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At a time when AI is making every candidate look polished on paper, Doug Stephen, President of CGS Immersive, makes a clear-eyed case for why XR — used alongside AI — is the missing layer that turns promising CVs into provable hires. Whether you’re recruiting for a fast food drive-through or a high-stakes LNG plant, the numbers make the argument hard to ignore.
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The ROI case is concrete. A drive-through generating $500–$1,000 an hour over a 2,000-hour shift means the difference between a good and a poor hire is worth $1 million. XR lets you simulate that pressure before someone walks through the door.
AI and XR work best together. AI handles scale — screening thousands of applicants down to a shortlist. XR handles validity — putting the top candidates into real-world simulations to test dexterity, decision-making, and performance under pressure before a costly hire is made.
The 90-10 rule lowers the barrier. For teams not ready to go all-in, CGS starts candidates with web-based XR simulations. Only those who pass move to a full immersive environment — making adoption practical without disrupting existing workflows.
Start small, prove it fast. Doug’s advice for companies dipping a toe in: pick one MVP use case, define a quantifiable ROI upfront, and make sure the person funding the pilot is the one who’ll own scaling it.
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