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

[GoRecruit]

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!

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[1715378392]

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[GoRecruit]

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!

[casper77]

good news again
waiting for more
where is bounty distribution, for example ?

[GoRecruit]

good news again
waiting for more
where is bounty distribution, for example ?

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

[GoRecruit]

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!

[Bowtiesarecool]

good news again
waiting for more
where is bounty distribution, for example ?

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

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.

[GoRecruit]

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!