Virtual Reality (VR) and Augmented Reality (AR) are very interesting topics in the world of social interaction. Not only in terms of how humans will interact with computers, but how humans will interact with one another. One large company pushing the envelope for early adoption of this technology is Facebook. At their big F8 Conference, Mark Zuckerberg discussed the 10-year strategy for Facebook including a large reliance on the advancement of VR and AR.
As these technologies evolve, are there sustainable business cases for their use in the world of talent acquisition and employee engagement? Many companies are trying and many are failing but there are a few great options for using these technologies that you may want to consider.
I won’t spend time discussing the differences between AR and VR in this article, instead I’ll share executable examples of each.
AR for Employee Onboarding
Leveraging AR for talent onboarding is a use case that is beginning to evolve. Think Pokemon Go with a purpose. Creating an interactive mobile experience within your office can be a great way to immerse new hires into your company without the same old office parade show. It may seem a bit impersonal but actually it’s not; the ability to overlay meaningful information can help people to retain knowledge that they would otherwise completely forget. Within the tech industry it is also a great way to show new hires that your company is progressive in their adoption of new technology, not just for the product but utilizing tech to enhance all aspects of the company.
VR for University Recruiting
In my opinion, this is one of the most valuable use cases for VR to date. Studies show that video is the most powerful type of content. “Almost 50% of internet users look for videos related to a product or service before visiting a store,” and “Online shoppers who view demo videos are 1.8 more likely to purchase than non-viewers.” Now, I know these are not recruiting videos, but you hopefully get the idea, video is powerful! Imagine the attraction to your company when you are trying to attract talent among 20 other companies to consider your organization as their first post university challenge. Beyond the simple gimmick of getting more people to your booth because you have really cool VR goggles (this will happen for sure). You have actually created an opportunity to emotionally connect with students and truly get them excited about what you are doing. You’re not doing the outdated, 10-year meet and greet office tour, you do something that lets them hear from the CEO, other employees and see behind a few interesting doors of the company. This interactive experience gives university students a glimpse into the impact that your company and/or products are having, and experience what it would be like to work there.
Give these two ideas a try and spice up your talent strategy with the latest and greatest gadgets. The key is not to simply go after the next shiny object because it’s cool…but the business cases may give you a reason to ask your boss to let you buy an awesome new 360 camera and some VR Goggles!