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Ⅰ Big data, artificial intelligence and blockchain are coming, are HRs ready?

Big data, artificial intelligence (AI) and blockchain are the current Hot topics, these emerging technologies will change our lives in the future. So, for HR practitioners, what impact will these emerging technologies have on HR?
Big data
Big data refers to a collection of data that cannot be captured, managed and processed within a certain time range using conventional software tools. It requires new processing models to have stronger decision-making power. , massive, high growth rate and diversified information assets with insight discovery and process optimization capabilities.
In the past, when recruiting personnel, a competency model was first established based on theory. This model is based on certain experience, logic and assumptions. It has not been tested in practice to see whether it is really correct and effective. Instead, it pays more attention to the logical inferences before and after. However, the core of big data is to use massive data to predict what may happen in the future, rather than to establish causal relationships. It is derived from past practice. Google can be said to be a pioneer in using big data technology for recruitment. Google first asks all current employees to complete a questionnaire with hundreds of questions, and then uses big data analysis to derive a set of mathematical models to find suitable talents based on this set of mathematical models. In this way, Google no longer only judges the ability of job seekers based on diplomas and grades, but can also find job seekers who have great potential in schools and grades that are not very good.

Big data is currently used in HR, mainly to digitize the behavioral characteristics of the company's existing personnel, and to establish competency and quality models through big data and algorithms. The difficulty in application lies in how to digitize behaviors and how to establish mathematical models.
Artificial Intelligence
Artificial Intelligence, abbreviated as AI in English, is the study of the laws of human intelligent activities, the construction of artificial systems with certain intelligence, and the study of how to allow computers to complete tasks that previously required human intelligence. Competent work is to study the basic theories, methods and technologies of how to apply computer software and hardware to simulate certain intelligent human behaviors. For example, our common smart search is a type of AI application.
Predictive algorithms and machine learning are rapidly emerging as a tool to target the best candidates, and many AI+ recruiting companies have emerged. Use AI to quickly assess the personal qualities of job seekers and draw conclusions by examining word preferences, micro-movements, psychological emotions, and social media terms. AI tools can also be used to screen resumes and search databases to save recruiters time and automatically market jobs to qualified candidates. AI recruitment software can be used in the early stages of recruitment to narrow the scope of candidates. In the later stages of recruitment, employers will often choose to communicate face-to-face with job seekers and make human judgments. This software increases recruitment efficiency and reduces screening bias.

Currently, AThe application of I in HR is mainly in external recruitment software services. The cost of establishing AI-based recruitment internally is huge.
Blockchain
Blockchain is an encrypted ledger of digital records that are organized into a set of data, called ‘blocks’, and distributed over a network. These blocks are located on servers called "nodes" and are connected together like a chain. Whenever a new transaction occurs, the blockchain is authenticated on the network. Therefore, authentication of each node is required to add blocks to the chain. Blockchain creates trust because a copy of the chain showing each transaction is held by the entire network. This is a method of decentralizing data, sharing it only with the people you want to share it with, and the data can only be modified or deleted by its owner. It's encrypted and nearly impossible to change unless you are the verified owner of that data.

The immutability and openness of information on the blockchain make this data storage method very credible. In the past, we needed to spend a lot of time verifying the authenticity of education certificates, the validity of skills, and even needed to verify relevant information through external background check agencies. Similarly, job seekers are also afraid of leaking personal information and are reluctant to disclose relevant information. Blockchain technology can help recruiters verify candidates' credentials in a highly secure manner and reduce the possibility of certificates being altered or forged, while also effectively protecting job seeker information. In this way we will reduce the time spent on information verification and improve recruitment efficiency.
At present, the application of blockchain is just an idea and concept. It requires the participation of a large number of people and organizations to build data in this way, so that it can be applied in the HR field in the future.

Ⅱ Why is it said that recruiting people for blockchain positions is all based on deception

However, where are the opportunities for these innocent employees? To put it bluntly, some blockchain entrepreneurs only want to be "empty-handed" and exploit them layer by layer through "fooling". The use of asymmetric industry information has caused projects such as blockchain and digital currency to be over-packaged, giving people a feeling of "hope". The inherent "bad roots" of these blockchain entrepreneurs have, to a certain extent, led to the "sick" development trend of the industry.

Some blockchain entrepreneurs clamor to embrace the times, embrace changes, and embrace the future, emphasizing the charm of decentralized “fairness”. But in reality, it is done for personal gain and harms the interests of job seekers and other related groups. This in itself is a great injustice.

The asymmetry of information does not last forever. Blockchain, digital currency, etc. are all areas worthy of attention, but they cannot always be regarded as unlimited squandering capital by some entrepreneurs. For job seekers who want to join, they still need to keep their eyes open, otherwise they may be "surprised" if they are not careful.

Ⅲ Google Cloud is recruiting "blockchain business development managers" in China. Why can blockchain develop rapidly

According to CoiAccording to nDesk, Internet cloud computing giant Google Cloud is recruiting "Blockchain Business Development Manager" in China. According to uncertain information, the blockchain business development manager recruited by Google Cloud is mainly responsible for selling enterprise accounts to C-level executives. It is generally known that Google Cloud has a large number of blockchain products, such as blockchain wallets and blockchain browsers. 2018 is the year when blockchain technology subverts the technology world. Top Internet companies have deployed blockchain technology. Not to be outdone, Google has cooperated with Digital Asset to integrate blockchain technology with Google Cloud. In May 2020, Google cooperated with Theta Labs to help in-vehicle video delivery to network users through Google Cloud and realize the implementation of Google Cloud. Through research, blockchain can be applied in as many as fourteen fields. Then accelerating the construction of blockchain technology infrastructure has become a top priority.