The metaverse is becoming the new trend in the candidate recruitment process. while the talent scouts are becoming aware that they must change the way they attract the attention of executivesthis digital world offers them many opportunities that human resources areas must know how to take advantage of.
“Hello, I’m so-and-so, and I have a job offer for you,” says an avatar with a somewhat metallic voice, very similar to the talent scout of a large consulting firm in the language of the candidate who listens to the message that was sent especially to his cell phone.
That’s just the first approximation, a way to attract the attention of top executives of companies that, although they are not in an active search, they are willing to listen if a proposal is made to them.
“The world changed. Companies and people too. Therefore, one of the first challenges we face, in our profession, is to change our relationship with the candidates”, highlights Rui Borges, president of INACthe independent global Executive Search network serving the world, which held its 49th global meeting in Buenos Aires, where Pratt Executive Search hosted.
According to the more than 20 executive search specialists who participated in the meeting, before the call was for a new project, now it is “a project designed for each candidate.”
And for that, nothing better than preparing a personalized presentation for each candidate.
“During the meeting, our colleague from Germany gave us a presentation in Spanish when he did not speak this language using a personalized and individualized video system with digital avatars. This is just one example of what can be achieved with this technology,” bill Esteban Calvente, Partner at Pratt Executive Search Southern Cone .
How the metaverse can be used to recruit talent
“It’s a good way to facilitate human interactions, so digital avatars are a really good way to spark first interest, grab attention, get a first phone call,” he explains. Calvent.
The expert goes on to detail: “I can create a special presentation for each candidate and tell them about the project, otherwise it is not confidential. Even if you have glasses, you can walk around the company and see how it works in advance.”
In this way, it is much easier to convey to candidates what the same headhunters perceive when they visit the companies that start the search. “We go to the company and try to take their smell, their DNA, by looking at their employees and how they behave, how they are dressed.; We even see what the offices are like, whether they have modern furniture or not”, adds Calvente. And he summarizes: “This way it is easier to find the right profile”.
From the side of executive search consultants, the metaverse and avatars allow them to differentiate themselves with innovative and disruptive messages and thus attract the attention of talent and obtain a greater quantity and quality of responses.
However, for the process to be really effective, Calvente -who did postgraduate studies in digitization to be up-to-date- assures that personal interactions are still very important. “We know we shouldn’t rely solely on this. We will continue to approach candidates in traditional ways, but incorporating a combination of the two formats, complementing virtual and traditional.”
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