[ANN] GoRecruit - Artificial Intelligence for HR Based on Blockchain

[GoRecruit]

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.

[fibrolit]

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

[GoRecruit]

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.

[GoRecruit]

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!

[CrypThomas1313]

Hi,
do you have a white paper?

[GoRecruit]

Hi,
do you have a white paper?

Hello! Yeah, you can read it here .

[GoRecruit]

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.

[2x25BT]

when will be token distribution from bounty program ?

[simonflo]

genial exitos

[ningrum]

when will be token distribution from bounty program ?

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.

[GoRecruit]

when will be token distribution from bounty program ?

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!

[casper77]

commonplace question, but - when bounty distribution ?

[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]

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!

[GoRecruit]

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.

[GoRecruit]

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!

[GoRecruit]

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.

[casper77]

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!

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

[GoRecruit]

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.

[GoRecruit]

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!