Will VR become part of the recruitment process

Virtual Reality has a real buzz around it at the moment. Every-time you look in the trade press there is a story about another Virtual Reality start-up getting significant funding from venture capital.

The sums are mind-boggling. The question is, will Virtual Reality break out from its bad reputation of the past and become something that is used every day in the recruitment process?

I have presented some arguments for yes and some arguments for no below.

Arguments for Yes – Virtual Reality will be common

Real world assessments: Virtual Reality will give companies the ability to see how candidates react, act and do tasks in the “real world”. For example, it could present a mechanical engineer with a challenge that they will face day-to-day or a front of house receptionist with a situation dealing with an upset customer. It will allow candidates to be assessed on how they react and act in a given setting, challenge or scenario.

Fair and equal interviews: Within a Virtual Reality setting you can give every candidate the same interview experience. Imagine having a correctly the same conversation with every applicant. Imagine then being able to honestly shortlist based on fair and genuinely equal interviews.

Quantifiable date based hiring: Virtual Reality will create data. Data that can be used to make fair judgments based on the actions and outcomes at hand and compare it will include other candidates data.

These are powerful ways that Virtual Reality could in the future make the hiring process fairer, more useful and data-driven. However, it does come with some issues.

Arguments for No – Virtual Reality will not be common

Video interviewing has not taken off. So why would VR?: Look at Skype. Skype has been around for over ten years, the ability to FaceTime on iPhones has been around for circa five years. Both of these features mean that you are able to make video calls to people all the way across the globe. However, how many hiring managers, recruiters or HR personnel use these? I do not have the answer, but it will be small compared to the use of face-to-face interviews. VR may offer a better, quicker method to interview and assessment. That does not mean people will adopt it. Just look at Betamax as an example of better technology not taking off.

Cost/Benefit: Virtual Reality is going to be expensive for implementation for a long while, so although there will be numerous benefits to using VR in the recruitment process, the cost may become a factor. For example, a front of house receptionist position may benefit from selection via a specialist VR program, however, will the cost justify it?

VR recruitment and selection will create new problems: Virtual Reality, if used in the recruitment process, will create its own problems and issues that will have to be overcome. Solutions that may take too much time and money. For example, some people find VR makes them feel a version of car or sea sickness. Now if someone cannot use the VR headset, how can you assess them fairly versus other candidates who can?

Bias will still exist: Virtual Reality recruitment and assessment will only amplify the bias of those who create the technology. Generally, white middle-class well-educated men living in San Fransico and other tech hubs. Without implementation that eliminated the bias at source Virtual Reality could end up creating new or enhancing old recruitment bias.

So will it be used?

Sadly I do not have a crystal ball.

However my gut feeling is that Virtual Reality based assessments will become part of the assessment mix for some industries and positions, but not most. Mainly because as we enter a world of automation and the movement towards a more highly focused service economy, personal skills will still matter, thus face-to-face will mater. VR will have its place. Engineers, Pilots, Haulage Drivers and many other sectors will be able to incorporate this into their current processes.

Virtual Reality’s bright future regarding human resources and talent issues is with training and development. This is where I believe Virtual Reality will really come into its own.

Imagine being able to review and train live face-to-face sales meetings in Virtual Reality? Or rehearse sales calls in a non-rubbish role place setting. It really will beat role play with your boss. Or imagine how it could be used to up-skill our ageing workforce. These users really do mean that the future is bright.

Let’s just hope Virtual Reality will live us to its promise this time around.

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As ever we would love to hear what you have to say.

Feel free to email joseph@thenakedrecruiter.com about your thoughts on this or any other topic 

The Naked Recruit is funded through our affiliate link program with Acuity Scheduling. It is a tool that has saved me dozens of hours. Check out Acuity

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You should take a proper lunch

So, did you take a proper lunch break today? Yesterday? Anytime in the last week? The depressing thing is that most people who work in offices in the 21st century just do not take time for lunch. It is a very sad indictment on the way we work and live. In Britain, according to the Telegraph newspaper, the average worker takes only a 34-minute lunch break, and for many, those 34 minutes are just scrolling through Facebook while eating at their desk.

Compare that with the Germans (who are by far more productive per hour than the average British worker) where an hour and a half is not unheard of, many employers still have a canteen where people actually sit down to eat together. That beats cat videos on Facebook.

Personally, I did the same until the power and miracle of a lunch hour were shown to me. Once I started working for myself and started taking lunch breaks (thanks to my partner making me) everything changed when it came down to the lunch hour. So what are the benefits of taking a lunch break away from your desk?

Social interaction with colleagues build bonds that help in the day-to-day team working of the business. It de-stresses and gives perspective by getting your mind on other things. Allowing your subconscious to do the rest. It is suitable for health – getting out of the office or going for a walk instead of sitting is right for you and will promote well being.

It invigorates your working as you are fresher for the afternoon. No carb crash – as you are not checking in a Boots meal deal into you month as quickly as possible before getting back to the phone you will not get the mid-afternoon carb crash as you will have eaten mindfully, slowly and probably less. So when it is your next lunch break, take it.   

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The Book: Recruitment Hacks is now available on Amazon.   

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What is the Naked Recruiter for? Why I started the Naked Recruiter and a little about the book I have written

Overview, The Naked Recruiter, is proud to bring you the Life Hacks that will improve the running of your desk, your business, help you smash your sales targets and become the best recruiter you can be. All while getting a great night’s sleep.

We all know recruitment is one of the hardest, most challenging, mentally demanding careers out there. Many people do not make the grade. However, if you use our Life Hacks, then you will become less stressed, more productive and more successful. Why have we created 99 Life Hacks for Recruiters?

Recruiters need help to make their lives more comfortable and more fulfilling on a daily basis.

Much of the way that recruitment works are stuck in the dark ages of the 1980’s and 1990’s telephone sales business model. The telephone is always going to be king in recruitment, but why do we still do so many blind cold calls?

Why are so many recruitment companies so digitally naïve and why does recruitment not seem to be changing?   

Essentially these questions kicked off the entire Naked Recruiter website, and we are now trying to bring new thinking into recruitment via thenakedrecruiter.com and our Life Hacks series as outlined in this beautiful book

So who am I?

My name is Joseph Henry or Henry to my friends or much worse to my enemies. Don’t worry I do not have enemies as I am lovely really. I just said that to make an impact. My recruitment career started a decade ago after a brief stint working in insurance and then politics.

Since then I have worked for a big multinational executive search firm, a well know high street agency, a political services provider who also had a recruitment agency that I turned around, and now run my own business. As a hobby and creative outlet, I also write a popular blog called the Naked Recruiter.

What is a Life Hack?

Well, Wikipedia sums it up better than I ever could: “Lifehack (or life-hacking) refers to any trick, shortcut, skill, or novelty method that increases productivity and efficiency, in all walks of life. The term was primarily used by computer experts who suffer from information overload or those with a playful curiosity in the ways they can accelerate their workflow in ways other than programming.”

For this book, I wanted to bring the spirit of the life hack into recruitment. Not to talk that much about cold calls, all recruitment books seem to talk about cold calls, but a whole myriad of ways that we as a recruitment community can get better, more productive and just a little bit sassier. I hope you enjoy the book.

If you have any questions, please email me at joseph@thenakedrecruiter.com

 

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Thank you for reading this Recruitment Hack.   You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.   

The Book: Recruitment Hacks is now available on Amazon.   

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This Year work in 90-days sprints

It is January 1st, We have all been there, and we have created a long list of new year’s resolutions, life goals and plans for the up and coming year. We want to complete them so bad.

You want to get fit, learn that language and bill bigger than you have ever billed before.

Suddenly, it is April fools day, and you look back, and you feel a fool. Maybe this is the reason it is called April fools day!

You wanted to go to the gym, stop drinking and make great sales numbers. Sadly, you are back on the vodka at weekends, going to the gym once and have a cheeky vape with the other cool kids at work during lunchtime.

In short, you suck at setting and keep annual goals. It is not really your fault as yearly goals, although are cool and look really stylish, are rarely achieved because they do not create urgency or relevancy.

The annual goals younger brother is the 90-day sprint. The 90-day race is not as big as the Annual goals. It aims are not as sexy, but for some reason, it is far more successful.

So how does the 90-day sprint work? Only, it is setting a goal within a time frame that as a human we can imagine, feel, and our actions have a real and tangible impact towards completing them. Billing £200,000 sounds like a lot, but when broken down into £50,000 a quarter it takes on a different veneer.

Want to read 52 books in a year. That sounds like a lot, but 13 in the 90 days seems manageable. Especially if a couple of them are Dan Brown novels! How do we create a 90-day sprint?

Firstly, what are your annual goals? Write them down and figure them out. This may take some time, but it is worth figuring out.

Secondly, Pick the five most important things that you want to achieve.

Thirdly, break them down into manageable chunks. For sales figures, divide it by 4. For other goals think about the steps that need to be taken along the road of reaching that final destination.

Four, write the 90-day goals out and read them to yourself daily.

Five, on day 91 refer to your annual goals and re-set the next 90-day sprint.   

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Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.   

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