Metaverse: A real talent war, a virtual answer!

2021 definitely ends with a… virtual note. While Facebook recently replaced Meta, Mark Zuckerberg announced that he will spend $ 10 billion a year over the next decade to launch and democratize the metaverse on a large scale. A bad concept that, however, continues to be the topic of many Unes and is debated in our discussion groups. 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 tools and our habits and where, de facto, is slowly infiltrating the digital strategies of companies. And human resources are no exception. Because if the growing adoption of digital is at the heart of developments in this sector, the metaverse, no doubt, also has a card to play.

A new matrix remains to be written

Everything has to be invented. Everything will be built. Everything has to be predictable. As of now, there is still no metaverse recruitment initiative in place. And I’m convinced of this: as the battle for talent continues to rage, it becomes important to consider it as an important track to support the current challenges of recruiting companies. “Human” capital, which has now become a strategic emergency, is calling on companies to reinvent themselves and redouble their imagination to attract talent. Because those who bet on the metaverse to support their recruitment goals are the ones who will attract the talents of tomorrow.

And very concrete? Personal services, industrial, security, banking, health,… This is a fact: all professions are concerned and it may be possible to simulate specific situations and analyze a candidate’s essays accurately, in complete safety. Because here all the beauty of the metaverse lies: to rebuild and reshape our own real environment to try out many and different immersive scenarios. And learn from it.

Without any geographical limitations, the metaverse will allow recruiters to overcome real boundaries and access a pool of international talent, with diverse and diverse profiles, while avoiding expensive travel – whether financial or environmental. Also, with the help of our avatars, say goodbye to gender, appearance and age perceptions! Because the virtual world may be possible to concentrate on the message, speech and skills of the candidate, rather than the image it reproduces.

If these advantages are indisputable, everyone remains eligible. Because as I said, everything remains to be built: the digital divide, which already exists, will no doubt be promoted there, these new uses of technology will continue to widening the gap in environmental concerns, questions and issues related to user privacy should also begin to form,… Undoubtedly, we are still in the beginning and the opportunities to get are very large, but we should, in the long term , together, provide bricks with answers to create a virtual world that is as much – or more! – ethical than in our real world.

Explore the metaverse to offer an immersive experience to show the future collaborator her company and facilitate its onboarding. Use the metaverse to update the classic CV and get to know the universe of a candidate, … You understand it. The possibilities and scenarios are endless. So is virtual an answer to issues addressed in the real world? In any case, it is necessary, in the future, to build bridges between these two worlds. Because the virtual fits above all a logic to optimize our reality.

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