Recruitment 3.0 – Bityond – Medium

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With the next wave of technology development, many processes and habits will likely change. However, although only through tech enhancements we can, in fact, build better tools for digital recruitment, most people are quite resistant to change.

Interestingly, what history shows is that resistance is mostly futile and innovation can hardly be stopped. We either accept change and move forward, or get stuck in a destructive downwards spiral.

It is in the spirit of innovation I would like to discuss the role Bityond will play in the next wave of web 3.0 applications, and how it will change the recruitment paradigm. This piece will be divided into three chapters:

  1. What is the web 3.0
  2. How will recruitment be affected
  3. Bityond, taking recruitment into the web 3.0

Ready to dive deep into the future?

The Web 3.0

All tales start somewhere. Ours, with a brief journey through trust, reputation and incentives.

Web 3.0 is said to be the new paradigm in web interaction and will mark a fundamental change in how developers create websites, but more importantly, how people interact with those websites. Computer scientists and Internet experts believe that this new paradigm in web interaction will further make people’s online lives easier, more meaningful and more intuitive, as smarter applications give users exactly what they are looking for, since it will be akin to an artificial intelligence which understands context rather than simply comparing keywords, as is currently the case.

In essence, the web 1.0 was just a big dump of weird static text-based pages, where users only interacted through reading. The very initial job boards were created through newspaper-like announcements.

Then, the web 2.0 came along and dynamic websites were built. This allowed for the development of improved job boards, with additional content and better UX/UI, social media websites and professional career-focused platforms. Great examples are Linkedin, Freelancer or Upwork.

Of course, although improvements were felt, new problems arose. After the rise of the web 2.0 users realized the deal wasn’t that great after all.

Data breaches, unsolicited offers and constant job spam email, among other *minor* issues were the price we paid for blindly trusting institutions, that simply sold our data to the highest bidder.

In essence, we traded efficiency, ease of use and beautiful UI, for our privacy, data protection and digital rights.

Recruitment 3.0

It isn’t that hard to imagine a digital world where candidates don’t get bombarded with job spam emails, have to constantly fill-in tiresome forms on each company website or have long calls with recruiters from multiple agencies.

Isn’t time money? Shouldn’t we aim at making digital processes as efficient as possible?

Well then, it seems we’re going in the wrong direction. During the web 2.0, recruitment websites and platforms have mostly focused in allowing recruiters to reach as many people as possible, in the most efficient way.

The problem is, unfortunately, recruiters still have to face most of the same problems they previously did, so many years ago: it’s still incredibly hard to find the right people for the right jobs, with the right skill-sets, professional and academic experiences.

If you really think about it, I argue it’s even harder now, simply because your attention needs to be disperse through a growing number of platforms and digital services, promising new and efficient ways to find the perfect candidate — which usually works by hoarding, centralizing and mining as much candidate data as possible (for a pretty penny).

Still… is that the best we can do?

Bityond: a new hope

The really big issue the web 3.0 can solve is mostly the trust problem, through the inclusion of economic incentives, reputation systems and rewards for user attention.

What Bityond does is to connect the decentralized-governance logic described above, with a new skills-matching algorithm ruled by an autonomous protocol, based in candidates skills, experiences, preferences and jobs’ requirements.

In essence, Bityond merges best practices of established platforms, adds sprinkles of magic by including a new way of quickly finding both candidates and jobs, while at the same time, distributes value to all users through the Bityond Token (BYT). These tokens can later be used to vote within Bityond’s governance model.

Bityond uses a project-based structure, where recruiters create their organizations and projects, which are confidential to the creator and invited members. Jobs are associated to projects, and can either be open to the entire Bityond candidates pool, or only to the recruiter organization members (private jobs).

All these features linked to strong graphics and reporting, a powerful candidacies and interviews tracking system and perfectly aligned incentives and rewards, makes Bityond an awesome contender to take on Recruitment 3.0 into the next level.

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