At a time when AI is making each candidate look polished on paper, Doug Stephen, President of CGS Immersive, makes a clear-eyed case for why XR — used alongside AI — is the lacking layer that turns promising CVs into provable hires. Whether or not you’re recruiting for a quick meals drive-through or a high-stakes LNG plant, the numbers make the argument onerous to disregard.
Key matters:
The ROI case is concrete. A drive-through producing $500–$1,000 an hour over a 2,000-hour shift means the distinction between and a poor rent is value $1 million. XR allows you to simulate that strain earlier than somebody walks by means of the door.
AI and XR work greatest collectively. AI handles scale — screening 1000’s of candidates right down to a shortlist. XR handles validity — placing the highest candidates into real-world simulations to check dexterity, decision-making, and efficiency underneath strain earlier than a expensive rent is made.
The 90-10 rule lowers the barrier. For groups not able to go all-in, CGS begins candidates with web-based XR simulations. Solely those that go transfer to a full immersive surroundings — making adoption sensible with out disrupting present workflows.
Begin small, show it quick. Doug’s recommendation for corporations dipping a toe in: decide one MVP use case, outline a quantifiable ROI upfront, and ensure the particular person funding the pilot is the one who’ll personal scaling it.
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