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This post was made on October 1 this month and this month is almost over but no one is interested in the development of this project. What is missing from this project? is there another ANN thread?

we have to get used to that not everything happens on this forum
at least I think so at the moment

And, unfortunately, this moment is very bad for the reputation of the project.Bitcointalk is one of the most important ways of advertising!

Hi, muarip. No, this is the official ANN thread and we will keep you updated here about all things GoRecruit!

And today guys we want to tell you about how GoRecruit solves hiring problems.

In the process of hiring an employer faces a number of tasks, the main of which is the assessment of applicants. How to evaluate the usefulness for the company of a stranger?

Usually, personnel selection takes place in companies in “manual” mode. The candidate’s resume is evaluated by a human resource officer who needs to perform a large amount of work: place an ad, compile resumes, analyze them, conduct interviews with candidates, select the best ones. Such a procedure can take weeks and months while the company waits for a valuable employee and spends money on his search. Besides, the final decision may be wrong: the employee may not be suitable for the company or deceive it by “correctly” answering the employee's questions.

GoRecruit allows you to solve these problems and offers recruiter assistance in making personnel decisions. Using data from a social network profile and open sources, the system selects for 70 analysis parameters: the applicant's psycho-type, his interests, etc. Thus, the funnel of choice for the employer is reduced: an HR specialist in a large company or the manager himself in a small firm. Thus, the process of hiring an employee is accelerated, and it is less affected by the human factor.

The main advantages of GoRecruit in comparison with traditional ways of making personnel decisions are:

— objectivity: the system creates unified recruitment rules for all branches of the company, and a single base of employees allows you to increase the manageability of the company.

– accuracy: if other projects that help in hiring aim to disseminate information about a vacancy as widely as possible, then GoRecruit has attended to improving the efficiency of personnel decisions using a system based on artificial intelligence.

– cheapening: the optimization of the work of the personnel service can significantly reduce the costs associated with hiring new employees;

– reliability: a high-quality initial candidate check can reduce staff turnover and reduce the number of force-major situations

The world is changing very quickly: organizations can no longer ignore the many changes. Technologies now play a significant role in the work of HR-services. Many HR-processes are already automated: accounting and personnel training, accrual of bonuses, bonuses and compensation payments. GoRecruit uses breakthrough artificial intelligence technologies for digital-HR. GoRecruit is a product that will be able to assume other routine functions of the HR service in the future, leaving it with strategic objectives, and thus will be able to improve the process of hiring employees qualitatively.

GRT Token: what is it?
The GRT token, or RecruitCoin, is a GoRecruit project token based on a grt-token smart contract. Its base is the ERC-20 standard for the Ethereum blockchain platform.

GRT Token is a payment method for calculating the rating of a single candidate within the GoRecruit system. The initial value of the token is equal to 3 dollars and is equivalent to the cost of the rating of one candidate. It significantly reduces the cost of the recruiting process. Prices for GoRecruit services will be recorded in official currencies; however, the cost in GRT tokens will always be lower. It will stimulate the demand for GRT tokens over time.

The token economy of GoRecruit relies on using GRT as a means of payment for all services on the platform, as well as for transfers between GoRecruit users. This approach makes the token equally convenient and useful both for experienced users and for an audience not familiar with cryptocurrencies.
https://medium.com/gorecruit/grt-token-what-is-it-cb16b4328197

Yep, the key information about GRT is right there!

And we thought you guys might be interested in the history of GoRecruit.

The company’s CEO, Alexander Barabash, is an entrepreneur who has created several successful enterprises from scratch since his studies at the university. He was always interested in innovative business ideas, and once during a conversation with his colleague, Vitaly Volnyansky, he became interested in the possibility of creating a rating system for banks that would be based on the borrowers’ social networks profiles. However, in banking, expert systems were already widely distributed, so Alexander gradually came up with the idea of an HR service, which allows evaluating job candidates based on data from social networks.

The project began its first research in the field of social network data analysis in 2012, seeing the consistent patterns between the image of a person in a social network and his real psychological portrait. Later, Soucheil Zakkar joined, taking on the task of sales and marketing. The first result of the project was the creation of an expert system.

Expert systems are one of the few forms of artificial intelligence that have received broad practical application today. When the GoRecruit expert system evaluates applicants for vacant positions, it compares the personal and psycho-physiological qualities of the candidate with the same parameters of the best specialists. The GoRecruit service is based on the mathematical model and eight-year research of recruiters and psychologists.

After building the mathematical model and making the first interface of the system, the service team became able to confirm its hypothesis: the company successfully implemented the system in the MFC (Multi-Functional Centre of state and municipal service provision) of the Perm Krai, a company with a staff of more than 1000 people. The Ministry of Enterprise and Trade Development of Perm Krai recommended the use of GoRecruit in HR, and the service received positive feedback from recruiters from large HR agencies.

The result of this stage of work was the algorithm developed in 2015 for evaluating applicants by data from VKontakte, the largest social network in Russia and the CIS, and the construction of the first version of the Internet service.

The present stage of the GoRecruit project development is associated with the introduction of blockchain technology into the system for strong safety and reliable use of data on the personnel history of each person. This approach may become a new trend in the use of blockchain technology in HR.

Another direction of GoRecruit development is the integration of the service with other global and regional social networks. The system adds information about previous jobs and achievements to the analysis of job seekers, while the blockchain will allow companies to verify the accuracy of the information provided. All this creates a high-value service for recruiters. Thus, GoRecruit opens up new opportunities for the blockchain in the field of recruiting for businesses and candidates.

Hey everyone! We just launched an airdrop campaign (https://bitcointalk.org/index.php?topic=5060213)! Pool = $100 000 in GRT tokens.

To take part in it, you need to complete the following tasks:

1. Join our Telegram group: https://t.me/GoRecruit_EN
2. Follow our Twitter account: https://twitter.com/GoRecruit_EN
2. Like our Facebook page: https://www.facebook.com/GoRecruitEN
3. Fill out this form (https://gorecruit.bountyplatform.io/airdrop/2843/join)

Rules:

• Limit: 10000 confirmed participants.
• Do not mention the Airdrop Campaign in the channels.
• Only new users (joined GoRecruit after 30.10.2018) can participate in the airdrop campaign.
• Stay subscribed until the end of the crowdsale or you will be disqualified.
• Rewards will be distributed after the crowdsale, they are provided on a first-come, first-served basis and cannot exceed the airdrop pool.
• Maximum 20 confirmed referrals.

Rewards:

• Join (Telegram + Twitter + Facebook) – 1 GRT
• Referrals – 0.2 GRT per one confirmed referral

GoRecruit: AI for personnel decisions of small and large enterprises

GoRecruit uses two fundamentally different approaches for working with data, because small and large enterprises make personnel decisions in different ways, both at the human level and at the level of mathematical models.

In the case of a small enterprise, personnel decisions are usually made by the manager on an intuitive level. From the point of mathematical modeling of this situation, the problem is the lack of statistical data on the movement of personnel and, as a consequence, the difficulty of collecting such data. The solution is to use the expert system model, which relies on a balanced expert opinion within the framework of the constructed decision tree.

Large enterprises, by contrast, have accumulated a vast array of data on personnel, but these data are often not used adequately and sometimes are unstructured. At different enterprises, they are stored in various forms and contain a different set of parameters about applicants and employees, which creates difficulties when working with them.

GoRecruit offers a complete solution for large enterprises. The system implementation cycle starts from structuring data on the movement of personnel to fill them with new data from social networks and other open sources. In the course of working with data, GoRecruit uses different methods, taking into account the specifics of the enterprise, but the main process can be described as follows: the collected data is cleared of “noise”, pre-processed, and then sent to a mathematical model.

The built neural network of the GoRecruit system can be fully used to predict the success of a candidate for a chosen vacancy, taking into account the peculiarities of the enterprise. GoRecruit helps HR work more efficiently by taking on routine, repetitive tasks, freeing up time to fully develop the company’s personnel strategy.

Artificial intelligence and blockchain is a very promising technology to develop and I'm curious when you will launch the platform?
There are many users of your signature, is that a bounties?

Hey! GoRecruit is an already working product, so the platform already exists, but the use of the GRT tokens will be possible after the ICO.
As for bounty, yeah, there is one: https://bitcointalk.org/index.php?topic=5041741

Did you know that the relevance of the analysis of social networks for hiring a candidate has been confirmed repeatedly by scientific studies? Let us elaborate on this:

The pioneer in this area was Donald Kluemper of Northern Illinois University. In the article «Social Networking Websites, Personality Ratings, and the Organizational Context: More Than Meets the Eye?», published in 2012 in the Journal of Applied Social Psychology, he set himself to check whether it is possible to determine the severity of traits based on a Facebook profile analysis. The Big Five of its owner, to predict the likelihood of hiring this person to work, as well as its future effectiveness. The Big Five is a model of a human personality which includes five common and relatively independent features: extraversion, agreeableness, consciousness, neuroticism, and openness to experience.

To test his assumptions, the researcher asked three specially trained appraisers to analyze 274 profiles of real people on Facebook, and on the basis of this information, assess the severity of these Big Five traits among the owners of these profiles, as well as determine the likelihood of their hiring for the starting position in the services sector. Six months after this assessment procedure, the researchers tried to contact the leaders of the survey participants assessed and asked them to fill out questionnaires about the effectiveness of this worker.

The results showed a significant correlation between the assessments of personality traits on the Facebook profile and the performance evaluations obtained from managers. Besides, Facebook profile analysis turned out to be a more valid method of predicting the effectiveness of activities than the self-reported personal questionnaire. Considering that on a review of a single profile, appraisers took an average of 5 to 10 minutes, the assessment of a person based on the social network analysis is desirable for use in the personnel selection process.

The findings of Donald Kluemper have been confirmed by a series of further studies by scientists around the world. For example, in September 2013, researchers from the University of Pennsylvania and the Psychometric Center of the University of Cambridge published an article describing the results of an analysis of 700 million words, phrases and topics gathered from almost 70,000 people from Facebook messages. The report showed striking differences in the frequency of using different words and phrases between people of different gender, age and with different personality traits.

Thus, scientific researches confirm that the analysis of social networks is a convenient, fast and functioning resource for using it in the personnel selection process.

You wrote. "GoRecruit is an effective recruitment tool that uses social networking data to analyze and evaluate job candidates and help you choose the best." But, collecting data from social networks can be regarded as an invasion of privacy. If candidates find out about this, they can sue.

Yes, I have registered and tried your platform, interesting for various companies that will find the best candidates to be recruited to become their employees later. So, have you got your first client, maybe a company in your country?

A job applicant's consent is absolutely mandatory, without it the system won't get access to their social media profiles.


Yeah, we've been on the market for a while now, the service is already being used by 470 companies.

GoRecruit
Can you tell us how the presale goes?

Hello, we have two private investors and an arrangement for investments with a fund.


Today, we'd like to explain what HR solutions GoRecruit offers for small businesses.

Small businesses can not afford a full-fledged HR-service, so the head of a company is often involved in selecting candidates. This function, being added to the main activity, is not always performed qualitatively and often depends on the personal preferences of the head of the company and doesn’t have a professional decision-making base. Besides, researches have shown that recruiting tasks consume from 25 to 25% of the time of a small business owner. These tasks distract executives from their most important work: running a business as such.

Suppose a business owner decided to hire a sales manager and placed an ad on the Internet. During the week 40 people responded to it. Each interview will take 30 minutes, resulting in about 20 hours — almost three full working days — spent searching for one candidate. It is necessary to take into account that this selection does not take place in a comfortable, calm atmosphere, but in the process of solving other business problems, therefore the efficiency, objectivity, and accuracy of the decisions made is a big question.

GoRecruit offers its own way to solve this urgent problem. The business owner sends an invitation to all 40 applicants, accepting which, they agree to the processing of their personal data. The system analyzes their data in social networks and assigns them a certain number of points. After reviewing the result, a business owner can invite only the highest rated applicants for an interview. Thus, he can save a significant amount of time and make a more balanced decision.

GoRecruit is an expert system that models the natural course of human thinking, trying to make an objective decision based on the many available parameters. The system is based on eight-year studies of sociologists and psychologists, and having a sizeable scientific base, can make a balanced and objective decision. Being built on the principle of Saas, GoRecruit service can be used by any entrepreneur or company, as it does not require significant expenditures and investments.

Thus, GoRecruit as an artificial intelligence system can be an effective and successful solution for small businesses, which constitute a significant part of all developed economies of the world.

Yesterday we told you about HR problems that GoRecruit solves for small businesses and now we'd like to talk about how GoRecruit optimizes HR processes in large companies.

Automation of HR-processes is a matter of habit for large organizations. They have long been automating maintenance of personnel documentation, the calculation of compensation and benefits, performance management. However, the hiring process itself is still one of the least technologized fields. What problems does the employer face now and how does GoRecruit offer to solve these problems?

With the mass hiring, when it comes to dozens and hundreds of candidates, HR managers’ labor costs are significant: we need a huge entrance funnel and high-quality primary screening of candidates. Many candidates send a resume at random, not thoroughly reading the requirements, and recruiters have to view and filter out a ton of unnecessary information.

The GoRecruit system, as an AI system that assesses an applicant by social network profile, can qualitatively evaluate its suitability for the company at the first stage. Carrying out these routine tasks, the system frees the HR professional for a field of strategic activity: the recruiter can better deal with planning, analytics, personnel development programs, and loyalty.

HR managers themselves often formulate requirements for candidates intuitively, without using HR-analytics tools. For example, it is believed that any seller should be sociable and stress-resistant, but these are not always determining conditions, as other factors influence the making of a personnel decision. You can confirm or disprove these hypotheses with the help of data, and the more statistics, the more accurate the model will be.

GoRecruit system allows you to upload data on personnel movements within the company. Analyzing the statistics, the system helps to identify what kind of employees best meet the requirements of the organization. Artificial intelligence analyzes the statistics of the staff personnel movement and all the data about it and concludes that a certain human quality or a set of them is critical to success in this company.

Automating the preliminary assessment of candidates, which is offered by GoRecruit, as a whole allows us to speed up the recruitment process and reduce the company’s expenses, as well as significantly reduce the time spent on making personnel decisions.

Is smart contract already developed?

Hi, yes, you can see it on GitHub (https://github.com/GoRecruit).

Alright, we explained why companies need to use GoRecruit, but our service is very advantageous for job seekers too! And here's why.

One study found that most recruiters make decisions about a candidate within the first 60 seconds of meeting with him, often based on first glance, handshake, dress, or speech. In other words, making decisions about the employment of a particular candidate rests on the subjective opinion of a personnel officer, who cannot always correctly relate his attitudes to the interests of the organization.

This order of things has a negative impact on applicants who experience a lot of inconveniences. The labor market gives them a kind of “illusion of choice.” Many candidates go to useless interviews, although in some cases it can be determined in five minutes that the company and the candidate are not suitable for each other. GoRecruit as an artificial intelligence system can avoid such situations and save time for both the employer and the applicant. More importantly, this system is unbiased and is guided by open sources, so the hiring process becomes transparent and open.

GoRecruit evaluates the applicant based on data from open sources and social networks. It calculates whether a candidate is suitable for the position he has chosen using a variety of independent parameters. Such a method excludes the human factor from HR-processes and reduces subjectivity. Algorithms will not miss a specific summary due to inattention, and will not immediately exclude a large number of applicants for non-objective reasons.

The next advantage of using GoRecruit for a job seeker is to save time. It’s not even about the fact that it takes a couple of minutes to apply for a position at GoRecruit, but for an interview with the company, it takes several hours to travel. The system evaluates the candidate quickly and efficiently, assigning him a rating, which is immediately evident to the HR service, who can rapidly also decide on hiring. In the case of a negative answer, the applicant may immediately continue his search for work, and not remain in the “hang state.”

GoRecruit creates equal and open conditions for hiring employees and makes the recruitment process transparent and efficient. This is a definite plus for future employees of any company, regardless of its size and specificity.

I dunno, seems like a unique project, at least I haven't heard anyone doing anything similar.

Ok, thanks, seems good.

Sure, since 2015.

And now it's time to talk about the HRM Market!

The global market of systems automating human resources management (HR Management, HRM) continues to grow actively. Its average annual growth is about 8%, and the rate is only rising, reaching about $ 14 billion. Industry experts estimate the market dynamics differently but agree on one thing: this market will undoubtedly increase. It is projected to attain USD 30.0 billion by 2025, according to a new report by Grand View Research, Inc. Besides, one of the main trends defining this growth is the increase in the number of SaaS solutions, which occupy a significant market share nowadays.

The primary driver of the HRM market is the global task of improving the efficiency of employees, which concerns most of the world’s companies these days. The second important driver is the professional development of HR-services themselves, for which the HRM-system becomes a tool for solving more complex and uncommon tasks.

HRM market experts believe that cloud solutions will take a large share of the market in the coming years. Big data analytics, machine learning, artificial intelligence, and the Internet of Things are also expected to impact the HRM market positively.

GoRecruit is an artificial intelligence system for helping small enterprise executives and employees of personnel services to make HR decisions. The system analyzes data from social media and publicly available sources and uses a blockchain-based architecture for data storage.

The key advantages of truly effective recruitment are the involvement of motivated employees who can achieve high productivity and ensure stable growth of human capital assets. First and foremost, software for recruitment can reduce the time and the costs associated with the process of hiring new employees.

Increasing need for managing the widespread workforce and growing demand for replacing outdated recruiting systems with improved human capital management platforms are supposed to fuel the HRM market growth.

hi, I think traditional recruitment program already strong in this field and I known one project similar to your project failed last year. But let's hope you can survive in this field and I want to know what is your advantage compare to others platform?

Hello, our main advantages to other platforms are the cheapness of one evaluation, its speed and the fact that the result of an assessment is not just a rating, but also a candidate's psychological profile. None of the other platfoms work this way. Besides, the service is just convenient and can adapted to any profession!

GoRecruit: high technologies in the service of competent recruiting

The main task of recruiting is the search for candidates who have the technical skills necessary to perform the work and who fit the existing team of the company. The main tool used by recruiters to assess a candidate has always been an interview. However, this method requires enormous time and financial costs. Besides, as practice shows, it is not good enough to predict the productivity of work.

However, in the future, recruiters will have access to automated tools that can determine the degree of compliance with high accuracy, and this will radically change the recruitment process as a whole. Recruiting technologization is a step into the future for all those involved in hiring the staff.

However, the scope of HR is quite conservative. Of course, nowadays, recruiters rarely deal with paper documents, they work on the Internet, looking at resumes, profiles, and applications from candidates with the right skills. However, on this, the introduction of technology in the hiring process is almost over. These processes allow you to streamline the documentation related to the search and recruitment of individual employees, simplify the notification of candidates about new vacancies. This all speeds up the process, but also increases the funnel of candidates, and thus increases the load on the recruiter. Besides, new technologies in HR at this stage do not solve the main problem that every company faces every day: assessment of the candidate as a person, suitable or not suitable for work in this company. It is this characteristic that is decisive for business owners: according to the research of the company Instructure, which analyzes the HR-market, 85% of managers prefer to hire employees who are capable of becoming a full-fledged part of the team; technical skills are second in this system of priorities. This problem is intended to solve the technology of the future.

In recent years, several studies have appeared which state that a person can be most objectively assessed according to his digital portrait: a page on a social network and information trail on the Internet. The computer model turned out to be more accurate than the independent and third-party assessment of the candidate by 12 out of 13 points. These studies have tremendous value for recruiters. Digital traces in the form of notes on social networks, search and purchase history, emails, calls — “big data” — gradually penetrate all recruitment processes.

GoRecruit is an artificial intelligence system that can already evaluate one or another candidate on his social network page and open data. The system assigns a rating to the applicant by analyzing his digital portrait and comparing it with the requirements and demands of the company. The further decision is already taken by a recruiter, who is freed from the largest and routine work: the primary selection of applicants. Thus, the HR-manager gets into his hands an invaluable tool that gives the most significant advantages in the hiring process: speed, objectivity, and impartiality.

GoRecruit can help 4 billion people on the planet

More than 7 billion people now live on Earth. According to the Food and Agriculture Association of the United Nations, 65 percent of them are able-bodied and employed in the labor market, that is, they constantly face finding work or hiring employees.

The global labor market has emerged in the last 30 years when developing economies began to compete with developed ones. Today, the situation in the labor market is quite tense: in countries with a developed economy, the demand for highly skilled labor is now growing faster than supply, while the demand for low-skilled labor remains weak. The McKinsey Global Institute (MGI) believes that this trend is gradually spreading to developing countries.

As a result, modern enterprises are particularly interested in how to find employees with the necessary skills and how to build strategies for hiring, retaining and training employees that will give them competitive advantages. Proper recruitment becomes vital for any business, both large and small, and the automation system for hiring new employees here can come to the aid of the employer.

GoRecruit as an artificial intelligence system that assesses an applicant for social networks and open sources can be one of the solutions to this problem. The initial assessment made by the system speeds up the hiring process and makes it more objective. As an online service, GoRecruit provides remote search capability, which in the global market is also a plus for employers and job seekers. Impartiality of assessment is an undoubted advantage for people in search of work: the applicant can expect that the decision on his candidacy will be made from his real skills and qualities.

The described qualitative change in the recruitment process that GoRecruit offers will affect the situation on the labor market and thus be able to improve the lives of more than 4 billion people employed in this market.

Does GoRecruit even need blockchain? Aksing, because many projects don't even need it

Yeah, there are a few good reasons for that.

Its application will be able to provide two essential parameters of the system: the security and transparency of the data of each candidate. Already, the blockchain will allow us to store the data obtained by candidates’ assessment securely, and to protect it from interference and adjustment. In the future, we plan to introduce new functions related to HR workflow management, and that also undoubtedly requires a high level of data security.

Now GoRecruit works on the Etherium blockchain platform, but we are exploring the possibility of using other blockchain platforms, for example, Disciplina.io. Expansion of the set of platforms will provide additional technical capabilities and greater transparency in the use of data, such as social networking profiles, employment history and professional achievements of the candidate.

This method of presenting and storing information about applicants will create a high-value service for recruiters and in the future may become a new trend in the HRM market.

Data-driven recruiting: hiring market analytics

Employee recruitment is one of the areas where analytics has not yet become firmly established in business practices. Marketing, manufacturing, finance, and accounting already use automation, complex analysis, and Big Data to improve decision making. Recruiting, however, was aloof from this trend for a long time.

However, in the coming years, data-driven recruiting can transform the industry. This process is being accelerated by overall digitalization of modern business, advancing of software, and an acute need to improve the efficiency of the hiring procedure.

Data-Driven Recruiting and HR Analytics are recruiting methods in which planning and decision making is based on data acquired through HR technology. Similarly to marketing and sales, every step of recruiting and hiring now can be tracked and measured.

Data-driven recruitment uses different technologies and techniques to analyze a large candidate pool and find a candidate with the proper skills and the right mindset. This process aims to find the talent that will fit into the corporate culture and become strong team players.

The recent report from LinkedIn shows that data-driven recruiting allows recruiters to navigate a large pool of candidate data efficiently and analyze the hiring results. Other benefits of data-driven recruitment include improved workflows and predictive analytics. Finally, data-driven recruiting has proven to improve some of the essential hiring metrics such as time to hire, cost to hire and quality of hire.

GoRecruit as an AI system is a data-driven technology. The service analyzes information from social networks and open data. On this base, it assigns a rating to the candidate, which can help the HR manager to understand whether the applicant fits the job or not. The cost of assessing a candidate is $3, which is a dozen time lower than the cost of a traditional hiring procedure. In other words, GoRecruit today is a product that meets the needs of the time and is at the forefront of business automation technologies.

Do u have like real AI or its just a buzzword like in many projects?

Hi, our artificial intelligence is real, uses mathematical model and has been successfully working for a while now!
By the way, we just published an interview with a co-founder and the Head of Sales for GoRecruit, Souheil Zakkar, where he talks about the recruitment market and the opportunities of our service. You can read it here (https://bit.ly/2zRVQCj).

Team seems very solid, I  like it   :)

The GRT Tokens Distribution

GoRecruit is currently an MVP. We are continually working on the service and have identified several priority areas for development. They are the introduction of blockchain technology into the service, which will ensure the reliability of storage and applicants’ data transparency, the introduction of new sources for analyzing candidates, the localization of the service to other world languages and access to the markets of other countries. The development of the project needs investment, and that’s why we are pursuing an ICO.

The GoRecruit token is a GRT token, or RecruitCoin, which can be used to pay for all services on the platform, as well as for transfers between GoRecruit users. The token is based on the Ethereum blockchain platform standard ERC-20, its emission is limited to initial release and amounts to 8,275,642 GRT tokens. Tokens will be distributed as follows:

65% — sale

14% — project partners

10% — team

10% — stabilization fund

1% — bounty program.

We have developed several development plans depending on the amount of funds raised as a result of ICO. These plans are presented in detail in the WhitePaper document on our website. All funds received will be used for marketing for the next ICO stages and the development of GoRecruit itself.

That's right, if GoRecruit is able to show that they are worthy of success, surely GoRecruit will not stay silent, I see that community support has also been many, 5000 members on the telegram

Blockchain Life 2018: high-quality exchange of experience in the field of blockchain technologies

On November 7 and 8, the Blockchain Life 2018 conference, the largest international blockchain and cryptocurrency forum in Eastern Europe, was held in St. Petersburg. The event gathered more than 5 thousand participants from 70 countries. Our team — GoRecruit CEO Alexander Barabash and GoRecruit Head of Sales Souheil Zakkar — also took part in this conference, which without a doubt can be called the event of the year.

The Blockchain Life Forum 2018 is one of the most prominent events in the cryptocurrency and blockchain industry world. All representatives of the sphere gather here: the largest investors, entrepreneurs and those who are interested in the current state of the blockchain sphere. A distinctive and fundamental feature of this event is the complete absence of advertising reports. All presentations are based on practice and are aimed solely at telling participants about the industry, its features, risks and prospects and at providing practical tools for development through blockchain technology.

During the forum, our team held several meetings with potential partners. Alexander Barabash says: “The Blockchain Life forum brought many new business contacts, we exchanged experience with a large number of interested participants. Among them were private entrepreneurs, Asian crypto funds, and retail networks developed on the blockchain technology. Thanks to the meetings and lectures, we made sure that we are developing GoRecruit in the right direction.”

Hey everyone! Just wanted to share this interview (https://bit.ly/2zRVQCj) with Souheil Zakkar, a Co-founder and the Head of Sales for GoRecruit, where he talks about the recruitment market and the opportunities of our service.

Thanks for interview, it was interesting to read

The GRT Tokens Distribution

GoRecruit is currently an MVP. We are continually working on the service and have identified several priority areas for development. They are the introduction of blockchain technology into the service, which will ensure the reliability of storage and applicants’ data transparency, the introduction of new sources for analyzing candidates, the localization of the service to other world languages and access to the markets of other countries. The development of the project needs funds, and that’s why we are pursuing an ICO.

The GoRecruit token is a GRT token, or RecruitCoin, which can be used to pay for all services on the platform, as well as for transfers between GoRecruit users. The token is based on the Ethereum blockchain platform standard ERC-20, its emission is limited to initial release and amounts to 8,275,642 GRT tokens. Tokens will be distributed as follows:

65% — sale

14% — project partners

10% — team

10% — stabilization fund

1% — bounty program.

We have developed several development plans depending on the amount of funds raised as a result of ICO. These plans are presented in detail in the WhitePaper document on our website. All funds received will be used as an investment in marketing for the next ICO stages and the development of GoRecruit itself.

Another question for you, what will happen to tokens left after the ICO?

Hi, the remaining tokens will not be issued.

We are very glad to announce that Jason Hang, one of the most recognized international experts in the field of blockchain, has joined GoRecruit as an advisor and will help to develop the service!

Jason is a serial entrepreneur and inventor in the mobile business, blockchain, digital marketing, AI and ERP related business. He is a co-founder of Keyman Technology Ltd and IDACB (International Decentralized Association of Cryptocurrency and Blockchain) advisor.

Besides, Jason has more than 20 years proven track record on managing RD, IT, sales and consulting services.

Jason Hung will advise GoRecurit on issues related to the popularization of the service among the global crypto community, represent GoRecruit’s interests at the key events, dedicated to cryptocurrencies, provide marketing support and present the service to investors.

Why on the bounty does it say this "Identification (KYC) at this time is not required, but the developers have the right to request it at the end of the campaign. If this rule will be added and you do not pass the identification you will not receive the reward."

I don't like that. That means you can just decide not to pay us. I will never give my personal info online. So what now? I work long and don't get paid?

Hi, this rule was there from the very beginning, so by taking part in the bounty campaign, you’ve agreed with it. We are going to fulfill our share of the commitments and at the end of the bounty reward everyone who completed the bounty requirements with tokens.

I also have the same concern. I don't really agree with it but I have no choice. The project looks good to me. The idea is good and the site looks nice. I don't feel you have any reason to not pay us.
I will give my real name and surname and phone number but more then that is asking too much. If I was making a large investment in a long-standing company then I would give KYC but such is not the case.
Anyway, I will promote you guys on Bitcointalk and on twitter. The opportunity is good so let us see what will become of GoRecruit.

Thanks, Lauren!

Now we'd like to tell you about the GoRecruit plans for the future.

GoRecruit service is based on breakthrough technologies of artificial intelligence and is one of the pioneer services in the field of digital recruiting. However, we want to make the service a common and full-fledged product, a high-quality modern assistant to HR services all over the world.

The main thing for the development of the service today is the possibility of its global use, so we are adapting GoRecruit for different countries. Psycho typing of a candidate in the service is based on the analysis of texts from social networks, and therefore, in the process of localization, we take into account the psycholinguistic features of native speakers. We also supplement the number of analysis sites that GoRecruit uses with the most popular social networks. After entering the markets of the USA, China, India, Japan, and Brazil, we intend to launch GoRecruit in Germany, France, Great Britain, Australia, Italy, and Saudi Arabia. Thus, GoRecruit will be available in the most significant labor markets, and that will increase the number of users in the system.

The second important task for us is to make the GRT token a convenient, affordable and reliable means of payment for GoRecruit services. Soon, we plan to make GRT quoted on cryptocurrency exchanges. The listing will increase the transparency of the price of the GRT token, its liquidity, and demand among its holders. Besides, access to the cryptocurrency exchange will allow purchasing GRT for anyone who wants to use GoRecruit.

All this will have a positive impact on the development of the service and the demand for GRT. However, the main thing is to change the approach to hiring staff and make recruiting fast, high-quality and technologically advanced.

George Han has become a GoRecruit Advisor

"The key to a successful startup is an idea that is applicable in practice, and the founders’ desire to plunge into the project" - says George Han, a financial professional who has worked with hundreds of startup founders in the areas of strategic planning, development, and fundraising strategy. We are glad to present him as the GoRecruit advisor.

George graduated from the National University of Singapore, one of the top global high schools; and has an MBA in Investment from British Hull Business School. George currently runs the Leaping Bull Blockchain Ventures, an organization that does business consulting. Its mission is to support companies that want to use blockchain technology in their work. George already advised 20 companies, which he helped to overcome the difficulties associated with token-economy, community management, marketing, and investment strategies.

Over the past six years, George Han has led a business incubator at Singapore Management University, one of Singapore’s leading universities, where he had facilitated the creation of over 90 tech startups and advised over 600 startups in their business plans. He has a strong interest in helping thriving startups develop their growth strategies and raise funds in realizing their vision.

George Han will advise GoRecruit on whitepaper development, marketing and investment.

Wat will tokens be used for?

Hello, the token economy of GoRecruit relies on using GRT as a means of payment for all services on the platform, as well as for transfers between GoRecruit users.

GoRecruit: an efficient, fast and modern recruiting tool

Developing any product, you need to understand its condition today objectively. We analyzed GoRecruit as an already developed and operational service and identified its strengths.

First of all, GoRecruit removes one of the main problems of modern recruiting — the human factor. A staff officer, like any other person, cannot be completely impartial and unbiased in the assessment of a candidate, while GoRecruit uses a unique mathematical algorithm. This algorithm sets an objective rating of the applicant, and the recruiter or the owner of the company may already take it into account.

The algorithm developed by us can be adapted for use in any company and the assessment of specialists of any profession. The service allows you to load the input data into it: for example, data on the personnel movement at a particular enterprise, or data on the representatives of a specific profession. The mathematical model of GoRecruit will create a portrait of the necessary employee and correlate with it the data of each applicant.

GoRecruit speeds up the recruiting process: while an interview in any company always takes time and effort, the service provides instant automatic assessment using the applicant’s open data and information from his social networks. Thus, this tool is much more convenient than interviewing and passing tests, even in online mode.

The undoubted advantage is the fact that GoRecruit is a service, and there are few such services in today’s market. The niche of automatic recruiting is almost empty, so GoRecruit can quickly and confidently become an indispensable assistant to small and large businesses. Besides, the service team has extensive experience in the development of Internet projects, and in building the business from scratch.

GORECRUIT: ROADMAP

We have been working on the GoRecruit service since 2012. Then we began research in the field of open data analysis for HR decision making. In 2015, the algorithm for evaluating applicants based on data from the social network VKontakte was developed and the first version of the product was implemented. Over the next three years, we applied the service to the first large company (more than 1,000 employees), carried out studies to prove our initial hypotheses and launched two product versions in succession.

We are developing GoRecruit, and we want the service to be turned into a product as soon as possible, useful for all participants in the hiring process, which can solve their problems qualitatively. To do this, we analyzed our previous steps, the existing potential for the development of the service, the challenges and opportunities for growth, the needs, available and estimated resources. Based on this analysis and expert discussion about work aspects, we built a roadmap for the project.

• 4q 2018 — Development of a Blockchain architecture
• 4q 2018 — Development of a profession modeler
• 1q 2019 — Development of a PWA platform
• 1q 2019 — Mobile application development for Android and iOS
• 2q 2019 — Increasing the number of publicly available sources for data analysis
• 2q 2019 — Development of a robust architecture and a load balancing system for computational application instances for project scaling
• 3q 2019 — Localization of the product by translating it into five most spoken languages in the world
• 3q 2019 — Global market expansion
• 4q 2019 — Conducting additional research regarding applicant's social media profile parameters and other data from public sources that may affect HR decision-making

IMO these goals seem feasible, ty for sharing.

GoRecruit Development: Current Goals

The goals of GoRecruit are high and ambitious, and we are ready to meet the challenges of each stage of our development because each of them is a reason for us to become even better. The main challenges of today for GoRecruit is to build trust in a professional environment, make the service more reliable and form qualitative team management.

GoRecruit is a service that can be used by both small and large businesses. However, large companies do not always trust Internet services, for fear of information leaks and corporate spying. We understand these concerns, so the service calculates the candidate’s rating in the cloud, and the data provided by the company is kept by the company itself. This model is the most effective and reliable concerning data security. The blockchain architecture of the service will also help ensure data storage security and protect them from outside interference.

GoRecruit is an innovative product and not yet sufficiently well known on the market. We are ready to increase trust in GoRecruit: work with the media and with social networks, consistently telling and showing how the service functions, participating in events for recruiters, expanding the number of the audience familiar with us. We are also implementing the freemium business model to attract an even wider range of HR specialists.

Without a strong team, it is impossible to achieve high goals. One of today’s challenges for any project, especially in IT, is a large number of freelancers, who are often engaged in several projects at the same time. We want to build an efficient and full-fledged workflow, so the core of our team is localized in one city, and now we are implementing a quality management system for remote workers.

Any challenge is a reason to become better. GoRecruit meets the challenges of today and turns them into steps towards a bright future.

Your project reminded me of CRYPTO-HR, because it solves problems similar to yours, but CRYPTO is too specific bc. targeted at crypto specialists while GoRecruit seems to be universal for all trades.

GoRecruit and HR management competition

Like any company, we compare our product with other solutions. Although the recruitment automation market is still only at the beginning of its development, there are some projects that are designed to simplify the hiring procedure. How does GoRecruit look like against its competitors?

Most companies use CV and personality questionnaires as sources of analysis. As scientific studies show, a person evaluates his qualities and prospects in a company in the process of filling out a questionnaire worse than artificial intelligence does. GoRecruit expert system processes data from social networks and other open sources, which gives a more objective picture. Furthermore, the system can be adapted to any profession and company, unlike the competitive products, which often work with a predetermined area.

The majority of enterprises assess the knowledge, skills and personal qualities of the applicant as a result, and this requires decoding. GoRecruit issues a candidate rating based on more than 70 assessment parameters, and it can immediately be used by a recruiter to decide on a particular candidate — whether to call him for an interview. Furthermore, the rating is calculated in a few seconds, while other products require about half an hour.

GoRecruit is a flexible service that adapts to the goals and requirements of the employer. In comparison with other competitors, its use is more financially reasonable: the assessment of one candidate for GoRecruit costs three dollars, while the starting price of other products starts from $500, regardless of the recruiting task.

Based on this comparison, we conclude that the market situation is favorable for the development of GoRecruit, and our service has every chance of becoming a useful and high-quality assistant in the global labor market.

How is the projec going?

Going as planned, thank you!

GoRecruit and Future Trends

Developing any product needs to rely on today’s market needs. However, focusing only on the current moment is initially a losing strategy in a world where everything changes every second and nothing stands still. What trends are currently working on the development of GoRecruit?

First of all, it is worth noting that each market is now moving towards its maximum automation. The recruiting market in this regard is somewhat lagging in development because it is directly related to working with people, but it is also moving toward algorithmic recruitment. In this regard, GoRecruit is at the forefront: it is already a fast and reliable way to automate the hiring process. Our service analyzes data from social networks, and the degree of their penetration into the life of each person, according to researches, will increase every year.

The modern rapidly changing world requires the flexibility of approaches and settings. GoRecruit is a service that can adapt to a large and diverse number of tasks. We have designed the possibility of function expanding to fulfill the goals of the employer more accurately, and now we are working on the localization of services for the most common languages in the world. Besides, we are developing a mobile application so that any applicant and any employer can quickly find each other.

GoRecruit is a flexible and modern product, one step ahead of the market.

What is current bonus?

Hi, it's from 20% to 40%, depending on the amount of tokens you buy.

GoRecruit: how it works

GoRecruit is a blockchain-based artificial intelligence system that supports personnel decisions. Analyzing data from social networks and open sources on 70 parameters, the expert system of the service calculates the applicant's rating for each vacancy. One of the most critical sources of analysis are candidate profiles in social networks, and the main method for processing profiles is text analysis.

GoRecruit expert system evaluates the way a person behaves itself in open sources. The fact that people try to appear smarter, more successful and more interesting in social networks is not a problem for the expert system: instead of analyzing what a person publishes, it investigates how a person does it and on this basis can “feel” the improbability. The GoRecruit mathematical model is based on the research of psychologists and recruiters and makes it possible to analyze candidate data most effectively.

The first thing that the system can evaluate through social networks is the applicant's literacy, the quantity, and quality of grammatical errors made by him. The second is the personality type. We are not trying to build a complete psychological portrait of a person, but are trying to assess the likelihood of the applicant’s compliance with the proposed position. Here we rely on 16 socionic types and on how a particular type forms its speech. To determine the type we need three parameters: two of them we get by analyzing the text, the third is taken from the analysis of other open sources. The expert system examines the text according to a series of its features: for example, it calculates the frequency of use of negative constructions or the predominance of perfective or imperfective verbs. Such a multi-component analysis along with processing data from other sources allows determining the type of person.

The type of person along with other data obtained is loaded into a mathematical model, which calculates the rating depending on the type preferred for each profession and makes it possible to compare the candidates among themselves. An employer receives impartial data on the eligibility of an applicant for a vacant position, and as a result, may qualitatively reduce the time of employment. Instead of conducting 50 interviews, part of the work can be entrusted to artificial intelligence: the expert system will analyze the data of applicants, and of all, you can invite for the interview only the candidates with the highest result. Thus, GoRecruit is a supporting tool for making personnel decisions, and the final word is still with the person.

Hello, when will GoRecruit start ICO sales? I see the current price is $ 2.5 with a bonus of only 20%,
why do you say 40%? this is a little confusing

Indeed, that's confusing. If there is 20%-40% bonus, why not written on website? I can not find the ICO schedule on the website nor in the roadmap. When the ICO start and when it will end?

Hello, right now the private pre-sale stage is on. You can see its conditions, including the bonus in the contributor's account at ico.gorecru.it (https://ico.gorecru.it/).

Seems this is quite new platform for HR industry may I ask you said this ai can analyze applicants data from social networks? What if the applicant has no data from any social networks? How this ai can evaluate the applicant?

Hi, yes, in that case the evaluation will not be as accurate as it could be, but still there are other open sources that the system can get data for the assessment from.

On your website it is written that u started the research 8 years ago, pretty impressive. All the best!

It's good you have MVP, making it possible to check out the real thing, not just the idea

GoRecruit and modern economic conditions

GoRecruit is an actively developing service. We want to improve the situation in the hiring field qualitatively, to make it simpler, faster and more efficient. However, we can’t ignore the fact that the world around is continually changing, and the challenges that currently affect the entire market situation.

It would seem that the unstable economic situation is not conducive to the emergence of new products: most companies at this time are trying to cut their costs and optimize workflows. Our service is just the right solution: thanks to GoRecruit, an employer will be able to select the best specialists and thus reduce staff turnover. GoRecruit does the job of a recruiter, helping to weed out candidates with a low rating. Thus, the efficiency of the HR-manager can be increased, and he will be able to cope better and faster with a significant flow of candidates. Besides, the service can significantly reduce costs: the cost of evaluating one candidate is three dollars, which, together with the almost instantaneous processing of the applicant’s data, makes GoRecruit an attractive solution to the hiring problem in the company.

Service takes on the routine part of the work. Thus, HR-manager has time for strategic planning. In a difficult economic situation, it is those companies that can solve complex problems that survive, and personnel managers who have been freed from a large number of interviews and permanent staff recruitment will be able to build new and effective strategies to attract new candidates and retain old ones.

if applied with social networks it will be a little difficult,
maybe personal data like Linkedin can be a reference

Sound plan, but I do believe more and more processes will be automated as the time passes, HR too

Josh Bersin on recruitment trends

Josh Bersin is one of the world's leading researchers in the field of talent management. Every year he publishes programmatic articles about the main trends in the field of recruiting. He told the Harvard Business Review about his main ideas this year, and we decided to check whether GoRecruit is moving in the right direction.

Josh states that recruitment is the most dynamic part of HR at the moment, and this is due to the amount of data that is collected during the recruitment process and to the high competition in the labor market. First of all, the technologies of searching for candidates are changing: to find people online now is at times faster, and companies need technologies that allow them to do this. GoRecruit processes job seekers data from social networks and other open online sources. We are in trend!

The second emerging area that Josh Bersin distinguishes is candidate management. He focuses on the fact that with a large number of applications for open vacancies, it is most advisable to use software that can evaluate the resume and select the most likely candidates. Josh says that the traditional way - to call a candidate and invite for an interview - is not very useful not only because of the enormous time costs, but also because a very small number of people know how to conduct such interviews on a large scale really well and competently. GoRecruit combines a technological and traditional approach: the service gives the candidate a rating, and the recruiter himself can already invite only the best to the interview and, therefore, to conduct an interview with a higher quality.

One of the trends of HR, according to the researcher, is software for building communication between people and vacancies suitable for them: good candidates may be suitable for different positions, not only for those they are looking for themselves. There is a shift in the direction of evaluating candidates on the basis of their profile, rather than experience at a particular job. One of the directions for the development of GoRecruit is the job recommendation system for the applicant; besides, the service takes most of the data for evaluating a candidate from public data, and not just from the work experience described in the resume.

Thank you, Josh! We have once again seen that GoRecruit meets the immediate needs of the HR industry and is a useful and modern product.

Hi, so if I understand right, if a candidate doesn't give consent to analysis he won't bt assessed?

Yeah, correct!

I think it would be good if requests for mvp could be send not only via email.

i agree, but still great that MVP exist, many projects are lacking it.

Hi, if I understand correctly gorecruit works only with 1 social network, but this will change right?? Or there would be not much point, the variety is needed

Hello admin,
We added your project GoRecruit to our listing - https://topexperts.io/ico/gorecruit

Yeah, absolutely.


Thank you!

then what about ICO? When will the main sale begin?
I see on the website that GoRecruit is still in a private sale

The GoRecruit team is back from the holidays

Hey everyone! We had a short break due to New Year, but now we ready to continue work on the service with renewed vigor, all the more so since we have a lot of plans for its development!

For instance, we intend to enter the Chinese market soon. Because of that, we continue to tweak our product so it could work with the open data and social networks of China. In addition, we plan to significantly increase the functionality of GoRecruit and introduce the capability of integration with other products.

We begin a new year with the intention to make GoRecruit a modern and flexible product, a service that will offer help in the process of personnel selection to companies all over the world.

GoRecruit enters the Chinese market

One of the main directions for the development of our service is a foreign market entry and we are glad to share that GoRecruit opens an office in China and starts working on the Chinese market!

The HR industry of China is one of the largest in the world. According to the roadmap published by Ministry of Human Resources and Social Security of China, by 2020 revenue of the Chinese HR industry is expected to amount 2 000 000 000 000 yuan or about 290 000 000 000 dollars. Among the measures that will help reach this figure is integration of human resources services and online capabilities. That is why we are confident that our product will come in useful on the Chinese market.

Currently, our team is updating the service so it could process the open data of China and work with Chinese social networks.

Thus, GoRecruit’s Chinese market entry will be the first step in our global expansion. We expect to succeed in this country, because our product offers a modern solution for the needs of the modern HR industry of China.

GoRecru.it is now available in Chinese

Recently we told you about the first step in our global expansion – GoRecruit’s Chinese market entry. To do well in this country the service should be convenient to use and able to process data from Chinese social networks and publicly available sources.

We are actively moving in this direction and have already translated the gorecru.it website into Chinese. From now on, users from China can learn first-hand about the solution offered by GoRecruit, understand how it works and get to know why the system is worth using.

This is just the first stage of the process of updating GoRecruit for the Chinese market, our next task is to finish the adaptation of the service itself. By doing so, we will be able to offer Chinese companies a product ready for an efficient use.

Hi.What are the results of private pre-sale?

Hello. The private pre-sale hasn't ended yet, right now we are still at the negotiation stage with investors.

AI In HR – Today And In 5 Years

A while ago, the largest social network for HR professionals HR.com published a report «The Current and Future State of AI in HR». The website interviewed professionals in the HR sphere to gain a detailed picture on how HR is currently using AI and will use it in five years. We would like to tell you about the major findings of the study and what convinced us that GoRecruit is not only a modern and opportune product, but also has all the chances to become an indispensable assistant for HR specialists of the future.

One of the main research findings is that more and more HR specialists become knowledgeable about the AI use in HR operations. In the previous survey, only 36% of respondents agreed that they were AI-savvy. In 2018, that number has risen to 43%. This is great news for GoRecruit, since the more HR workers know about AI use cases in HR, the more likely they are going to use AI-based software.

The second important takeaway is that the usage rates for AI in HR are gradually going up and in the near future are expected to explode. The number of organizations using AI to a high or very high degree is now 10%, up from 7%. Additionally, 46% of respondents anticipate that in five years companies they are working for will also use AI to such a strong degree. One more reason to consider our product forward-looking.

Also according to the data, 60% of respondents think that over the next five years employees will increasingly take direction from AI.

Another significant takeaway from the report – the features that HR professionals need most in AI-powered HR applications are the ability to analyze and predict. Our service does precisely this, it analyzes social networks profiles and open sources to predict the success of a candidate for any given vacancy.

Finally, it is worth noting that respondents are convinced artificial intelligence in HR is used more for automating various tasks rather than for augmenting employee capabilities.

In short, one can say that our service is a good choice for the contemporary needs of HR specialists and undoubtedly will stay this way once five years pass!

Hi,
do you have a white paper?

Hello! Yeah, you can read it here  (https://grt.gorecru.it/doc/GoRecruit_Whitepaper.pdf).

How GoRecruit deals with the «black box» problem

One of the major challenges of artificial intelligence is the «black box» problem — if we do not know how AI works, we will not trust it. This is particularly an issue when artificial intelligence makes responsible decisions and not just in the case of such spheres as medicine, but also HR. Because when introducing AI in the candidate selection process one has to keep in mind that unjustified denial of employment is grounds for court action. Let us tell you to what extent the «black box» problem is relevant to GoRecruit and how we handle it!

In fact, we have already dealt with the heart of the matter — the user’s incomprehension of the AI’s inner workings, because we explained how GoRecruit works. Here is a quick recap: the system is based on the analysis of the data from open sources and social networks, the main method for processing profiles is text analysis. The service uses 16 socionic types to evaluate the way a person behaves himself in open sources. To identify the type GoRecruit needs three parameters, two of them is the result of a text analysis, we get the third one by analyzing other open sources.

The type of the person coupled with other data is loaded into the mathematical model, which in turn does not make a decision on whether a job applicant is a good fit for a vacant position, but assigns a rating and gives the possibility for a candidate comparison. So that an HR specialist can save time and instead of conducting tens of interviews, invite only the job applicants with the highest scores. GoRecruit supports a recruiter and always leaves the ultimate decision to him.

when will be token distribution from bounty program ?

genial exitos

it's better to ask on the GOrecruit telegram channel, because here the admin usually doesn't respond,
for sure we have to be patient more.

Hello, sorry for the delay! Right now we are discussing the best implementation of a token distribution mechanism. Thank you for your pateince!

3 Steps For HR To Prepare For AI

The majority of companies today are well aware of the benefits of AI in workflow and agree that artificial intelligence along with automation and robots are important. But although according to a Deloitte survey 72% of organization think this way, only a few of them (31%) are ready to implement such technologies. Still, the increased usage of AI is a trend. For example, Gartner predicts that as late as in 2021 artificial intelligence will save 6.2 billion hours of worker productivity, of course, this time saving is going to affect HR departments too. But organizations shouldn’t necessarily wait two years to implement AI in HR! Here are three steps they can take now to make HR processes more effective using AI solutions such as GoRecruit.

First of all, a company should identify the business problems that need solving. Is there an urge to track and analyze employee performance? Or to save time and money in the process of primary candidate selection? Once the business problems are pinpointed, an organization should figure out what AI solutions will be able to handle these issues. For instance, our service helps to solve the task described in the second example.

Secondly, to use AI effectively, it is crucial that HR specialists adapt new ways of working. If recruiters stick to the best practices only, they might not catch up with new technologies. The solution is to experiment, try new things, learn and react quickly. But in the case of GoRecruit, everything is simple, all one needs to do is authorize a job applicant in the system, evaluate him, compare with other candidates and then invite for an interview only the applicants with the highest scores.

Finally, a company that plans to use AI in HR workflow must gather and systematize as much information as possible and create a data governance system. AI works based on data and the bigger data set is, the more effectively artificial intelligence will operate. For GoRecruit this is also true, but even if there is no data, the service can use the expert system model, which relies on a balanced expert opinion.

Like any other sphere, HR sees an ever-increasing usage of AI. Services based on artificial intelligence not only help recruiters to deal with specific problems, but change the functionality of HR departments allowing them to undertake strategic tasks. The is the future of HR and one can draw near it by taking three steps described above and by using GoRecruit!

commonplace question, but - when bounty distribution ?

Hello, currently we have a discussion about what would be the best mechanism of a token distribution. We appreciate your patience and will be sharing some important news about the project in the near future. Stay tuned!

GoRecruit made it to the semifinals of China-Russia Innovation and Entrepreneurship Competition

We have great news! GoRecruit made it to the semifinals of the 1st China-Russia Innovation and Entrepreneurship Competition. The project have passed the qualifying round and extramural expert review of Lomonosov Moscow State University Science Park and now we are getting ready to give a presentation to the competition’s official Chinese delegation and investors’ representatives. The semifinals will be held on 1-2 June in MSU.

The competition helps Russian hi-tech products to find new partners and establish cooperation for the subsequent PRC market entry. Besides, it is an opportunity to gain access to venture capital investments since business incubators’ employees, business angels and investors visit the finals and semifinals.

24 projects that qualify for the finals will be going to Beijing to compete for a cash prize. In addition, teams will take part in a road show spanning four key provinces of China where they will be demonstrating their products to potential Chinese partners and investors.

Chinese market entry is one of the main GoRecruit’s priorities for the near future. We have already translated the gorecru.it website into Chinese and now we are adapting the service itself so it would process the open data of China and work with Chinese social networks. Winning the competition would give a big boost to the development of GoRecruit, that is why we are going to do our best to achieve victory!

5 Factors To Consider When Choosing An HR Management Solution

It is not easy to choose an effective and useful HR Management solution, since there are dozens of such products on the market. Besides, one has to keep in mind that one system will not fit every organization’s needs because each has its own goals, tasks and priorities. However, there are some factors, which, if considered, will guarantee that a chosen solution is worthwhile. So, a quality application should:

1) Provide concrete business benefits.
Before getting one or another solution, a company needs a clear understanding of the benefits that a given software will ultimately provide. How will it improve business processes or save resources? For example, GoRecruit reduces time and money costs in the process of initial candidate evaluation.

2) Securely store candidates’ and employees’ data.
The importance of this factor cannot be overstated. Moreover, information has to be updated timely. Various systems offer different levels of security, but it is worth looking into programming solutions that store information in a decentralized data register with the use of blockchain, this way data will be truly secure.

3) Have a clear cost.
No one needs unexpected expenses, which is why when choosing an application it is necessary to make sure that the pricing is clear and transparent.

4) Be easy to use.
This might seem obvious, but the quicker HR specialist gets comfortable with a computer software, the sooner the latter will begin to yield benefits for a company. But if an application is cumbersome and unintuitive, there are guaranteed to be time and money losses because it will be necessary to seek help from other employees or the application developer itself.

5) Evolve.
The HR industry, like any other, is always changing. HR Management systems should also keep up with the times and expand the functionality to continue to be useful and relevant. Software vendors that do care about these things often provide updates and always keep posted about the application’s development, new planned features.

A modern HR department is unimaginable without human resources management systems. They save time and money spent on personnel selection, analyze employee performance, make adaptation of newcomers easier and much more. So there is no question of whether to get HR software and if a company keeps in mind above-described factors, it will be able to select a programming solution that can undoubtedly make a difference and quickly make up for implementation investments.

3 Intriguing Expert Opinions On The Future Of HR

HR industry is constantly developing and companies that want their HR department to continue working efficiently should always keep up not only with current trends, but also with predictions of how this sphere will change in the future. We have gathered a few of interesting expert opinions on what will be the state of the HR in a short time and also analyzed why GoRecruit is the future of the industry.

When it comes to the future of HR, HR professionals often reflect on the role that will be played by social networks. For example, San Sunner from HR-branding agency Rec-social thinks that new technologies and social media have taken what used to be a long, resource-heavy process of finding new talent, and made it much more manageable. «If we take a look at some of the most recent trends, we could speculate about what the future of recruitment may be like. One thing is for sure: social media will play a role in the further development of recruiting processes». This is great news for GoRecruit! To perform an evaluation, the system uses data from social media and other publicly available sources.

Another topic that is often argued by experts is whether artificial intelligence is the future of HR. Declan Moloney from Azon Recruitment Group convinced that in many ways – yes. However, it is highly unlikely that this future will mean no human HR professionals. «Rather than being a case of AI vs HR professional, it is more a case of working out how HR professionals can work with and leverage AI to their advantage», says Maloney. And GoRecruit is offering help to an HR specialist by saving time and money during primary candidate selection.

When talking about how blockchain technology can improve recruitment process, Arran Stewart, Co-founder of Job.com, says, «The blockchain allows peer-to-peer interactions that decrease middleman costs and streamline the flow of data needed in the hiring process». We should also mention another advantage of blockchain is that it makes it possible to check the validity of data. That is why blockchain is important for GoRecruit – this way candidates’ data will be secure.

Companies always try to understand how HR industry will change in the future, because that is how organizations can better prepare for it, make their HR processes more effective. To decide which direction one should move to and what things to watch out for, it is worthwhile to take into consideration opinions of HR experts. We looked at three intriguing expert opinions and at the same time made sure that the HR industry of the future and GoRecruit are synonymous!

How GoRecruit Helps Recruiters To Be Better Specialists

It is in any company’s interest that its employees are constantly growing and learning new things. Of course, this is also true in the case of HR specialists, but only new challenges and unusual tasks allow for growth and not high volume of routine work they undertake every day. GoRecruit is able to help recruiters to become better specialists – by analyzing social networks and other publicly available sources it takes upon itself routine and frees up time for development. Here are some examples of exciting tasks that will surely «level up» an HR specialist.

More and more organizations see for themselves that candidate experience in the hiring process is very important, that is why thanks to GoRecruit a recruiter gets an opportunity to look into job applicant’s profile more thoroughly. An HR specialist can not only make sure that a candidate is a good fit for the company, but build a more substantive and personalized conversation with them. For example, when looking for talented employees instead of cookie-cutter messages and emails put together sincere ones on why one or another candidate is the right choice for the job.

Besides, an HR specialist might use newfound time to provide better onboarding for a candidate – not just tell them about the starting date, but also describe the working process in detail and give overall help during the first days. All of this will contribute to employee retention as well as formation of a positive HR brand.

Another important HR’s area of responsibility is training and development of employees. More often than not corporate education is ineffective and seems uninteresting for workers, therefore in this process there is room for nontrivial solutions, for example, an introduction of gamification or interactivity. Again, GoRecruit will help to find time for their comprehensive elaboration and experiments.

During 9 hours that our service saves when closing every vacancy, an HR specialist can read a useful book, a lot of professional articles, visit a professional meeting or complete a few exercises in an online course – do all the things they typically do not have time for because of the routine and due to what they stagnate in professional development. A different way to use the time productively and increase competencies is to perform more interesting and strategic job assignments. For instance, in the fields of search and retention of talented employees, creation of the conditions for effective workers’ training and development.

i'm glad for your activity here but what about my question once again ?

3 Mistakes To Avoid When Using AI In HR

Today, artificial intelligence is increasingly used for solving HR tasks, but before introducing AI in recruitment processes, one should look at this technology from different angles and find pitfalls – without knowing them, it is impossible to use an AI system at its full potential. We would like to tell you about three mistakes that must be avoided when using AI in HR, otherwise the effect of an HR solution will only be partial. So, one should not:

1. Use low-quality data
In computer science there is the GIGO (Garbage In, Garbage Out) principle, which means that flawed or nonsense input data produces nonsense output, even though the algorithm itself is correct. Of course, this is very important for systems that use artificial intelligence, without data of good quality, software’s decisions just cannot be relied on.

2. Ignore the importance of confidentiality and data security
AI systems in HR primarily deal with data on individuals and this information should be treated with extreme care and stored securely. When introducing AI in HR processes, it is necessary to make sure that access to sensitive data is strictly limited. A great option for storing information securely is blockchain technology. By the way, this exactly why its development is important for GoRecruit.

3. Disregard «leveling-up» the workers’ skills in advance
Before adopting an AI solution, one needs to make sure that employees ready to work with it, know who it functions, what tasks undertakes. Or else there is a danger that a program will be used incorrectly. Though with regard to GoRecruit, everything is simple, you only need to authorize a job applicant in the system, evaluate him, compare with other candidates and then invite for an interview only the applicants with the highest scores.

The popularity of AI-based solutions for HR is constantly rising, but if companies blindly chase technology without knowing pitfalls of such solutions, they might receive suboptimal benefits. We told you about three possible mistakes that organizations should pay attention to, otherwise the effectiveness of a recently acquired Ai system is going to be questionable.

What Is The Progress Of HR Digital Transformation?

Many companies today are in the middle of digital transformation – new technologies alter business processes, products, culture, so that organizations could meet the latest market requirements. It is not only that companies change on the whole, shifts happen in particular departments as well. We are of course interested in an HR department. What is the progress of its digital transformation? The «Digital HR Function» research published by the largest social network for HR professionals HR.com answers this question. We would like to tell you about the major findings of the study and while we are at it show that GoRecruit, being a digital technology, is simultaneously a modern recruiter’s helper and a real tool of the future!

One of the main takeaways of the study – though less than 40% HR departments incorporated digital instruments for completing tasks, 65% of respondents expect to see high or very high levels of use of such tools in the next two years. Research also mentions that so far, the most prevalent HR technologies are used to tackle operational tasks. GoRecruit does exactly this – thanks to the analysis of social networks profiles and other open sources it helps to complete routine tasks and saves time, which can be used to complete more strategic work. For example, a recruiter may come up with new ways how to find and retain talented employees.

Also the research revealed that organizations embracing greater levels of digital HR services tend to outperform their more «analog» counterparts in many important areas. For instance, they demonstrate superior financial and HR results, are more effective in their entirety, digital transformation in such companies is proceeding more rapidly. Another sound reason to take note of GoRecruit!

Digital transformation is inevitable – if companies seek to speed up sales and business growth, they need to begin working with digital technologies. This process is taking place in HR departments as well and organizations, there recruiters keep up with the times, observe noticeable effects. GoRecruit is a relevant product as of right now, but soon can become even more prominent since in the nearest future the scale of the usage of digital technologies will only increase!

What HR Tech Trends Will Dominate In 2020 – Steve Boese Version

2019 comes to an end, which means it is time to not only sum up the HR results of the year, but also to make predictions on what would be the main themes of 2020! We would like to focus on an important element of industry – HR Tech, even more so, Steve Boese, a recognized expert in this area, a Human Resource Executive columnist and chair of HR Technology Conference recently wrote an article where he described what HR Tech tendencies will dominate in 2020. Today we share his thoughts and show you that GoRecruit absolutely aligns to the trends of the future!

The first tendency Steve touches on is personalization of HR technologies. As an example, he talks about smartphones – all of them have the same set of applications and settings, but every customer can configure his phone to support his own needs. The expert expects that in 2020 and beyond HR technologies will more often share this paradigm, become more flexible by providing users with personalized solutions. As for GoRecruit, it is already capable of this – if a company has enough personnel data, our service, once integrated, will be able to predict the success of a candidate for a chosen vacancy, taking into account the peculiarities of the enterprise.

In addition, according to Steve Boese, in 2020 we will once again see an emphasis on employee wellbeing, and thus an increase of investments in HR technologies that help to accomplish it. Today, people work more than ever and we have kind of abandoned the idea that work and life can truly be separated. HR specialists on a daily basis spend a lot of time on routine tasks, when instead they could have focused on, for example, comfort, physical and psychological state, motivation and other aspects of employee wellbeing. Here again, GoRecruit offers help – by analyzing social networks and other publicly available sources it takes upon itself routine and frees up time which can be used for assuring employee welfare. By the way, thanks to the service, recruiters are going to have more opportunities for professional development, for instance, they will not need to spend off-duty hours on reading a useful article – this will surely have an effect on their own wellbeing. 

Third important trend of 2020 – commonplace usage of HR Tech. Steve says that, for example, voice assistants will provide HR information just as easily as a weather forecast. But if we are talking about GoRecruit, it is a service which is always within arm’s reach and ready to help!

Companies are always interested in knowing about the future trends, because at the very least they can make assumptions on what will be expected of their products. This post would definitely be useful for HR Tech developers, since we described three trends of this sphere in 2020 according to Steve Boese, these are personalization of HR technologies, attention to employee wellbeing and commonplace usage of HR Tech. At the same time, we proved that GoRecruit suits all of the tendencies!

3 HR Software Myths

Even though the popularity of HR software is rising, yet companies that use digital tools for solving HR tasks, at the moment appear to be in the minority. One of the reasons why enterprises are reluctant to integrate software for HR is that they believe in myths about such services. For that reason, today we would like to dispel three misbeliefs about HR software and convince organizations that there is much to lose by ignoring these solutions.

Myth number one – HR services are hard to use, they require special knowledge. This is a misstatement, the creation of user-friendly interface is an important task for developers of quality HR software. This is also true for GoRecruit, in the system it is right away clear where to look at, what would happen if a particular button was pressed and where one can get the necessary information.

According to another misconception, software solutions for HR make sense only for big organizations. Although «software for HR» may sound like something too complex and unwieldy, in reality in the market there are a lot of easy services that would be useful for small companies as well. For example, GoRecruit helps both large and small enterprises – in big organizations the system can predict the success of a candidate for a chosen vacancy, taking into account the peculiarities of the enterprise. This is possible thanks to the personnel data collected in the organization. The solution for small companies is to use expert system model, which relies on a balanced expert opinion.

The assertion that HR software breaks human interaction between an HR specialist and current, potential employees is also a myth. It is a misperception because programs for HR do not replace recruiters, but make specialists’ work easier, help dealing with repeating and routine tasks to free up time for strategic responsibilities. In other words, by using services for HR, recruiters on the contrary get more opportunities to work with employees and pay more attention to their wellbeing. For instance, provide better onboarding for new workers and organize exciting corporate training.

Today HR software renders companies serious and substantive help, but despite this, some organizations are not keen to integrate such technologies into their HR departments – partly due to a number of myths about the software. We have proved that these are just groundless misconceptions because of which one should certainly not miss out on the advantages of HR software!

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where is bounty distribution, for example ?

Hi, at the moment we still discuss the best way to implement a token distribution mechanism.

Where To Start With HR Digital Transformation

Not so long ago we told you about the progress of HR digital transformation in the world – new technologies change personnel processes, so that modern tasks can be addressed with the most efficiency. As of today, by no means all organizations have started using digital tools and that is partly because it is not quite clear for them how they should approach digital transformation. We would like to help companies sort this out and suggest where to start a reformation of an HR department.

At the very beginning, one should evaluate the current situation in an HR department from digitalization point of view – understand, what digital tools are already in use and find out their efficiency. It is also important to get a good idea about other operations that could be improved through the integration of new technologies. For instance, the primary candidate selection – GoRecruit helps exactly in this process by saving a company money and time.

After that, an organization would certainly need to identify key performance indicators of a digital transformation – this will be the best way to measure its success. To do so, you can, for example, use the SMART method or another goal-setting technology. The sooner KPI are introduced, the quicker you will be able to determine the successfulness of digital changes.

Digital transformation is a challenging and important process, which cannot be managed by one person alone. This is why during the preparations a company should create a dedicated team consisting of not only recruiters, but also information technology specialists and business administrators. IT professionals are going to estimate the possibility of integration of a given complex digital technology, administrators will, for instance, make sure that digital transformation is coming along without any problems.

It is becoming increasingly difficult to ignore the importance of HR digital transformation, because contemporary problems that an HR department faces require contemporary solutions. «Analog» personnel departments lose to their digital counterparts in flexibility, reaction time and overall effectiveness. And although the advantages of digital technologies are obvious, some companies do not really understand how to start a digital transformation – we are sure that for them this post is going to be a rough plan of action!

Isn't the project well over a year old now?

Also tried to check in on the website but it's no longer accessible. Was trying to check up on the roadmap for 2020 and development progress so far for the project.

Hi, the project is not dead and the website is up and running. Sorry for the temporary unavailability.

3 Signs That Your Company Needs HR Software

HR specialist comes across a large number of different tasks on an everyday basis – for example, scanning resumes, conducting interviews, providing employee onboarding, doing a lot of other things. And even though for an HR department worker there is always something to do, it does not necessarily mean that his activity is productive and genuinely useful. HR services assist to lessen a recruiter’s workload – today we would like to talk about 3 signs that your company needs such software!

The first sign – your HR specialists are buried in mundane day-to-day work. Routine prevents growth, only new and unusual challenges help to become a better worker. HR software contributes to dealing with repeating tasks – for instance, GoRecruit saves time by analyzing social networks and other publicly available sources – and allows specialists to engage in exciting and strategic work. As a result, your employees will surely «level up» in a professional sense. And besides, personnel processes are going to have less mistakes, since when monotonously completing similar tasks, it is very easy to misstep.

In addition, the lack of flexibility in your company’s business processes also tells about the necessity of HR services integration. Today HR sphere is changing at a quick rate and organizations do not always catch up with new trends. If a solution of a particular task bumps into the need of protracted approvals, it is a sign that it is time to think about the introduction of software for HR. Even more so, flexibility is an important trait of any good HR program.

The problem of convenient document storage is another telltale sign that a company should pay attention to HR software. In a situation where the search for necessary files takes up tens of minutes while the storage system is primarily paper-based, HR service can really save you – it will instantaneously provide you with a requested document.

Despite the power of software for HR, some companies are not eager to use it. In part, this is because the help such services may provide is not obvious. If your company is not keen on implementing HR software for this reason, analyze its HR processes to determine whether it has signs listed above – in case you do come across them, it would mean that it is time to think about HR software integration!