Talent is becoming harder to acquire and retain than customers.

Talent is your organization’s most important asset. To ensure future success, we must start thinking about employee experiences in the same way we think about customer experiences – with all the care and attention that implies. To start treating your people like customers, we need to build a seamless experience, create communities, make a brand that your staff will love, and enable them to feel close to the company brand.

Let’s take a look at the differences between the older model and the new one:

THENNOW
“Push” approach
Tools and processes were designed without employees in mind, as they were seen as people that had to obey. Org wants to dictate rather than invite people to ask questions.
“Pull” approach
Make the tools available that people will need, and they will use them to improve their work and accelerate their careers.
Lack of data to understand your people
People teams work on assumptions with little to no data. 
Data-analytics
Quantity, quality, and analysis to truly understand your talent at the same level as you know your customers.
Disconnected experiences
Multiple platforms, difficult to use
Holistic experiences
Intuitive, transparent, and a single destination
Thinking that these are futuristic things that do not impact you.
Launch and forget approach, hard to update, left behind
Future-focused today
Working in new technologies to thrive in the future, exploring AI, metaverse, and other technologies

Extraordinary talent requires extraordinary experiences. Digital talent is not interested in ordinary experiences. What does extraordinary mean when it comes to people’s experiences? It’s no longer about pushing things at them. It’s now about making a digital ecosystem that gives them the means to engage fully. Here is where metaverse comes in the game. Technologies like metaverse are the ones that can lift experiences out of the ordinary.

The metaverse is already here

You have probably tried an online game or know someone who has. A virtual space in which friends or unknown people from all over the world meet to play. Now imagine this same idea but with your co-workers. “Leveling up” is resignified by having a work meeting in an office on the beach, on a terrace in a virtual city, or somewhere that does not have anything to do with your current office. In the metaverse companies, the possibilities are endless, improving the landscape and bringing new tools to improve the way you work.

Some of its practical applications are:

  • Recruiting and onboarding:

Many employers are using Metaverse platform to interview candidates and give them possibilities to meet people within the organization, improving the approach and the knowledge about culture, values and opportunities they can get by virtual reality experience. Virtuality enables to reach a big and wider audience, transforming recruiting in a more accessible and easy way to find talent from different locations. Some examples are MGM that is using virtual reality to facilitate immersive onboarding processes for job seekers, and Globant that is getting into a 360° onboarding with virtual reality to welcome new hires. Finally Martin Migoya, CEO of Globant, agrees that the “plumbing” behind the metaverse is still at an early stage, and he thinks virtual worlds can be positive for hiring: “When you’re interviewing [people] on a screen, you don’t know a lot of things about them. But when you have the possibility to express many new things like you can express with your avatar in the metaverse, I think there will be a lot of opportunities to really understand people much better than before.”

  • Employer brand positioning:

Different organizations are connecting with graduates and school leavers by metaverse, introducing themselves and their job opportunities boosting their employer brand. That enables them to attract, find and engage niche candidates through an amazing and outstanding experience. To get the attention of top digital talent, we need to create extraordinary digital experiences. 

  • Learning:

The role of corporate learning has been completely challenged and now they are no longer the content creators or the enablers for learning to happen. Currently, there are some applications of metaverse for training, tele-education, health and especially in the digital economy, where new ways of connection are emerging. 

So far, Metaverse in education is an idea that is starting to grow enabling teachers, students and parents to connect each other through digital avatars as a videogame. You will be able to experience such amazing and attractive reality as well as physical one regarding the learning process, but in a virtual world. In fact, several universities have built digital training centers worldwide. There are digital applications that enable users to participate and interact in the virtual world, having the ability to create complex objects and structures, as well as being able to interact with other users.

Some tools that are already offering employee metaverse:

Mesh by Microsoft

Microsoft CEO Satya Nadella said the company is working on building the “enterprise metaverse.”

The gateway will be through its Teams platform and consists of a new mixed reality-powered platform, which allows people in different physical locations to join collaborative and shared holographic experiences on many types of devices.


Meta by Facebook

Meta wants people to go to work virtually with Horizon Workrooms. This platform is a virtual reality workspace designed for teams to connect, collaborate and create together. From Meta they invite you to share a table with your co-workers even if “a world separates us”, and to transform your home office into your favorite remote meeting room.

Virbela
Virbela brings people together to work, learn, meet, and train in an immersive virtual world – from anywhere. This 3d platform allows people to interact with their colleagues as they would do in the real world.

Just as cryptocurrencies 10 years ago might sound like a crazy idea, we understand that the metaverse today generates that same reaction, but we firmly believe where the future is going, probably looking  different from how we are imagining, to that direction. 

We count with our deep pockets of expertise: Metaverse and Cultural Hacking that are always researching the latest trends and thinking about how to hack the culture of organizations. If you are interested in knowing more, contact us.

Our Cultural Hacking Studio counts with a pool of professionals to help organizations be future-proof by evolving their cultures to be the best environment for talent. There is no digital transformation without cultural transformation.

Our Metaverse Studio leverages our more than 15 years of co-creating AAA games for the top 10 companies in the gaming industry that shows our potential for designing and scaling virtual worlds as digital platforms. We have been working for several companies that make up the metaverse ecosystem, such as Epic Games, Crey, Decentraland, The Sandbox, and others. We have also accompanied clients with virtual office initiatives that integrate Google, Zoom, Slack, and other collaborative tools. As a result, our clients highlight getting a seasoning of their secret sauce that makes them unique. We have been part of projects from “metaverse natives” companies, such as Pixelynx, which promises to reinvent the music industry with a mix of gaming, music, and blockchain.

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