2021 certainly ended on a … virtual note. While Facebook had just been renamed Meta, Mark Zuckerberg announced that he would spend $ 10 billion a year over the next decade on launching and democratizing the meta-verse on a large scale. A vague concept, which, however, remains the headline of many Unes and is being debated in our discussion circles. The concept? A virtual and immersive world, in the cloud and based on augmented reality. In other words, the emergence of a new Web 3.0. A new world that continues to shake our use and our practices, and which, de facto, is slowly infiltrating corporate digital strategies. And human resources are no exception. For if the growing use of digital has been at the heart of developments in this sector, the metaverse will no doubt also have its card to play.
A new matrix needs to be written
Everything must be invented. Everything has to be built. Everything has to be predicted. For today, no recruitment initiative has been implemented in the meta-verse. And I’m convinced of that: while the war on talent continues to rage, it’s become essential to consider it a significant track to support companies’ current recruitment challenges. “Human” capital, which has now become a strategic emergency, encourages companies to reinvent themselves and redouble their imagination to attract talent. Because those who will bet on the meta-verse to support their recruitment goals will be those who will attract tomorrow’s talents.
And specifically? Personal services, industry, security, banking, health, … It’s a fact: all professions will be affected and it will be possible to simulate specific situations and analyze a candidate’s essays in a precise way, in full certainty. Because it is here that all the beauty of the meta-verse lies: to reconstruct and retranspose our own real environment to test multiple and varied immersive scenarios. And learn from it.
Without any geographical limitation, the metaverse will allow recruiters to overcome real boundaries and access a pool of international talent with diverse and varied profiles, while avoiding expensive travel – whether economic or environmental. Also say goodbye to cognitive prejudices about gender, appearance and age with the help of our avatars! Because the virtual world will allow you to concentrate more on the candidate’s message, speech and expertise rather than the image it sends back.
If these benefits are indisputable, everything is left to be qualified. Because, as I said, everything has to be built up: the digital divide that already exists will undoubtedly be strengthened there, these new technological applications will continue to widen the gap for environmental reasonsQuestions and questions about users’ privacy must also begin to take shape … Without a doubt, we are only at the beginning, and the possibilities of being caught are enormous, but in the long run we must together, provide blocks of answers to build a virtual world just as much – or even more! Ethical than our real world.
Explore the meta-verse to offer an immersive experience to project the future collaborator into his the company and facilitate its onboarding. Take advantage of the meta-verse to reinvent the classic CV and get to know a candidate’s universe,… You will have understood it. The possibilities and scenarios are endless. Is the virtual therefore an answer to the problems raised in the real world? In any case, in the future it will be necessary to build bridges between these two worlds. Because the virtual will fit above all in a logic of optimizing our reality.
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