Pokémon blows hot for recruitment tech hype

John Tsalikis

The popular augmented reality game can create opportunities for tech savvy recruiters – but just how exactly?

Catching virtual creatures via a mobile app may not seem like a great idea for a recruiter, but the rise of Pokémon Go has done wonders for a technology that has for the past few years been on the periphery of business. Augmented reality (AR) has been around for a while. Like its ‘cousin’ virtual reality, it has often suffered from hype, but Pokémon Go has put AR on the map. AR has potential and now heads a list of new tech developments that could transform the recruitment industry in the next five to ten years.

Technology trends can of course be faddish, so exercising caution is to be encouraged. Yet in an increasingly competitive market where businesses have to get creative to attract quality new recruits, technology can be king. As well as AR and VR, applications, intelligent bots and gamification are creeping into the mix.

AR would normally have been way down the list, but the Pokémon influence should not be underestimated. To get a glimpse of the future it is worth seeing the work of Meron Gribitz on interaction with augmented reality and Microsoft’s HoloLens. Imagine using the technology to monitor body language in real time, throughout the interview process and even using it as a lie detector. It could also be used to test applicants, identifying potential health and safety issues in a real scenario, or virtually fixing a real machine to prove competence.

Virtual reality has certainly had more attention over the past two years than AR, thanks mainly to Google Cardboard and Samsung’s VR Gear headsets making the VR experience more affordable. While VR lends itself better to training – it can offer a much more cost effective way to both educate candidates but also train potential recruits – it has also been used in recruitment drives.

The British Army last year used VR as part of a recruitment campaign to give potential recruits a taste of driving a Challenger II tank, while Germany’s Deutsche Bahn used VR to immerse candidates into the role of electrician and train driver. Also, US food company General Mills is using VR tours of its office campus to attract new recruits at graduate fairs. If you like the idea of interviewing candidates virtually, take a look at the Oculus Selfie Stick.

The rise of the bots

The use of artificial intelligence (AI) to drive automation in the recruitment process is starting to emerge, particularly in handling candidate queries. It’s bound to happen and start-ups such as Connectifier have potential, but in reality though, as in other industries, the use of AI is still in its extreme infancy.

To lay the foundations and provide intelligent services today, algorithm-based bots are certainly the next best thing. Helping managers cope with the increasing demand of multiple agencies and complex hiring requirements will become essential. The increasing complexity of agency and candidate management and the potential impact of Brexit will see more businesses turn to cloud-based intelligence to keep complexity and costs low, using the algorithmic bots to reduce administration and risk while improving relationships. This is a tangible technology that can help improve efficiencies, reduce costs and improve management.

Roll the dice on recruiting

Gamification, on the other hand, is not tried and tested in that it is more a process of use of tech. Perhaps the most famous use is PwC’s Multipoly business simulation game. It’s a great example of how gamification is already working in recruitment.

By getting potential candidates to work in teams, solving real world business problems, PwC has seen a 190% growth in job candidates with 78% of users reporting they were interested in working at PwC. It’s not new but it seems to be working. Deloitte, KPMG and even GCHQ have tried out gamification in recent years, with campaigns aimed primarily at younger recruits such as graduates.

So is this the future? Will millennials be gaming their way to new jobs? Research from High Fliers recently claimed that employers are expanding graduate recruitment by a further 7.5% this year, increasing competition for the top graduates. Gamification and other new technologies are seen as unique ways to attract interest. But this also sends a signal that the business is forward-thinking and engaging with its audience. It presents an aspiring and inspiring image and a point of differentiation.

Is it a gimmick? Certainly there is no one-size-fits-all technology for recruiters. Different technologies may suit different types of businesses and recruitment strategies. If used creatively, there is tremendous scope for recruiters to not only forge ahead and recruit the best talent but also use the technology to manage the recruitment process more efficiently. It’s about getting a balance – and while recruitment is often a numbers game, technology can transform the industry into a game that is worth playing.

John Tsalikis is Founder and CEO of recruitment agency management software firm AgencyBox