Virtual Reality & HR Function

Virtual reality

It’s going to take a few years to know the answer, but here this for now: according to industry estimates, the VR market will amount to $5.2 billion by 2018. We need to talk about its potential applications. So, it’s generally asserted that companies of the future will be virtual.Although, the precise definition of what it means to be a virtual organization are hard to find, the origin of the phrase is, however, clear.  It stems from the term “virtual reality”, computer simulated life that replicates an environment that stimulates physical presence in places in the real/imagined world. A virtual organization bears a resemblance to a normal organization in its inputs and outputs. Although, it differs in certain ways in which it adds value during the journey in between. A virtual organization has, practically unlimited tiers to its structures, all of them are versatile and evolving. A large number of these tiers don’t need employees virtually. Did you know that the UK’s Virgin Group held 5% of the British cola market with just 5 employees? This was accomplished by firmly focusing on its core competency: it’s marketing. A virtual organization depends generally on a network of part-time electronically connected freelancers, which can also be alluded as e-lances. A virtual organization has a couple of physical assets, mirroring in a way that add value, thus becoming more dependent on portable knowledge, and less dependent on fixed plant and machinery. Hollywood is often cited as an ideal example of a virtual organization. The industry has been virtual since it liberated itself from the studio system.A large number of freelancers, from directors to actors through publicity agents, come together for a common goal: to make a movie. It goes on and on and is productive indeed. Inspired by Hollywood, we wanted to narrow down some of the truly exciting potential uses we see within the Human Resources industry.


Using virtual reality candidates can be interviewed and get a realistic preview through a tour the company, all from the toasty comfort of their home. Very few organizations use video to give a quick preview of the company, although, that doesn’t allow the opportunity for an interaction with the recruiter. It can also be used by recruiters who’ve recruiting for a highly technical engineering role, in which they need to assess the candidate’s abilities properly. In order to accomplish this, they could use Virtual Reality technology to allow them to remotely assess the candidate’s set of skills and check whether they are up to the standards they need.


People in the human resources department are often overworked, and orientation and onboarding of new employees don’t make it any easier. Using a virtual reality set up, they can let new hires experience being welcomed by the CEO, meet fellow colleagues and get acquainted with the particulars of the organization.It can also be a perfect way to get an employee who’s going to work remotely, connect with the organization.


Training in the customer service department entails teaching existing and new employees the skills and knowledge required to increase, retain and understand customer happiness. The training given generally includes how to’s in greeting customers, body language, listening, dealing with discontented customers, managing an appropriate tone of voice. Virtual reality technology can be used to simulate real world scenarios and situations to replicate situations and help employees more easily prepare for various situations. Organizations can even gamify the whole experience of employees. They could use VR to make the environment more competitive: companies can simulate a sales scenario, for example, a customer wandering through the shop floor, deciding between models. Organizations can design competitions, and grade sales employees based on various merits such as price point achievement, close-rate efficiency, etc. to induce a more performance-based environment into the organization.

Collaborative Assessments

Particularly when recruiting for senior roles, the decisions involve assessment from a number of other senior members of the staff from within the organization.Virtual reality can help arrange for everybody to be in the same place at the same time, especially for top-level executives who have very busy calendars. Virtual reality technology is here and is constantly evolving. The real challenge is changing those who want to stick to rather traditional parts of the organization. Whether you’re a global player or a startup in Silicon Valley, you’re going to need to keep up with the constant changes occurring in the digital world. We can’t wait to see what the future holds for us, human resources and the business world!

Priyansha Mistry
Currently editor at The HR Digest Magazine. She helps HR professionals identify issues with their talent management and employment law. | Priyansha tweets at @PriyanshaMistry

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