The process of human resource recruitment is when a vacant position in the organization is checked, and according to the requirements of that position, the applicants will be evaluated, and then the most appropriate person will be selected for that job. In general, the human resource recruitment process's common steps include determining needs, preparing job descriptions, planning recruitment, searching, selecting the best applicants, making calls, conducting face-to-face interviews, submitting job offers, and accepting labor. Companies must spend a lot of time, money, and energy in the human resource recruitment cycle. On the other hand, recruiters usually rely on resumes and supporting documents such as certificates, job references, salary records, and insurance records provided by job seekers.
But one of this cycle's main challenges is ensuring the accuracy and reliability of the information provided by job seekers. On the other hand, the high cost of recruitment causes a decrease in productivity and negative financial effects on the organization. However, blockchain technology can be used in various recruitment stages, screening job seekers, and ranking. Blockchain technology can bring benefits such as saving time, energy, and cost, increasing the speed of the recruitment process, preventing cyber security fraud, and preserving information for recruiters.
In this article, the most important applications of NFTs in different stages of recruitment are mentioned, and practical examples of this technology are presented.
Recruiters are facing difficulties in reviewing job applicants' resumes. To compare resumes, they carry out measures such as checking records, education and vocational training, work history, health, etc. Therefore, much time is spent screening, approving, and reviewing the job applicants' resumes. In addition, most of the time, companies do not reach their goals. The recruitment process takes a lot of time and resources from the human resources department to the point where some organizations turn to a third party to save time and incur costs.
Using NFTs in the recruitment process is necessary to speed up the approval time and optimal use of job resources. Also, NFTs allow organizations to verify the authenticity of these items. Also, the NFTs allows employees and companies to use real data instead of relying on social networks.
NFT Resume is a tool where recruiters can access a candidate's unique NFT (Resume) to contact them about job opportunities. Since each resume will be a unique NFT, applicants must create a new NFT if they make any changes to their resume. Therefore, benefiting from NFTs can reduce the possibility of unfavorable recruitment and save companies time, money, and energy.
After the resume screening, the job seekers are selected based on their qualifications, assessment results, and knowledge level. But the interview is usually not based on the characteristics of the target. In recruitment, there are various problems and challenges, including discrimination, bias, inability to check the records and knowledge of employees, low level of trust in social networks, and high cost of intermediaries. In some cases and during interview sessions, common biases in the work environment cause the recruitment process to not continue in a stable, high-quality, and rational manner.
Therefore, one of the most important recruitment strategies is choosing capable applicants without bias. Ideally, jobseekers should be measured only by their knowledge, skills, and experience, and common discrimination should not be allowed to make companies lose the opportunity to recruit specialists.
The new generation of recruiting platforms is based on artificial intelligence and NFTs. When applicants' identity, background, and work experience are included in NFTs without discrimination and bias, companies can more efficiently check, validate and recruit the specialists they need.
Also, with NFTs, the interview information can be stored in a blockchain and validated instead of the face-to-face interview. For example, resumes, which are summaries of applicants' qualifications, grades, skills, work records, and experiences, if recorded on NFTs, can be easily viewed by everyone and verified by everyone's participation.
Today, the standard methods of searching for job seekers, making decisions about calling them, and carrying out the approval process are slow and, in many cases, are associated with inaccuracy and the possibility of fraud. For example, some employees may change their resumes according to the job requirements they are interested in and even falsify information.
On the other hand, it may take a few days for the recruitment managers to receive a response from the informed authorities about the applicants' records, and some companies may not be willing to provide complete information about their previous employees.
But the process of verifying identity and job information is being transformed by blockchain technology. By storing employee records in NFTs, job seekers can provide potential employers with access to the basic information they need to be stored in NFTs. This information can include recruiting records, letters of recommendation, educational records, and more.
The employee life cycle refers to the different stages of an employee's succession in the organization. This cycle specifies employees' roles during their years of service in the organization. Employees' life cycle starts when they enter the company and continues until they leave it. But when it comes to promoting employees or changing their position, their competence should be checked, and their ability to be placed in the new position should be determined.
However, the entire employee life cycle will change by implementing blockchain technology. If companies use NFTs in their HR system, when an employee leaves a company and wants to start working at a new company, the new company can review the employee's life cycle from that previous company. With this, the recruitment process is much better and more accurate, and as a result, the recruitment process can be more efficient.
Having an employer brand for the organization is one of the important principles of recruitment. Companies should pay attention to the benefits of their brand and the reasons for the satisfaction of the current human resources and then announce them as the main characteristics of the work environment. Doing this will help job seekers easily connect with organizations and be more willing to work with them.
The use of NFTs in different stages of recruitment gives a good image of companies to job seekers. Employer branding gives them a good opportunity to recruit the most qualified among a large number of job seekers.
Currently, the recruitment and adaptation of the employee to the organization are long and exhausting. In many companies, the process of interviewing, selecting, determining the qualifications and capabilities, and verifying the work history of job seekers is time-consuming and imposes many costs on the companies.
But NFTs allow organizations to check the credibility of candidates more carefully. Through NFTs, job seekers can create a blockchain-based record of their education, training certificates, and work history. Therefore, NFTs provide an opportunity for employers to verify the records of job applicants independently.
Using NFTs also reduces many problems created, including spending much money. For example, employers reduce recruitment and job matching time, effort, and cost by quickly and accurately validating job seekers' information in NFTs.
Of course, in addition to this issue, one should not be unaware of the possible dangers and insufficient protection of privacy, the discovery and illegal use of the data and identities of many job seekers, and it is necessary to take necessary measures in this field as well.
