4 Innovative Ways Companies Are Using AR In Recruiting

For most people, their Augmented Reality (AR) experiences have been limited to popular games like Pokémon GO. This technology isn’t going unnoticed by the corporate world though.

VR in recruiting

Businesses are now starting to see AR as an asset that can be used in functions such as recruitment, and are relying on digital creative agencies to provide their hires with AR training.

Here are 4 innovative ways companies are using AR in their recruiting.

1. Showcasing the employer brand

If a company wants to recruit the best talent, they need to be able to communicate the value of working there. In the past, this might have been done with a brochure or a video at a job fair. Now with AR, companies are able to present their employer brand to potential hires with an engaging and immersive experience.

When used at job fairs, the booth could be set up to interact with the application in a number of different ways. By providing interested parties with walkthroughs, they can become familiar with the benefits of working for the company as well as giving them a feel for the workplace culture in a way that a brochure can’t capture.

Hershey did this at a job fair in 2014. Using an AR app and some iPads, potential hires were able to experience a specially designed AR wall that skillfully communicated the company’s values of being team-focused and a spirit of service.

2. Testing candidate skills

AR also lends itself well to finding employees with the right skill set. A company can build an AR game that requires using many of the skills that are necessary for success on the job. Potential hires can download the game and tangibly demonstrate their value to the company. This strategy can have the benefit of attracting candidates while also allowing a company to assess the potential talent of each prospect.

Jaguar is one such company that developed a mixed reality app to attract talent and test skills. In an initiative to hire electronic and software engineers, the car manufacturer teamed up with Gorillaz to build an AR game that tested potential hires by using code-breaking games.

This benefited recruiting because the people who played the game were more likely to apply for positions through traditional channels. As a bonus, Jaguar was also able to fast-track people that performed well in the game.

3. Sharing the work environment

Developing a positive workplace culture is an important part of recruiting. Modern businesses like to show off a relaxed atmosphere where employees are free to explore new ideas and work on their own terms.

Explaining this experience can be one way to express the value of your work culture. But with technologies like AR, you can develop an interactive experience that can really show the potential hire all that your workplace has to offer.

General Mills deployed this strategy to great success. Using the Oculus Rift headset, General Mills developed a virtual tour of their headquarters that gives recruits an idea of what it’s like to work for the company. AR is showing itself as a useful tool in improving the candidate experience.

Simulating work experience

Companies could also develop experiential games to attract and recruit talent. While a game cannot capture the full experience of working for a company, it can be a great way to attract people to your company. It can also prove useful in teaching them about some of the skills they may need to be successful in the job.

Siemens is one company that has shown how this can work. They developed a Facebook game called Plantville. In the game, a user operates a virtual factory. They have to hire and deploy staff, manage resources, and adapt to outside conditions that may affect operation.

Not only could an app like this work to get more people interested in manufacturing, but it can also teach potential employees about some of the skills that go into running a factory. With an integrated AR experience that better simulates a real world experience, candidates will be more involved and engaged.


Rae Steinbach is a graduate of Tufts University with a combined International Relations and Chinese degree. After spending time living and working abroad in China, she returned to NYC to pursue her career and continue curating quality content. Rae is passionate about travel, food, and writing, of course.

 

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Ji-A Min

Ji-A Min

Head Data Scientist at Ideal
Ji-A Min is the Head Data Scientist at Ideal. With a Master’s in Industrial-Organizational Psychology, Ji-A promotes best practices in data-based recruitment. She writes about research and trends in talent acquisition, recruitment tech, and people analytics.
Ji-A Min

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