Want to use AI and VR to wow college students? Take a page out of EY’s playbook.

Applying for jobs can be incredibly stressful, especially for college students looking for their first big break. They face a mountain of uncertainty: What is the company culture really like? What will they ask me in the interview? Do I actually belong here?

If your company wants to land top talent, you need to fix that stress.

That is exactly what the accounting, consulting, and other professional services giant Ernst & Young (EY) did. They used generative AI to build an immersive digital world called the WeVerse. It completely changes how college candidates explore the firm and get ready for interviews.

Here is how EY using its AI-powered, virtual reality (VR) product to transform its candidate experience from boring and stressful to interactive and welcoming.

1. Let Candidates Explore on Their Own Terms

Traditional recruiting often relies on static PDFs, long presentations, and stiff career pages. Today’s college students—the digital-native Gen Z—want something interactive.

EY built the WeVerse to let students explore “digital twins” of their real offices using a standard laptop or a VR headset. Candidates can play games, complete challenges, and get a realistic “day in the life” look at the company before they ever step foot in an office.

The takeaway for employers: When you gamify your hiring process and let candidates drive the experience, they feel more connected to your brand. It proves your company actually values innovation instead of just talking about it.

2. Provide a “Safe Space” to Practice Interviews

The scariest part of any job hunt is the interview. EY solved this by putting an AI-powered chatbot and avatar named eVe inside their digital world.

Think of eVe as a personalized, 24/7 interview coach. Candidates can ask her anything—from details about employee benefits to deep questions about different business areas. Even better, candidates can practice behavioral interviews with her on their own time.

Because they are talking to an AI, candidates don’t have to worry about making a bad impression while they practice. It creates a psychologically safe environment where they can build confidence, learn from mistakes, and shake off their nerves before the real interview.

3. Reduce Anxiety to Build True Belonging

When you lower the pressure, candidates shine. EY found that students who used the platform reported feeling much less anxious and way more prepared.

When candidates feel supported rather than tested, it changes how they view your company. They don’t just see you as a employer—they see you as a partner invested in their success.

What the Students Say

You don’t have to take EY’s word for it. Here is what real students said about their experience with EY’s AI recruiting platform:

• “My friends who worked at other firms were impressed… it definitely proved that EY was ahead.”
• “The WeVerse shows EY’s commitment to exploring new possibilities and dedication to staying at the front of technological advancements.”
• “I felt like I constantly learned something new and met new people.”

The Bottom Line

Using AI in hiring isn’t about replacing human connection, at least not when you do it well. It is about using technology to remove the guesswork and anxiety from the job hunt. By giving early-career talent a safe space to learn, practice, and explore, you build a modern, candidate-first experience that makes the best applicants want to choose you.