Recruitment gets the 3D effect

Posted 25 Oct 2011 by robbailey

The 3D experience has arrived in the world of recruitment following KPMG’s launch of a new graduate recruitment tool which will use 3D animation and a virtual host to put applicants in ‘real life’ multi-tasking situations they could encounter on a typical day in the office.


There’s no doubt that this innovative approach to recruitment and on-boarding has real benefits. Realistic job previews are important as they give candidates the opportunity to self-select into, or out of, the recruitment process depending on whether they feel they are a good fit for a role and/or company’s organisational culture.


Clearly, it can be difficult to gauge this information without physically working for an organisation, so the more opportunity there is to weigh up your potential fit before you start working somewhere, the better.


But how much value can this new technology add beyond the ‘traditional’ approach of job interview and psychometric assessment? Probably not very much – and given that for many small and mid-size employers a tool like this will be a luxury, the best-value approach is still interview and a highly specific psychometric assessment.


The tool also throws up some interesting issues around usability. Its designers will have no doubt taken into account visual or hearing needs that some users may have, but this 3D approach assumes candidates will and should be familiar with new technology.


So, will there be the appropriate assistance or even an alternative for those from different cultures, social backgrounds or those who for whatever reason do not feel comfortable using this type of technology?


I am always keen to hear about the latest approaches to selection, and think this has the potential to be a very engaging and successful recruitment tool. But, it’s likely to be the preserve of bigger companies, and smaller businesses should not feel as though this has to be the way forward.


What smaller businesses should bear in mind is that there are a host of alternative yet realistic job previews that can provide applicants with a good feel for whether the company and job role is right for them. Having people from the organisation contribute to realistic job previews on the company’s website, for example to create ‘a day in the life of’ article for several roles, can be equally effective and should provide the same experience and opportunities for all.


New technology certainly has its place in recruitment and on-boarding, but as with all aspects of human resources, the process should be a fair and level playing field for all.

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