2021 finally ended with 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 to launch and democratize the metaverse on a large scale. A nebulous concept which, however, continues to be the title of many Unes and to be debated in our discussion circles. The concept ? A virtual and immersive world, in the cloud and based on augmented reality. In other words, the advent of a new web 3.0 .. A new world that continues to shake our uses and practices and which, in fact, are slowly infiltrating companies’ digital strategies. And human resources are no exception. Because if the growing adoption of digital technology has been at the center of developments in this sector, the metaverse will undoubtedly also have its card to play.
It remains to write a new matrix
Everything has to be invented. Everything is to be built. Everything is to be foreseen. Because still today no recruitment initiative has been carried out in the metaverse. And I am convinced: while the war for talent continues to rage, it has become essential to see it as such an essential path to support the current recruiting challenges of companies. “Human” capital, which has now become a strategic emergency, invites companies to reinvent themselves and double their imagination to attract talent. Because those who bet on the metaverse to support their recruiting goals will be the ones who will attract the talent of tomorrow.
And very concretely? Personal, industrial, security, banking, health services,… It is a fact: all professions will be involved and it will be possible to simulate specific situations and analyze a candidate’s theses in a precise way, in complete safety. Because this is where all the beauty of the metaverse lies: reconstructing and re-transposing one’s real environment to experience multiple and varied immersive scenarios. And learn from it.
Without any geographical limitation, the metaverse will allow recruiters to cross real borders and access a pool of international talent, with different and varied profiles, avoiding expensive travel, both financial and environmental. Plus, with the help of our avatars, you can say goodbye to cognitive biases of gender, appearance and age! Because the virtual world will allow you to focus more on the candidate’s message, speech and competence, rather than on the image it returns.
If these advantages are indisputable, everything remains to be qualified. Because, as I said, everything remains to be built: the digital divide, which already exists, will certainly be accentuated there, these new technological uses will continue to widening the gap with environmental concerns, even questions and problems relating to user privacy will have to begin to take shape, … Without a doubt we are only at the beginning and the opportunities to be seized are immense, but in the long run, together, we must provide bricks of answers to build a virtual world so much – or even more! – ethical compared to our real world.
Explore the metaverse to offer an immersive experience in order to project the future collaborator into his companies and facilitate their onboarding. Use the metaverse to reinvent the classic CV and get to know the universe of a candidate, … You will have understood. The possibilities and scenarios are endless. Is the virtual therefore an answer to the problems faced in the real world? In any case, it will be necessary, in the future, to build bridges between these two worlds. Because the virtual will be inserted above all in a logic of optimization of our reality.
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