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ARE VIRTUAL REALITY INTERVIEWS THE FUTURE OF ONLINE HIRING?

Work Portfolio Blog|16.05.2023|Lesezeit: 6 Minute(n)|

16.05.2023|Lesezeit: 6 Minute(n)
|



Check your clothes. Check your shoes. Check your breath. Check your hair. Go
over your notes. Go to the bathroom, possibly twice. Some people will still
remember the old interview room. Running the gauntlet of handshakes. Sitting,
isolated in the center of the room. The limelight nobody craves. Of course,
things are different now, although you probably still check your hair.

Meeting Safwaan Rahman for the first time is a familiar experience, conversing
via video call. The London Head of Recruitment for Credera, a global management
consultancy, is framed in close-up against the nondescript white walls of his
WFH workspace.

Remote recruitment is now the norm and has also opened up new opportunities for
onboarding colleagues from much further afield. This expansion of the talent
pool coincides with a global drive towards more diverse, equitable and inclusive
business practices. Of course, this shift is not solely ideological -
corporations identified as more diverse and inclusive are 35% more likely to
outperform their competitors.1

Safwaan’s team has been using an Applicant Tracking System, or ATS, to anonymize
names and other parts of a CV, which helps to balance the need for demonstrating
their commitment to DEI with the practicalities of remote recruitment.

But while anonymization might look good on the page, how are recruiters ensuring
equality at the interview stage? “Something that helps is unconscious bias
training,” says Safwaan. But he also acknowledges that current interview
practices still require additional oversight to ensure impartiality. “The best
practice should be for HR to assess the evaluation itself.” For Safwaan, the
interview stage is about getting a true sense of the candidate. “For one of our
graduate cohort hirings I got rid of CVs,” he explains. “We should only be
assessing candidates on how they perform in the interview.”

Safwaan Rahman, Head of Recruitment, Credera

“

IT’S GOING TO BE DIFFICULT TO GET INTERVIEWERS TO MOVE TO VR. ON THE OTHER HAND,
WE NEED TO HIRE BY MEETING AS FEW PEOPLE AS POSSIBLE, FOR AS SHORT A TIME AS
POSSIBLE.




In a hyper-connected world of remote working, is there a way that VR could help
recruiters take anti-bias from the CV to the interview room? Could a generic
avatar create an equitable playing field for interviewees and recruiters alike?
Safwaan has his reservations. “It’s going to be difficult to get interviewers to
make that cultural transition to move towards VR. Why can’t you just have
filters on video calls, right?” He smiles. “You can turn anyone into a potato
these days.”

He laughs gently, his shoulders bouncing into the bottom edge of the video
frame. On the other hand, “If it can save us time and improve our ratios... We
need to hire by meeting as few people as possible, for as short a time as
possible.”


A VR RECRUITMENT TRIAL: HIRING THROUGH AUGMENTED REALITY

The next meeting with Safwaan is quite different. The airy conference suite is
equipped with all the screens, microphones and gizmos needed to accommodate
modern hybrid work. The Head of Recruitment is warm and relaxed as he introduces
his colleagues, Leia and Sophie. They have all agreed to take part in an
anonymization experiment, turning the recruitment lens back on the recruiters,
where Safwaan will conduct interviews within a VR space for a hypothetical
recruiting position. His two colleagues will each be represented by the same
generic, anonymised avatar.



The room is full of energy and curiosity as everyone examines their Quest Pro
headsets. Neither Leia, previously based in California and now living in London,
nor Sophie, who joined the company remotely during lockdown, have experienced VR
before. “I’ve only really thought of it in terms of gaming,” Sophie admits. The
gathering is short-lived as Leia and Sophie are invited to a separate meeting
room so that they can take their first steps into VR recruitment anonymously.

Headsets on. There is a quick process of adaptation as the recruiters
tentatively pinch at the air, clicking to access the interview room. Safwaan,
with a beaming smile, waves as he asks the first anonymous interviewee, “Can you
see my hands?” Leia laughs as she continues to take in the environment and the
waterfall ‘outside’. Having acclimatized, the interview begins.



Safwaan’s posture changes, projecting a friendly, but controlled presence,
reflected in his avatar. He begins by outlining the hypothetical role to the
anonymous candidate. No potatoes here... Safwaan is still and focused as the
interviewee gives their response to the first of three standard recruitment
questions. In the other room, Leia is composed, with measured responses, all the
while subconsciously reaching up and running her fingers through her hair.

As the interview continues, Leia’s hand comes to rest as her answers become more
fluid. And what is it that attracted Leia to this hypothetical role in the
recruitment sector? “I enjoy engaging with people. I think I'm a people person,
but it also brings out that analytical side of me as well, having that ownership
to make decisions based on how I analyze the person.”



The session ends and Safwaan raises his headset with a curious smile. “The
avatar seemed very uncertain a lot of the time... It’s eyes moving right to
left, but I don't know if that's psychological because I felt that towards the
end of the interview I didn't notice that as much.” Safwaan replaces his headset
for the next interview.

Like her colleagues before her, Sophie examines her anonymized hands. “They’re
the wrong colour,” she laughs, but that is, after all, the point. Safwaan’s
avatar greets the generic interviewee with the same warm tone. Sophie’s hands
come to rest on the table, focussed and still, but relaxed. The generic presence
smiles as it answers Safwaan’s questions, all the while its hands becoming ever
more confident, gesticulating during the responses. So what attracted this
avatar to the role? “I got a real feeling that you are a people-first company.
And reading your Glassdoor reviews as well, they speak for themselves.”


CAN VR RECRUITMENT HELP TO TACKLE PREJUDICE?

Headsets down. Sophie reflects, “I didn't know what to expect. I looked down and
was, like, ‘Oh, these aren't my hands’. I could see myself in a mirror. ‘Oh,
that's me’. It's fairly surreal, but I didn't dislike it in any way. I know it
wasn’t a real interview, but I think it put me more at ease. I quite like the
whole setting as well. I know that may change, depending on the interviewer and
the company. I didn't find much difference in being able to put myself across in
the way I wanted to.”



Leia contemplates her performance. “If I’m nervous I play with my hair and touch
my face. Sometimes when you say something that you think is wrong you become
very conscious of how they [the interviewers] react to it. But VR doesn’t
emphasise that, which helps. I can focus on what I can deliver."

The candidates may have found the experience reassuring, but how did the
anonymized avatar affect the assessor? Safwaan’s hands, no longer consciously
suppressed, now dance above the table. “It reads your hands very well and I
could see the gesticulations and that really helped because, even though there
are probably minor things in the face that you lose, the overall picture is
broadly the same.”

Safwaan Rahman, Head of Recruitment, Credera

“

BECAUSE IT WAS VR, I WAS STILL ASSESSING BASED ON THE CONTENT OF THEIR ANSWERS.
IT’S AN EQUALISER.




So, who got the job? That data has been anonymized too. But no potatoes? Safwaan
breaks into a smile. “Even though the avatar is neutral, you still get a good
sense of how the person interacts. You could see, when you compared Sophie with
Leia, Sophie was a lot more expressive, but because it was VR, she's not able to
get a massive advantage - I was still assessing based on the content of their
answers. It’s an equaliser.”

If the recruitment process is about assessing a candidate’s presence, matching
résumé with reality and ensuring they are fit for the role, then can it really
be fully anonymized? “You still get most of the benefits of doing the interview
in person, but when the stakes are a lot higher, maybe it wouldn't be a final
stage interview,” says Safwaan. “Maybe, at that point, you might see [the
candidate] in person. I'd say it's really good for the early screening stages of
interviewing.”

And as avatars become more and more ‘real’ in their representation of human
expressions, anonymization no longer has to come at the expense of personality.
By giving recruiters the ability to create equitable landscapes in which to
compete, VR could become an invaluable tool to circumvent the challenge of bias
and focus purely on an interviewee’s performance.

Moving forward, beyond the recruitment process, could this liberation of the
digital self provide a similarly equitable platform once the successful
candidate joins the workforce?

Diversity wins: How inclusion matters
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters
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