The rules of recruitment are evolving fast. Faced with a talent shortage, the expectations of new generations, and the growing digitalisation of HR practices, companies must now stand out to attract and retain the best profiles while offering a more seamless and engaging experience.
While some trends are already well established, such as video interviews and online tests, others are emerging and reshaping the recruiter’s role entirely. Virtual reality, gamification, and group interviews are among them, in Luxembourg as elsewhere.
In this article, we take a closer look at these trends and highlight three Luxembourg-based companies that are reinventing the way they recruit.
Recruitment in transition
More and more companies are relying on artificial intelligence to filter applications, gamification tools to assess soft skills, and virtual reality devices to immerse candidates in their future work environment. These practices, which were still emerging a few years ago, are now gaining ground.
In Luxembourg, the challenge is all the greater given that the job market is multicultural, highly competitive, and constantly evolving. In this context, innovating within recruitment processes has become essential to strengthen employer branding and attract rare talent. Luxembourg is, in fact, ranked 7th in the European Innovation Scoreboard 2025, standing out for the quality of its research system, its skilled human resources, and its high productivity.
These new approaches offer a double advantage. They enable skills to be assessed differently, particularly soft skills, and they transform the candidate experience into a memorable and distinctive moment. In other words, innovation in recruitment is not just a question of technology; it’s about putting people and interaction back at the centre of the process.
It is in this context that we met with Arhis HR Solutions, the Banque Populaire Alsace Lorraine Champagne and the Croix-Rouge luxembourgeoise, who shared with us their innovative recruitment methods.
Immersive recruitment through virtual reality
At Arhis HR Solutions, virtual reality is transforming their recruitment process. The company uses VR headsets as a genuine tool for candidate assessment and projection. Increasingly adopted by their clients, it allows recruiters to engage younger generations using their own codes and tools, transporting them directly to their future workplace.
With the headset, candidates can observe the real environment (the pace of the factory, background noise, materials, and workstation layout). This immersive experience helps them quickly form an accurate picture and decide whether the job truly suits them. Some even decline offers immediately after the experience, saving valuable time for both the company and the client.
"Our user companies have reduced their turnover rate by half."
But that's not all: the headset also plays a role in safety. It immerses candidates in potentially hazardous situations, testing their reflexes and ability to avoid endangering themselves or others. Candidates must achieve at least 75% correct responses to qualify for the position, an evaluation far more effective than the traditional paper or PowerPoint presentations that many overlook before starting their job.
The virtual headset from Arhis HR Solutions
But how does this process work?
Arhis HR Solutions visits the client site with a technician to identify the positions and machines to be simulated. A film is then produced, including various departments and sub-departments. Candidates can then choose the environment they wish to explore, an important step that allows them to test what suits them best. This approach effectively replaces traditional factory visits, reduces travel and saves time for everyone.
In short, at Arhis HR Solutions, virtual reality makes recruitment more immersive, safer, more efficient and, above all, better aligned with the expectations of today’s candidates.
Virtual reality headset demonstration at the Moovijob Day Luxembourg 2025
Revealing candidates' personalities through VR
At the Banque Populaire Alsace Champagne (BPALC), recruitment takes on a fun and innovative twist thanks to virtual reality. Candidates undergo an immersive VR test made up of about ten games (ranging from puzzles to mini-games) that have nothing to do with work tasks. The aim here is not to test technical skills, but to draw up a personality profile that helps both candidates better understand themselves and the bank to gain deeper insight into their behavioural traits.
This solution, called Oddity VR and developed by a start-up in Metz, is now systematically used during the bank's recruitment process as well as at career events such as the Moovijob Day Luxembourg. Beyond assessment, it helps to "break the ice" by reducing the stress often linked to traditional interviews, creating a real moment of exchange and proximity between recruiters and candidates.
The BPALC shared a striking example: during the last Moovijob Day Luxembourg, one participant enjoyed his first game so much that he returned later in the day to try another. The experience helped him visualise himself in the company, and the bank subsequently offered him an internship, with the prospect of a future work-study programme.
Through this approach, the BPALC stands out and enriches its recruitment process. Innovation becomes a lever for better understanding candidates and offering them a memorable experience.
The Oddity VR headset from the BPALC
Speed recruiting: speed and efficiency in recruitment
The Croix-Rouge luxembourgeoise has rethought mass recruitment with an innovative and effective approach: "speed recruiting". Over the course of a single evening, the organisation meets a large number of pre-selected candidates, combining presentations, workshops, and mini-interviews to quickly identify those who stand out from the crowd.
This process is intensive but well-structured. In one evening, recruiters assess around 20 candidates each, and the debriefing continues late into the evening to evaluate and decide on the next steps. The result is impressive: in just 48 hours, the organisation knows exactly which candidates will be recruited.
This method is not only fast but also strengthens the relationship between candidates and recruiters. Participants can project themselves concretely into the organisation through practical cases that put their skills to the test. For more competitive roles, the Croix-Rouge luxembourgeoise also identifies talent through online applications and invites them to join this process.
In addition to speed recruiting, the organisation also offers trial days. This allows candidates to test the position and working environment before committing, while enabling recruiters to assess skills and compatibility with the team.
With this method, the Croix-Rouge luxembourgeoise demonstrates that it's possible to recruit in large numbers while maintaining quality, an innovative approach in the health, social and humanitarian sectors, where reactivity and efficiency are essential.
Speed recruiting at the Croix-Rouge luxembourgeoise
Whether through immersive virtual reality at Arhis HR Solutions, gamified mini-tests at the BPALC or speed recruiting at the Croix-Rouge luxembourgeoise, these Luxembourg companies show that it's possible to reinvent recruitment while putting the candidate at the centre. These innovations save time, reduce turnover and offer an engaging experience.
For Luxembourg employers, rethinking recruitment processes has become a powerful employer branding strategy to attract and retain the best candidates.
Stay up to date with the latest HR trends and job market news on our blog.
