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.
Topic: [ANN] GoRecruit - Artificial Intelligence for HR Based on Blockchain - page 5. (Read 21550 times)
November 11, 2018, 08:51:54 AM
November 10, 2018, 03:15:31 AM
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.
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.
November 08, 2018, 02:27:04 PM
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!
November 08, 2018, 08:42:11 AM
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?
November 07, 2018, 03:18:05 PM
You are saying you have been on the market for a while now, could you specify for how long?
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.
November 07, 2018, 12:30:21 PM
Hi, yes, you can see it on GitHub.
Ok, thanks, seems good. November 06, 2018, 03:36:03 PM
I dunno, seems like a unique project, at least I haven't heard anyone doing anything similar.
November 06, 2018, 11:23:37 AM
Is smart contract already developed?
Hi, yes, you can see it on GitHub.
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.
November 06, 2018, 08:11:01 AM
Is smart contract already developed?
November 05, 2018, 01:05:55 PM
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.
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.
November 04, 2018, 12:53:09 PM
GoRecruit
Can you tell us how the presale goes?
Hello, we have two private investors and an arrangement for investments with a fund.Can you tell us how the presale goes?
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.
November 03, 2018, 03:19:31 PM
GoRecruit
Can you tell us how the presale goes?
Can you tell us how the presale goes?
November 03, 2018, 11:02:51 AM
But, collecting data from social networks can be regarded as an invasion of privacy. If candidates find out about this, they can sue.
A job applicant's consent is absolutely mandatory, without it the system won't get access to their social media profiles.
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?
Yeah, we've been on the market for a while now, the service is already being used by 470 companies.
November 03, 2018, 09:41:53 AM
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.
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? 
November 02, 2018, 12:38:54 PM
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.
November 02, 2018, 11:54:11 AM
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.
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.
November 01, 2018, 11:22:17 AM
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?
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://bitcointalksearch.org/topic/bounty-gorecruit-no-reports-up-to-250-000-ai-for-hr-on-blockchain-5041741
October 31, 2018, 09:29:39 PM
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October 31, 2018, 09:40:05 PM
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?
There are many users of your signature, is that a bounties?
October 31, 2018, 02:47:59 PM
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.
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.
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