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Use of Virtual Reality Environments to Improve HR Processes
Use of Virtual Reality Environments to Improve HR Processes

August 17, 2021

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In today's day and age, an individual's cognitive profile is a major factor in determining their professional success. Various experiments have been conducted through the use of virtual reality environments to measure one's attention, memory, working memory, awareness and other cognitive abilities. According to Linda Gottfredson, a psychologist and professor at the University of Delaware, cognitive ability is the  “mental capability that … involves the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and learn from experience”. With the current environment that we live in, we are subject to activities that limit our cognitive abilities. It is assumed that the only practical use of virtual reality technology is in the gaming industry. However, in recent times it has been discovered that it has great potential in a more engaging and efficient onboarding process and training of employees.

Virtual reality by nature is a “computer-generated simulation in which a person can interact within an artificial three-dimensional environment using electronic devices” where one “is able to have a realistic-feeling experience”. While there are some minor health issues reported through the use of VR, the benefits it provides to the HR industry outweighs the very improbable health risk.

The impact of COVID-19 has majorly disrupted the traditional recruitment process where in-person interviews have become impossible to conduct. Virtual reality has the potential to “stimulate on-the-job experiences during a virtual interview scenario”. The traditional method of recruitment generally has a high cost attached to it. Like most technologies, virtual reality has the ability to be both more cost and time efficient. 

Furthermore, in the recruitment process, it can aid in filtering out candidates that are unwilling and/or unable to carry out tasks that job requires them to. This can be done through virtual reality games which are able to measure one's cognitive abilities. For instance, a game can integrate a psychomotor vigilance task (PVT) which is a “sustained-attention, reaction-timed task that measures the speed with which subjects respond to a visual stimulus”. The subject is required to press a button as soon as a light appears. The light will turn on randomly every few seconds for 5–10 minutes. It measures sustained attention which can be a skill that may be crucial for certain jobs.

Virtual reality can offer a more seamless transition for newcomers to their new occupations, especially during the COVID times. The HR can conduct a more interactive onboarding process where the newcomers can experience a virtual environment of their “office” while at home. Apart from VR, other technologies such as blockchain, AI, etc., can help with end-to-end onboarding processes more seamlessly - with the coming-of-age digital platforms

Virtual reality can provide employees with more engaging and effective training methods. It can take industry standard tests such as the digit span test and error awareness task and integrate them into games for a more appealing and efficient experience for employees.

In conclusion, the application of virtual reality is endless and is completely dependent on the individual using it. With its ever growing nature, integration of 21st century technologies like virtual reality is likely to change the HR industry and its operations for the better.



 


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