How to use Virtual Reality and AI to make the best out of your hiring process

In the dynamic landscape of the modern workplace, harnessing the power of HR tech innovations is not merely an option; it's a necessity. According to a survey by Gartner, Inc., nearly half of HR leaders cited HR technology as their top investment priority. This showcases organisations are continually seeking innovative ways to attract, engage, and retain top talent using HR Tech innovations and reflects a fundamental shift where HR tech innovations are no longer peripheral but central to the HR processes, profoundly altering how candidates perceive and engage with potential employers.

The candidate experience, from the initial job search to onboarding, plays a pivotal role in shaping an applicant's perception of a company. Revolutionising hiring and candidate experience through HR tech innovations is akin to opening the door to a world where recruitment is not just a process but an immersive journey. Adopting innovative technologies increases efficiency and creates moments that resonate with candidates, leaving a lasting impression that extends far beyond the hiring decision. These innovations have the power to create a recruitment journey that is more engaging, personalised, and impactful than ever before.

Here is a compilation of HR Tech innovations that signal a paradigm shift, where the candidate is not just an applicant but a valued participant in an experience that reflects the organisation's commitment to excellence from day one.

AI-generated job descriptions

Crafting compelling job descriptions is essential to attract the right talent. AI can assist in generating job descriptions that are not only appealing but also inclusive. Gone are the days when recruitment teams had to spend hours copy-pasting templates and writing job descriptions on portals, which were often jargon-laden. AI can provide insights into the language and content that resonate with potential applicants by analysing successful job postings and candidate responses. This helps create job descriptions that appeal to a diverse pool of candidates, reduce biases, are accurate, and offer enhanced candidate experience.

How does it work?

AI algorithms analyse vast amounts of data from successful job postings and candidate responses to understand which phrases, keywords, and content elements are most effective in attracting qualified candidates. This data-driven approach not only streamlines the writing process but also ensures that job descriptions are more appealing, inclusive, and tailored to the needs of both the organisation and potential candidates.

Candidate matching using AI

One of the groundbreaking innovations in recruitment is AI-driven candidate matching. Traditional methods of filtering through resumes and applications can be time-consuming and prone to human bias. AI-powered algorithms can scan through vast databases of candidate profiles and job descriptions to find the most suitable matches. These algorithms analySe factors like skills, experience, and cultural fit, ensuring that the initial candidate pool is highly qualified.

How does it work?

AI algorithms process textual data, extracting key skills, qualifications, and experience requirements from job postings. They then compare this information to candidate resumes, giving relevance scores based on how closely a candidate's qualifications align with the job's requirements. Machine learning models continuously improve accuracy by learning from historical hiring data, enabling recruiters to quickly and objectively identify the most suitable candidates, streamlining the hiring process, and enhancing the quality of hires.

Hiring using predictive analytics

Predictive analytics is transforming how organisations identify and hire top talent. By analysing historical hiring data, AI-driven predictive models can forecast which candidates are most likely to succeed in a particular role. This data-driven approach not only improves the quality of hires but also reduces turnover rates, saving both time and resources.

How does it work?

The process begins by collecting and analysing a wide range of historical hiring data, including candidate profiles, interview performance, and on-the-job success metrics. These algorithms identify patterns and correlations between various factors and candidate success, allowing organisations to predict which candidates are likely to excel in a specific role. By quantifying the possibility of a candidate's success, recruiters can select the best-fit candidates, reducing turnover rates and improving the overall quality of hires while minimising the potential for human bias in decision-making.

AI-powered video interviews

Video interviews have become common in recruitment, but AI is taking them to a new level. AI-powered video interviews analyse candidates' facial expressions, tone of voice, and language used to provide insights into their personality and communication skills. This objective assessment complements traditional interviews, helping organisations make more informed hiring decisions.

How does it work?

These interviews typically involve candidates answering pre-recorded or live interview questions on camera. As stated above, these AI algorithms assess facial expressions, tone of voice, language, and body language to provide insights into candidates' soft skills, personality traits, and communication abilities. By objectively evaluating these non-verbal cues, AI helps recruiters make more informed hiring decisions, providing an additional layer of assessment beyond traditional resume screening and verbal responses.

VR onboarding

Virtual Reality (VR) has made its way into onboarding processes. VR onboarding offers new employees an immersive experience, allowing them to virtually explore the office, meet colleagues, and learn about company policies and procedures. It makes the onboarding process more engaging and memorable, setting a positive tone for the start of their journey with the organisation. Companies like Accenture are currently using VR for onboarding. The company uses the "Nth Floor," which it created using the Microsoft AltspaceVR platform, as an onboarding and training area, so new employees can meet other workers there and communicate beyond email or office messaging.

How does it work?

First, a company creates or sources immersive VR content designed explicitly for onboarding purposes. This content may include 360-degree videos, virtual tours of the office, interactive simulations, and educational modules. Then, new employees are provided with VR headsets and controllers(these can range from high-end to low-cost sets). New hires can access the VR environment, often through a designated VR app or platform the company provides. Within the VR environment, employees can engage with various modules and simulations. These may include guided office tours, introduction to team members through avatars, compliance training, and company culture presentations. VR onboarding can also include practical exercises and simulations where employees can practice job-related tasks or interact with virtual colleagues to enhance their job-specific skills.

Throughout the VR onboarding process, companies have the ability to collect data on how employees interact with the content. This data can be used to assess their understanding and engagement, allowing for further improvement and customisation of the onboarding experience.