How virtual reality and augmented reality impact employer branding

In the dynamic landscape of talent acquisition, companies are leveraging cutting-edge technologies like Virtual Reality (VR) and Augmented Reality (AR) to redefine their employer branding experiences. These immersive technologies are not just revolutionizing the way organizations connect with potential candidates but also enhancing the overall perception of their employer brand. Let’s explore how VR and AR are reshaping the recruitment game, with examples from forward-thinking companies.

2. Virtual company tours: VR enables companies to provide virtual office tours, giving candidates an in-depth look at their work environment and company culture. For instance, Accenture has embraced VR to create a “360 Experience” that allows candidates to virtually step into their innovation hubs, showcasing the collaborative and innovative spirit of the workplace. This immersive tour offers candidates a realistic preview, fostering a stronger connection and understanding of the company’s ethos.

3. Interactive job previews: AR has proven instrumental in offering interactive job previews, allowing candidates to experience aspects of the job before even applying. Imagine a scenario where a candidate uses AR to visualize a typical day in a specific role. Walmart utilizes AR in its hiring process, allowing applicants to use their smartphones to experience a day in the life of a Walmart associate. This not only engages candidates early on but also ensures a better fit between the candidate and the job role.

4. Virtual onboarding programmes: VR is transforming the onboarding process by creating virtual environments where new hires can familiarize themselves with company policies, facilities, and team members. Deloitte’s “Greenhouse” program utilizes VR to simulate real-world scenarios, enabling new employees to navigate through various challenges they might face in their roles. This immersive onboarding experience contributes to a smoother transition for employees and showcases the company’s commitment to innovation.

5. Skill assessment through gamification: AR and VR are being used to assess candidates’ skills through gamification. PwC, for instance, has implemented a game-based assessment called “Game-Based Assessment,” where candidates use VR to solve real-world business challenges. This not only provides a unique and engaging assessment experience but also helps identify candidates with the skills and traits crucial for success in the organization.

6. Remote collaboration and team building: In the era of remote work, VR is becoming a powerful tool for fostering team collaboration and building a sense of belonging. Companies like Mozilla are using VR to create virtual offices where employees can interact with each other in a shared digital space. This not only aids in team building but also reinforces the company’s commitment to adaptability and technological innovation.

7. Diversity and Inclusion Initiatives: VR and AR can be powerful tools for promoting diversity and inclusion by providing simulations that help employees understand and empathize with different perspectives. Unilever, for example, uses VR to simulate situations related to unconscious bias, allowing employees to experience and learn from diverse perspectives. This fosters a more inclusive workplace culture and showcases the company’s dedication to diversity.

In conclusion, Virtual Reality and Augmented Reality are reshaping the way companies approach employer branding and talent engagement. These immersive technologies are not just about creating a wow factor but are instrumental in providing a more authentic and engaging experience for current and future talent. Companies embracing VR and AR in their talent acquisition strategies are not only attracting top talent but are also positioning themselves as innovative, forward-thinking employers in the eyes of the workforce. As we continue to navigate the evolving landscape of work, the integration of VR and AR in employer branding experiences is poised to become a standard practice for organizations looking to stay ahead in the competition for talent.

The author is founder & CEO of Phoenix TalentX Branding. Views expressed in the above piece are personal and solely that of the author. They do not necessarily reflect Firstpost’s views.

More from Business

Hyundai India’s Rs 27,870 crore IPO oversubscribed by 2.28X, largely driven by institutional investors How Indian fintech startups are driving Malaysia’s UPI-like digital payments revolution