HomeElectronicsVirtual reality in recruitment - how can your organization benefit?

Virtual reality in recruitment – how can your organization benefit?

What is virtual reality?

Virtual reality, sometimes known as VR, is the process of using computer technology to create a virtual environment that can be viewed in all directions. In contrast to conventional interfaces, virtual reality (VR) immerses the user inside the virtual setting.


A VR headset, like those that may be checked out from OISE Library, is used to create the sensation of presence. Oculus Rift, Samsung Gear VR, HTC Vive, Google Daydream View, and Google Cardboard are other notable VR headsets. These headsets block out the outside world and provide video to each eye, enabling depth perception. In order to link the virtual environment to what the user is seeing, head and body tracking are used to support this technology.

How Might One Use Virtual Reality?

The future of entertainment is virtual reality. There are numerous other intriguing uses for this technology aside from making games and other interactive experiences.

Interior Decoration:

It can be challenging for clients to see the ultimate product when creating a room or house layout. Before you even begin building, you can show them exactly what their new room will look like using virtual reality. By doing this, people can avoid unpleasant shocks when they see how their new kitchen will look or how the light will enter their room later on in the project.

Product testing:

Without the need to construct or purchase any physical models, virtual reality enables you to view how your product will appear in use. Before creating any physical prototypes, you have the chance to make adjustments, which will save you money and time.


By allowing people to experience their fears in the comfort of their own homes, virtual reality is being utilised to help people get over anxieties like public speaking and spiders. By giving patients more control over what they perceive and hear in the virtual world, this kind of treatment aids individuals in overcoming their fears.


More individuals are starting to use VR technology as part of their education, whether it’s learning about science or taking virtual field trips throughout the world, as virtual entertainment becomes more and more popular every day. This might be able to aid students in comprehending complex ideas more effectively than conventional techniques like lectures or textbooks alone.


As businesses in many sectors look for innovative ways to boost production and efficiency while cutting expenses associated with costly training programs or high-end equipment, virtual reality is quickly becoming a crucial training tool.

What Sets Virtual Reality Apart From Augmented Reality?

Technologies like augmented reality and virtual reality are becoming more common. They both have the power to take you to another planet or location, but they do so in various ways.

When you use virtual reality, a screen casts visuals into your eyes that appear to be coming from all around you while you are wearing a headset or special glasses. When using augmented reality, information is typically displayed on top of what you see in the actual world when you hold up a phone or tablet.

Virtual reality in recruitment

Virtual reality (VR) has endless potential for use in the recruitment process.


The virtual reality industry is undergoing an exciting growth period, and predictions indicate that this trend will continue in the upcoming years. The market for augmented and virtual reality may be worth more than US$209 billion by 2022, up from US$27 billion in 2018.

Employers who are dedicated to fostering innovation in HR and workforce management may find themselves presented with some intriguing prospects as a result.

A recruitment game-changer: VR and AR

So how exactly is VR affecting hiring, and how can you take advantage of it?

1. Posing problems

VR and related technology may offer a brand-new and interesting approach for companies to evaluate job hopefuls’ abilities and creativity.

Major IT firms have started investing in virtual reality (VR) and augmented reality (AR) in recent years to aid in applicant evaluation. For instance, Cappfinity, an HR technology company, uses AR to evaluate candidates by rating them on more than 20 key attributes including perseverance, attention to detail, and risk. Additionally, 14 different environments can be customised to examine or enhance specific traits and skills.

Additionally, VR has been tested for hiring and talent acquisition. PricewaterhouseCoopers (PwC) used virtual reality (VR) to market itself as a forward-thinking and tech-savvy employer when hiring top executives. PwC started using VR headsets at college career fairs to give students virtual tours of the company’s offices, according to Carly Williams, who leads the company’s talent discovery efforts. This gives students a “show” rather than “tell” experience so they can experience the working atmosphere.

New technologies can be utilised to evaluate prospects as well as provide applicants with a memorable experience, raising the employer’s brand profile and recognition.

2. Improving the experience of candidates through virtual tours

VR can be a very efficient approach to show candidates where they could be working and living if certain important roles within your organisation require individuals to be based in different places and situations.

Whether it’s an office or somewhere completely else, this immersive technology enables users to see their potential future city and place of employment from a first-person perspective. Recent VR deployments by the British Army allowed participants to practise tank driving at Salisbury Plain and parachuting at RAF Brize Norton before having to do so.

You have assisted candidates in managing expectations and enhancing their comprehension of what the job requires by providing them with a clear and compelling look into their working and living settings. This makes sure that the candidates you are interviewing are genuinely interested in working for you.

3. Interacting with youthful, tech-savvy applicants

Age diversity in the workforce is crucial and can be quite advantageous. Attracting young, ambitious applicants is just as crucial as maintaining the satisfaction and loyalty of your seasoned team if you want to ensure that your organisation has the correct balance of young and experienced professionals.

Utilizing VR as one of your techniques during the hiring process can be an efficient approach to connect with and pique the interest of young, tech-savvy individuals that value cutting-edge technology in both their personal and professional lives.

Head of talent acquisition at Deutsche Bahn Kerstin Wagner noted that use of the headsets resulted in instant and focused engagement from the fairs’ attendees. Additionally, according to her, it has resulted in higher-quality applications from candidates who are able to control their career goals and are crystal clear about how they can contribute to the roles.

4. Evaluating practical abilities

It might be difficult to simulate in the interview and assessment process the real-world problems individuals are likely to face on the job.

To get around this, some firms are adopting online immersive exams that effectively put candidates in situations they could face if they work for the organisation.

For instance, Commonwealth Bank of Australia created a complete career experience combining VR and AR to provide candidates a glimpse into the bank’s workplace culture and assess their aptitude for agile thinking.

This kind of technology-forward thinking appears destined to prove more crucial than ever as recruitment practises continue to change in the years to come. Employers may find significant potential in a number of experimental and innovative disciplines, including virtual reality recruiting and augmented reality.



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