VR in Recruitment: The Future of Hiring or Just a Fad?
Recruitment methods have evolved rapidly, with technology playing an increasingly pivotal role. In the UK, tools like virtual reality (VR) are shaking up traditional hiring processes. But are these methods really here to stay, or are they just a passing trend? At HRLife, we’re diving into the latest technological innovations and how they’re changing the way candidates are recruited.
The Rise of VR and Tech-Driven Recruitment
One of the most intriguing developments is the use of virtual reality (VR) in recruitment. VR allows candidates to experience realistic job simulations, providing them with a sense of the role they’re applying for. For instance, Jaguar Land Rover partnered with gaming company Gorillaz to create a VR recruitment campaign, enabling candidates to solve engineering challenges in a virtual world. This immersive experience helps companies assess real-world skills in a unique and engaging way.
Additionally, automated tools such as AI-driven assessments and video interviews are becoming increasingly popular. However, as shown by a recent HRLife poll, the majority of HR candidates are still wary of tech-heavy approaches. A significant 62% said they’d rather not submit a video application, and only 2% are keen on the idea of a VR interview.
Our Perspective: The Personal Approach Still Matters
For us at HRLife, the personal approach remains essential. We know hiring HR professionals is much more about culture and fit, two factors that are difficult to replicate digitally. We struggle to see how, in our market, VR or fully remote hiring could emulate the feel of a face-to-face interaction. However, for sectors like tech or software, we can certainly see the benefits of virtual hiring, where skills might outweigh cultural immersion. Perhaps the best solution is a combination of both methods to assess the true fit for both candidate and client. That said, we appreciate that times are changing, so who knows, maybe our views will need to shift in the future if our candidates join the evolution.
Looking Back: Traditional Methods Still Prevail
Despite the rise of new technology, traditional recruitment methods still have a strong foothold. Our poll found that 59% of candidates prefer face-to-face interviews, reflecting a desire for personal connection in what can be a stressful process. Candidates tell us that with the decline of in-person interactions, they value these opportunities even more. In our experience, fully remote hiring, primarily seen in contract roles, has sometimes led to a greater risk of misalignment in areas such as management, culture, and team dynamics.
While video interviews (38%) are becoming more accepted, they still lag behind the trust and rapport built through in-person meetings.
Your Perspective: The Marmite Effect
Our recent polls sparked some lively discussions on the use of video and virtual methods in recruitment, with a mix of positive and negative feedback suggesting that the use of tech for recruitment is very much love or hate.
One professional highlighted the benefits of video recruitment in place of receiving a CV, stating it “allowed us to see more of the person and the personality as a whole rather than just a list of achievements.” They found video interviews particularly useful for mass hiring, such as for graduates and interns, helping to tailor questions and find the best fit.
On the flip side, others shared less favourable experiences. One respondent found video interviews “very stressful,” with a countdown clock rushing their answers. They described it as “talking to a machine,” which made building rapport and showing personality difficult. As a HR professional, they wouldn’t recommend video applications, calling them impersonal and off-putting.
Some raised broader concerns about the overuse of tech in recruitment. One comment warned that “organisations are jumping on the AI and tech bandwagon before fully understanding the impact.” They felt that cutting corners with these methods can hurt the candidate experience and fail to live up to a company’s Employee Value Proposition.
These diverse views reflect the complexities of using tech in recruitment, where balancing innovation with personal connection remains crucial.
The Balance of Old and New
While technology is undoubtedly revolutionising recruitment, one thing tech cannot replicate is the feel of a company. The key part you can’t achieve remotely is that personal, intangible connection. Face-to-face interactions give you a gut feeling that’s hard to capture online, creating a holistic sense of the company’s culture, the leadership, and the environment. It’s clear not all candidates or clients are ready to embrace a fully virtual hiring process for HR. For now, the key lies in balancing innovation with human connection.