Why can't you just interview a candidate? What's the problem with that?
Because we can't just hire a person without checking for the necessary personality traits we're looking for to fill some specific position. |
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Many employers collect a substantial amount of personal information about their employees. Are you going to collect even more information from the social networks?
We will collect only the specific information about their personal development from their social networks. We will judge about the employee's ability for self-improvement and further personal growth by his/her posts about the specialized trainings and the professional events he/she attends. |
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Why do you want to use the employee's social networks for evaluation?
The person’s behavior on social networks, forums or personal blogs can give lots of information about his/her personality, real interests, and overall world outlook. |
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How will you resolve the privacy issue?
Privacy issue? Whose privacy issue? What if the employee will not require for his/her info to be displayed in the blockchain? His or her info will be displayed for professional purpose only at his or her will within the required limits of the skills and competencies described by him or her deliberately. |
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How will you resolve the privacy issue?
Privacy issue? Whose privacy issue? |
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when will the ico end?
Most likely in April, 2018. |
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Next month Mike gets his grades again. This time he gets 9 points for his communicative skills, 10 points for his attitude to work, and 10 points for his being helpful to his colleagues. Mike has confirmed 2 professional skills during the month. Basing on this data he gets the 3rd position in Moscow and the 10th position in Russia among the sales consultants. Now Mike gets his rewards in AWE tokens (being equal to 5300 rubles) which he can exchange for rubles or keep them at Aworker. He is also becomes one of the best sales consultants of the country this month.
Great! Now it's clear. Any conclusion from the whole story? Using Aworker, Mike receives additional income and gets a reputation of a reliable employee. Now, it is much easier for him to start working for another company. Mike has a good reputation as his results are confirmed by Aworker’s decentralized rating. Sounds very promising! Now I see how it works with employees. At last I have a detailed explanation of how AWE tokens can be used with employees. Thank you! You are welcome! |
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Next month Mike gets his grades again. This time he gets 9 points for his communicative skills, 10 points for his attitude to work, and 10 points for his being helpful to his colleagues. Mike has confirmed 2 professional skills during the month. Basing on this data he gets the 3rd position in Moscow and the 10th position in Russia among the sales consultants. Now Mike gets his rewards in AWE tokens (being equal to 5300 rubles) which he can exchange for rubles or keep them at Aworker. He is also becomes one of the best sales consultants of the country this month.
Great! Now it's clear. Any conclusion from the whole story? Using Aworker, Mike receives additional income and gets a reputation of a reliable employee. Now, it is much easier for him to start working for another company. Mike has a good reputation as his results are confirmed by Aworker’s decentralized rating. |
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Next month Mike gets his grades again. This time he gets 9 points for his communicative skills, 10 points for his attitude to work, and 10 points for his being helpful to his colleagues. Mike has confirmed 2 professional skills during the month. Basing on this data he gets the 3rd position in Moscow and the 10th position in Russia among the sales consultants. Now Mike gets his rewards in AWE tokens (being equal to 5300 rubles) which he can exchange for rubles or keep them at Aworker. He is also becomes one of the best sales consultants of the country this month.
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Basing on this data, the total coefficient is calculated and due to it Mike is listed in Sales Consultants Rating. He is ranked 27th in Moscow and 58th in Russia. This month he does not get listed in the top–20 rating of sales assistants of the country (A–List). Still, now he has got a confirmed information about his competency at the international market.
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Mike learns from his colleagues about Aworker application and registers in it. At the end of the month Mike receives evaluation from his supervisor regarding the results of his work activity according to 10 point grading scale. His supervisor gives him 7 points for his communicative skills, 8 points for his attitude to work and 6 points for his being helpful to colleagues. Meanwhile, Mike has no verified skills at all.
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Mike is a sales assistant in a company which sells clothes via its own network of a retail chain. Sometimes he has slowdowns in sales, but he likes the job and shows good result. He wants to earn more, but this year he has not been promoted. He is thinking of changing the company, but he is not sure and afraid of a new team and new professional duties. He is also not sure to be taken to a new company due to tough competition.
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According to what scale are workers given grades?
The results of their work activities are evaluated according to 10 point grading scale. |
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What is your strategy for fraud prevention?
Accumulating reviews about companies and workers will make it possible to examine fraud. Will you have any other ways to monitor for fraud besides collecting reviews? We are working on this now. Still our concept is not that much about using the specific methods, but it is more about building a relationship between people. Do you mean some sort of tracking relationships between workers and companies? Yes, it is the way to build a working ecosystem. |
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I Not See a Bounty Program In This Project
You can join our Bounty here |
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Are you going to conduct a bounty campaign?
You can join our Bounty here |
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What is your strategy for fraud prevention?
Accumulating reviews about companies and workers will make it possible to examine fraud. Will you have any other ways to monitor for fraud besides collecting reviews? We are working on this now. Still our concept is not that much about using the specific methods, but it is more about building a relationship between people. |
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What is your strategy for fraud prevention?
Accumulating reviews about companies and workers will make it possible to examine fraud. |
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To say the truth the issues we are raising here touch me personally literally every day when I am selecting candidates. To what point are their resumes authentic? How profound their skills and competencies are? How can I check that they really can do the things they are writing about? How can I trust the referencies given in a resume or in contacts?
How do you think, can Blockchain technology help with these problems? I wish this technology could help and solve these problems. First, the problem of data verification, of the data about skills, competencies, the previous experience. I wish the information about the candidates I review every day was inherently verified, trustworthy, and up-to-date. And that is why I have very high hopes for the new blockchain-based services. Do you know any blockchain startups that can provide such solutions? |
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To say the truth the issues we are raising here touch me personally literally every day when I am selecting candidates. To what point are their resumes authentic? How profound their skills and competencies are? How can I check that they really can do the things they are writing about? How can I trust the referencies given in a resume or in contacts?
How do you think, can Blockchain technology help with these problems? |
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