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In the metaverse, human resource management will adapt to virtuality.
Through gamification techniques, companies will be able to estimate the profiles of the candidates.
The new selection and evaluation processes will save costs and time.
We are hearing more and more about the metaverse as the great evolutionary leap of the internet: the union of the physical and digital worlds where digital representations of people, that is, avatars, will be able to recreate, reconstruct and interact in various environments and have access to objects. unique. However, the maintenance, innovation and creation in the new world of offices, concerts, sporting events, shops and endless virtual communities will open the way for new jobs, and therefore, for a new management of human resources. .
The metaverse has begun its development hand in hand with the greats of technology such as Apple, Facebook, Microsoft or NVIDIA. In 2021, the value of the market amounted to 500 billion dollars (mdd) and by 2025 the value of the industry is expected to reach 800 billion dollars, indicates a report by Bloomerang Intelligence.
With its growth and the paradigm shifts regarding the internet and technology, Human Resources departments will have to be more digitized and adapted to the new trends in the future of work that will require new processes and strategies to compete within the virtuality that will be connected through Virtual Reality (VR), Augmented Reality (AR), smartphones, applications, etc.
Human Resources are also immersed in the metaverse
From a practical point of view, the metaverse will help the Human Resources area to know how candidates perform in a job, of course, in a virtual world, but beyond knowing how the candidate reacts, the selection and internal evaluation processes will allow organizations to save 30 percent of costs and 40 percent of time, indicates Digital HR.
The gamification experiment is already on the market, the Nawaiam Human Resources company is offering a new way of selecting personnel through a video game, where the candidates are players, they develop and demonstrate their skills.
Depending on how they react to situations in the video game, a profile will be created and the Human Resources area will save time evaluating people.
Once the candidates are approved, the recruiters will be able to virtually show them the offices, their colleagues and can even facilitate labor integration avoiding the nervousness of the first days.
Summarizing the benefits of human resource management in the metaverse, HR Digital lists the following points: find and assess people’s skills and competencies in real time, show people’s natural behaviors, optimize time, make visible compatibility and meet profiles efficiently and accurately.
The technology of the metaverse will be able to give an approximate of how the candidates will develop in the organization; however, it must be remembered that simulators are just that, a resemblance to reality. In this sense, the integration of technology does not have to cover all the decisions of companies, but rather it has to continue putting the most important components of organizations at the center: people and humanity.