It started with video interviews and has progressed onward and upward from there. Technology is making huge inroads into the graduate recruitment process and it’s not going to go away. On the contrary, more and more major firms are using increasingly sophisticated digital process to decide who will be hired.
First, for those who are a little hazy about what’s involved, some definitions. The three key processes impacting on traditional selection methods are:
– Virtual reality: computer simulation of 3D images or environments that allows human
interaction when wearing specialist equipment such as a headset
– Augmented reality: using technology to superimpose a computer-generated image on a
user’s view of the real world, providing a more complex experience
– Gamification: applying elements of game playing (e.g. rules, scores, competition) to another activity i.e. recruitment exercises.
Still none the wiser? Here are some examples:
- Banking group Lloyds tests candidates ability to move virtual objects in immersive virtual situations, using calibrated headsets and gloves
- KPMG takes the traditional in tray or e tray exercise one step further by using a Virtual Office Exercise – practice questions available on line should you want to try this out for yourself
- Deloitte uses photographs instead of written questions to gauge reaction to specific
situations; other organisations use videos in the same way
- EY requires candidates to participate in a mobile game
- Unilever’s digital job interview comes complete with commercial case study
- HSBC is using job simulators in selection exercises to see how candidates perform in typical workplace scenarios.
Get the picture?
Currently these techniques are used alongside more established approaches, such as group discussions and psychometric tests, but who know whether this will prevail? Given that the use of video interviews has risen by over 40% in the last few years, hang on to your hats where these new developments are concerned.
As always there’s no substitute for doing your own research into individual recruitment practices, and these will give you a great starting point to exploring gamification and the broader graduate job hunt. Some of the key takeaways are:
- VR scenarios are often workplace based, but some take candidates to weird and wonderful locations and environments – snowy peaks and ancient temples being just two examples
- Companies are increasingly using these digital tools to assess behaviours and strengths rather than skills and competencies
- You might encounter VR, AR and gaming any stage of the application process, not just at selection centres
- Technology has enabled greater customisation of selection methods for specific firms and jobs.
And finally, here are our top 3 tips for success:
- Get confident with technology. Do a bit of basic gaming for instance if you are unfamiliar with this
- Do practice tests and exercises at home (or wherever) in privacy and peace before tacking the real thing
- Take advantage of any technical help available from the recruiting organisation.
The future is now. Make sure you’re part of it.
Gill Sharp, Careers Consultant