similar to reality: decision making, stress tolerance ...
I searched, in vain, companies in Quebec who tested the virtual reality. In the meantime, ACCEO Solutions creative Marie-Ève Bernard tested 3D at a recruitment fair. We are not yet in total immersion, but the concept has of course piqued my curiosity.
Marie-Eve, how did you come up with the idea of testing VR?
Some friends came to my house with the Samsung Gear VR. I immediately hooked and saw the potential of RV. The following week, I was talking VR with my colleague Jean-Julien, Marketing Manager for our Municipal Solutions Division. He told me about Google Cardboard and he had a viewer at his desk. I tried it. For a fraction of the price of the Gear VR, it is possible to produce quality content. From there I came up with the idea of doing a test at the Career Event, showing our Montreal office. We have a beautiful workspace, it's one of our assets. Why not enjoy it? With Google Cardboard, we could do the test without much risk, at low cost.
How did you put it into practice?
Easy: I installed the free application on Android. Then I went to take 4 photos of our offices using the application (open space, kitchen, reception, outside the building). In less than 15 minutes, the photos were ready to be viewed. I then ordered viewers on the Google site. At the ACCEO booth at the Career Event, we offered candidates to "visit" our offices.
What were the answers and perceptions of the candidates?
Very good. Most candidates discovered RV at our booth. The reaction of people is emotional. Most laugh, are fascinated. They ask a lot of questions. Several people came back to try the RV at the booth with the people who accompanied them to the show.
Following the career event, we received many more LinkedIn contact requests than in previous years. Most were personalized, with a thank you message for the VR experience and a keen interest in working with us. I believe that this experience, while simple, allowed us to stand out and demonstrate that we are a creative and innovative company.
How do you see this recruitment practice evolve?
On the employer brand side, VR helps potential candidates to immerse themselves in an environment. The experience is lived more intensely than with photos or on the web. The link created is therefore stronger. We could go further by conducting virtual experiments, making visits, "meetings" with recruiters and managers with the help of VR videos. It could also be used in some areas to assess the candidate in a specific situation.
The Google Cardbord is also a great promotional item. It is enough that some candidates leave with a viewer and the attraction of the novelty will make the object travel among their family and friends.
With more budget and equipment there is also possibility to develop interactive routes, with motion and sound sensors.
If you have examples of virtual reality applied to recruitment and talent management, I will be happy to discuss it with you!
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