2020 has fast-tracked the use of AR and VR for HR

Isn’t it funny how adapting to COVID-19 has just made everything that seemed so futuristic mere months ago now seem like a no-brainer?

Way back in 2019, a survey of start up founders reported that 9 out of 10 believed that by 2025, immersive technologies (augmented reality and virtual reality) would be as common as mobile devices. (Source: Perkins Coie LLP and the XR Association)

Now, thanks to circumstances that have put more pressure on us all to be able to perform productive tasks remotely – combined with the production and deployment of AR and VR now taking place remotely - fast uptake seems even more likely.

VR and AR – what’s the difference?

Virtual Reality (VR) involves complete immersion in a computer-generated reality where users (via a head-mounted display or a VR headset) experience the sense that they are among the virtual objects on screen.

Augmented Reality (AR) enhances the real-world with images, text and other virtual information via devices such as heads-up displays, smartphones, tablets, smart lenses and AR glasses. 

VR is already used in military, engineering and construction, healthcare and educational training environments. AR famously became prominent during the Pokémon Go trend a few years back. Both are ideal for application in work environments because of their association with high knowledge retention, increased engagement and improved preparedness in key learning and problem-solving scenarios.

3 ways the HR department can use VR and AR right now

1 Recruitment

Upon arrival a potential candidate can experience a virtual tour of the company, providing a glimpse into the culture, typical daily activity and introducing selected co-workers. The technology can give interviewers ready on-screen access to the candidate’s relevant skills and experience. It also has analytical data capabilities that aid decision-making based on collated background information, interview facial expression analysis, emotional response readings as well as other information captured from the interview.

2 Onboarding

Another virtual tour. This time with more detailed information about the company, functions, departments, conventions, introductions, instructions etc. Using exciting, colourful 3D graphics, gamification and immersive studios, new employers can make a positive and personal impression – even remotely.

3 Training and Development

The ultimate simulated learning environment. Especially beneficial in physically dangerous scenarios – which, now includes virus transmission. AR and VR applications can manipulate virtual objects to test participants’ abilities to react to unusual, unpleasant incidents. Even during less perilous lessons, 3D imagery can present learning materials more interestingly – strengthening likelihood of retention. Furthermore, for HR, keeping track of skills, competency and capabilities is digitalised and made easier as a result.

AR/VR technology has the potential to enhance the employee experience as well as transform HR implementation. Applications can be designed to help assess people and their progress and decision-making is made more informed by data. Best of all, VR and AR can achieve all these things safely, remotely - yet immersively.