Better Training, Recruiting, & Onboarding with Artificial Intelligence, Virtual & Augmented Reality
COVID-19 and everything else going on in 2020 has accelerated the integration of VR, AR, MR and AI. In the fields of corporate training, HR recruitment and onboarding the adoption of interactive immersive technologies is picking up speed rapidly.
This trend is not only being driven by covid19 quarantines – but also by the promise of a better interactive and scalable way of finding and analyzing candidates, matching their personas with recommended opportunities and finally training and onboarding these new hires in a far more interactive useful scenario.
In this post, we look at what immersive interactive technology is, why it’s valuable and exciting, and how it can be used to find, train , and onboard the best talent.
What is interactive immersive technology ?
Immersive technology is an integration of Various digital content and assets with an alignment and philosophy relating to the physical world in a way that allows the visitor or actor – who accesses the content or asset via a headset, mobile phone, or other digital device – to engage, collaborate and participate with a completely virtual or ‘mixed’ reality environment.
Immersive technologies include:
- Virtual reality (VR) :
immerses visitors and actors in a fully
artificial digital realm or 360-degree video
- Augmented reality (AR) :
overlays virtual objects with the real-world
- Mixed reality (MR) :
overlays and anchors virtual objects with the real world
Research has proven that the use of interactive immersive technologies for education and training significantly improves knowledge retention and confidence levels whilst reducing skill fade, anxiety and interest levels.
Social distancing restrictions have driven the rapid growth of interactive immersive training, remote learning and soft-skills training via virtual or augmented mixed-reality solutions and platforms, but there is a bountiful very real return on investment (ROI) it brings to individuals , entrepreneurs and organizations.
Interactive immersive technology applications for business
Post Covid and everything else, the most successful entrepreneurs and organizations are going to be those that seize effective alternatives to face-to-face events and meetings, training , onboarding and conferencing.
Virtual Reality, Augmented Reality and Mixed Reality tools are leagues apart from more traditional video conferencing platforms. Zoom has been huge during 2020, but it’s not interactive or immersive.
The VR & AR solutions offer an interactive and highly effective and simulated training, onboarding and conferencing environment for visitors.
Integrating immersive technology into an organizations recruitment and hiring process is a natural next step. From catching the attention of the brightest young students to using AI-driven insights to finding and recommending the perfect candidate, the potential for positive industry disruption is upon us.
Immersive technology to attract potential new candidates
Finding and reaching out to young potential candidates (especially college students) will require a more interactive immersive and gamification like challenges and incentives. It’s a great way for organizations to speak directly to their target candidates and hires.
The creation and personification of customized VR and AR recruiting games allows visitors , actors and players to try their hand at tasks that employees may encounter on a daily basis. This is far better than some behavioral analysis interview exam or a coding test that was outdated 20 years ago.
This is a great way to create a cool brand and better visibility into your cool innovative organization. Individuals who enjoy playing the game and the interview process are also more likely to not only apply for a position with the organization but also speak in a positive light about the brand and style.
This method of recruitment outreach is highly effective and scalable, as visitors, actors and players can access the content from a mobile device or tablet or laptop as well as any brand of VR headset like an oculus quest.
After catching the attention of potential applicants using VR and AR technology, the same tools can also be used on the next stage of the recruitment process.
It is logistically challenging and very expensive to host potential candidates for visits to your company premises, especially in a global candidate remote work kind of world. Yet the majority of applicants will want to experience their potential future working environment in one form or another. What’s the company like, what about culture, team , collaboration and communication?
So utilizing a custom-made 360-degree VR video with unique audio, and experiences it is possible to offer a realistic and attractive interactive experience where potential candidates can access on any digital device. This gives organizations the chance to show off their environment, facilities, opportunities and locality in a controlled well designed manner. It encourages potential applicants to visualize themselves as a part of the organization’s environment.
Immersive technology for hiring
So now the potential applications have landed in the HR inbox, the insights and analysis has narrowed down the candidate pool, so now what ?
The real HR challenge is looking past the CV resume to assess those really important personal, professional and fit qualifications.
The traditional recruiting assessment model no longer works and now remote skill evaluations, exams and tests accessed by potential candidates already exist. It’s time to think in VR and AR and how virtual reality recruiting platforms will have a better return on the HR recruiting process. Gone are the expensive and time-consuming group challenges and individual tests, with their need for travel and in-person all day measuring the bigger ego stick interview days.
In 2020 and beyond, top organizations are embracing interactive intelligent immersive experiences.
A company may choose to design and personalize their very own interactive experience scenario for potential recruits to engage with using their mobile phones.
The experience would say involve the navigation of a virtual reality environment – maybe a storage warehouse and interaction with digitized ‘boxes or logistical processes ’, and the manipulation of virtual ‘assets and models ’. It’s like a warehouse digital twin.
The interactive experience would test working knowledge of the specific industry, as well as the ability to synthesise information, processes , collaboration, and communication.
Money saving opportunities are also an attractive reason to explore virtual recruitment options, and that the scalable, low-input nature of the technology stands to benefit rapidly-scaling organizations.
Artificial intelligence with VR for better hiring process insights
Humans can be inconsistent and unpredictable in their judgements of other people. And it’s Nearly impossible if there are 1,000 openings around the globe and 100k random applications and possible candidates.
Artificial Intelligence, machine learning, Natural language processing, chatbots and automaton integrated within the hiring process, improves things tenfold.
Embedding procedural AI generation and automation into VR and AR, and integrating a more streamlined process to gather and analyze a ton of meaningful big data will build a better more efficient recruiting process.
A candidate could use the VR AI recruiting solution to visit a conference room, where the interviewer (or a computer avatar) would ask the usual interview questions.
Behind the scenes the AI models and algorithms would analyze vocal intonation, sentiment, subconscious body language sensors and verbal utterance in order to properly evaluate the candidate on any number of metrics. Metric based fair Scores and recommendations could be produced in parallel to build better performance scores from previous challenges designed to assess physical dexterity or verbal reasoning capacities, and used to underpin the final decision making process.
So why Pagarba Solutions ?
It’s essential to collaborate with companies, such as Pagarba Solutions, that are positioned at the forefront of research and innovation in the immersive technology (VR, AR & AI) space.
We are perfectly placed to support HR and recruiting departments with a design first philosophy in implementing their new virtually intelligent recruitment technology. Our extensive knowledge and experience in designing and developing effective training, education and onboarding Intelligent interactive mixed reality solutions is why you should contact us today.
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Once you know how to analyze everything, your information can be gold. The value and importance of leveraging machine learning to create a true competitive advantage is known to most successful startups & businesses. Artificial intelligence provides actionable insights, which lead to a stronger business strategy and plan of action. It is essential to have usable data and actionable predictive analytics to make the most of your analytics and data science pipelines, and for a business person to understand the typical product life-cycle flow.
Artificial Intelligence Drives Innovation
Retail Case Study
For several years, inventory and sales information has been obtained by a network of integrated but silo department store systems. Mergers, Acquisitions, various consultancies and data warehouses turned this business intelligence and ‘big data’ platform into a data swamp, not a data lake. Nobody wanted to use it because it was like a scary swamp monster.
This system acted as the analytic and AI center of excellence used to train a machine learning model by the Pagarba Solutions data science team. The team helped the founders, directors and C-Level executives identify strategic actionable priorities and act on them in a timely manner. The current system was the method used to create a demand forecasting model to make future predictable trends and forecasts.
By analyzing data from the past five years of retail sales, an adaptive selective model approximated demand for the coming month. Vector auto-regression models coupled with external data sources are often used in machine learning. That made it possible at any time to forecast demand for any particular product. The company was able to maximize inventory and warehouse management by using this solution to provide alternatives available.
BioTech Smart Medicine Inventory Management Hardware Case Study
The Pagarba Solutions client was advised to use multi-modal bio-metric authentication object recognition system that required a user to pass both a facial and voice recognition to gain appropriate authorized access.
Pagarba Solutions Artificial Intelligence experts suggested introducing enhanced security features to the system, such as image and object recognition technology like optical character recognition (OCR). This was for driver’s license or passport ID authentication. Another strategy and plan was to reduce outliers and overfitting by using deep learning algorithms to prevent fake or biased facial recognition. And finally using Natural Language Processing technology( NLP) for security based written quiz like challenges. These changes also culminated in the development of an event-as-a-Service (EVaaS) platform.
Artificial Intelligence Process Flow & Pipeline
Executives, Directors, & Business owners want to know how to use AI and emerging technology to achieve actionable and realistic business goals. What’s the Return on Investment? They are less interested in the details of how the technology works.
Steps of a Artificial Intelligence Strategy & Development project
1> User Experience (UX) is Key
How will your customers and end users use this Artificial Intelligence (AI) product ? Think of the “old school” recommendation engines we see on Amazon, Wal-mart, any ecommerce site or even youtube and netflix or Hulu. A recommendation engine is really a subclass of information filtering systems that predict the “rating” or “preference” a end user would give to an item.
Recommendation systems work best with unbiased explicit user feedback like Amazon and shopping cart purchases or watching a video on Youtube or Netflix or listening to a song on Pandora or Spotify or Apple Music. But in many use cases the application and platform offers mostly implicit feedback scenarios. Think click through rates, page views, google search queires, like or dislikes, up or down voting and so on. This data is heavily biased and we’ve seen people cheat these systems or bully younger users. Click-through rate is heavily dependent on the position of content on a page. Poor UX/UI and web design and it’s like putting Milk at the front of a grocery store. Not ideal if you think with a data-heavy analytics scope. Implicit feedback also tends to perform worse. Google search results are heavily sponsored and ad based on page one now, so a lot of the content may show sponsored results and/or clickbait headlines. And then the site is all spam. This results in high bounce rates after initially high click through rates. This may not matter to a spam site, but a legit business might not be getting the results they desired.
The user experience (UX) can be broken down into three parts:
- Initial Impression
- What is the user trying to achieve?
- How does the user arrive at this experience?
- Where do they go?
- What should they expect?
- Interacting Stage
- What should they see ?
- Is it clear what to do next?
- How are they guided through errors and processes ?
- Feedback Loop
- Did the end user achieve their goal?
- Is there a clear “end” to the experience? Call to Action ?
- What are the follow-up steps (if any)?
Knowing what an end user should see during the start, into the interacting stage and feedback after of your app or software will ensure the data science and AI team pick the right features and variables for the models and the data science team trains and continuously improves and updates the AI models on accurate proper data from the start. And it helps the engineering and devops teams to automate the MLOps process flow. And they can build and design valuable automated feedback loops for analytics that offers the best solution for end users.
The Wyoming Banking Board just voted to approve Kraken, a San Francisco-based cryptocurrency exchange, as a special purpose depository institution (SPDI).
Technically it’s the first crypto exchange in the United States to become a bank. “By becoming a bank we get direct access to federal payments infrastructure, and we can more seamlessly integrate banking and funding options for customers,” David Kinitsky, a managing director at Kraken and the CEO of the newly formed Kraken Financial, told CoinDesk.
If this plays out as it seems , good and bad in a sense , Kraken Financial will no longer have to deal with a variety of different rules for regulating digital assets, depending on which state.
SPDI banks in Wyoming, started in November 2019, are still different than regular national banks. They never actually hold full legal ownership over any digital assets, but are legally allowed to hold them. Any assets following a bankruptcy must be returned to customers.
What about crypto debit ?
Kraken has plans now that it has been approved. “We would expect to offer a host of new products as we get established,” Kinitsky told CoinDesk. “Those will range from things like qualified custody for institutions, digital-asset debit cards and savings accounts all the way to new types of asset classes.”
In the wake of a July letter from the U.S. Office of the Comptroller of the Currency giving national banks the go-ahead to custody crypto, the Division of Banking also announced it has been working with Promontory Financial Group, a prominent Washington, D.C.-based consulting firm made up of lawyers and former government regulators. In October, the division along with Promontory will publish the first manual for banks regarding procedures and policies for handling digital assets, Land said.
In addition to more products, Kraken Financial will give Kraken the ability to operate in more jurisdictions, Kinitsky said. As a state-chartered bank, Kraken now has a regulatory passport into other states without having to deal with a patchwork state-by-state compliance plan.
“By becoming a bank we get direct access to federal payments infrastructure, and we can more seamlessly integrate banking and funding options for customers,” David Kinitsky, a managing director at Kraken and the CEO of the newly formed Kraken Financial, told CoinDesk.