Home How Blockchain Brings Innovation in Staffing?

How Blockchain Brings Innovation in Staffing?

Frequently related to the term bitcoin — blockchain can be an unquiet technology. Blockchain is currently creating a grand entry in all of the major market domains.

Blockchain technology collects and stores the knowledge of inbound blocks — and time stamps it on a distributed and encrypted ledger. As the cornerstone of virtual currency blockchain technology — and it’s formula is currently being employed in virtually every sector of the economy.

Wherever storing, verifying, data and transactions are occurring we can find some type of blockchain being used. One such vertical towards that blockchain is lifting its branches is global staffing trade.

Global staffing trade, generated revenue of nearly $461 billion within the year 2017. 

Blockchain in the staffing industry.

The blockchain technology is rising above even the reasonable time unit solutions within the industry. The long recruitment methods that have existed in the past involves sourcing, vetting, selecting, and onboarding. Each process is labour-intensive.

In the current landscape of staffing the gig economy is rising. For each short-term and permanent contracts, employers square measure willing to rent both part-time and regular employees.

The global recruiting market.

The global recruiting market is changing into a lot of agile and dynamic incorporating blockchain in its thought strategic processes. Biometric ID verification of the candidate’s identity to blockchain-based standardized CV.  Blockchain is cutting short the labour of recruiters concerned within the cumbersome accomplishment method.

Less job-seekers and recruiters victimization with blockchain.

The communication between them is increased and the data shared by both parties is safe and secure. Recruiters will determine the potential candidates and reach them. Encrypted info place informed blockchain cannot be altered and deleted making certain high security and privacy. Again, privacy and security for both the employer and the new potential employee. 

The blockchain solutions for staffing challenges.

Recruiters hunt for the appropriate talent on social networking or job-seeking sites. With blockchain, the potential new employee cannot limit either his profile visibility or the info needed as an obligation.

Some websites can make it a mandate to share such details with an application.

Perhaps, the new employee doesn’t want the recruiter to check his race or gender. This could conjointly lead to information breaches and scams. If an owner of a location or business produces a centralized information hub — they may access or sell complete information. Blockchain can prevent access to information that shouldn’t be asked. 

A platform engineered on blockchain technology can provide the power to the hands of candidates.

The information in the hands of the candidates allows the information to be totally localized and thus secure. A candidate can transfer his information to the platform through a cryptographic key.

Therefore — the owner of the platform encompasses a very little or no role to play. This person can then decide what the details ought to be given or visible. The candidate can also determine WHO will access their information. This allows a direct interaction or transfer of encrypted information from candidate to the leader. This is similar to how Mappen does it with their social networking app.

Verification of credentials.

Six out of 10 recruiters found that half the candidates give false details on their resumes throughout the applications. This causes a huge loss each time someone has to go research the resumes. Resources are spent by the recruiters as they will now need to restart the entire verification process.

Vetting of a candidate is an important stage within the verification method. It is also costly process in time. Having the corroboratory qualification documents early will be helpful. Having information about a candidates previous work record and other information is important.

Gathering the valid information isn’t easy for the recruiters.

Blockchain — in such a case — will facilitate credentialing and verification of the candidates and help scale back the fraud.

Digital certificates.

Many universities are beginning to issue a digital certificate or degree through a blockchain-enabled program. This information can’t be changed once uploaded —  only verified. any time in the future.

The employers may also produce such blockchain programs and keep information of staff, which can be cross-checked by the future recruiters. The recruiters can simply verify these pre-validated digital qualifications. The employment history is also stored in blockchains and will save a good amount of time.

Smart contracts.

Smart-contracts or blockchain contracts square measure the self-executing tasks supervised by the network of the computers. These are the computers that run the blockchain. In the case of Gig economy — these smart-contracts will cut short the intermediaries such as lawyers or project managers and resolve the conflicts between leader and staff.

The contracts or the work can be coded and replicated on blockchain. Alongside the clear directions and conditions of a certain jog can be provided. The worker and the recruiter agree on a definite virtual contract on the blockchain.


The employee can also receive pay in cryptocurrency — and the salary can even  be set to  only be delivered if the work is done. 

The payments won’t be released and given to the employee unless the recruiter confirms the delivery of labor. In this way the work delivery is confirmed — and the payment can mechanically be released or vice-versa.

This method removes the conflicts between the leader and therefore the employee for delayed payment or delayed work.

If the work is not delivered to the business — the blockchain mechanically refunds the payment. If a payment isn’t made by the employer — the work is mechanically canceled or delivered back to the employee.

More than a “smart contract” this could be called a “sensible contract.” This would make labor done in a cheaper and a more fair and equitable manner. The best part is that the contract cannot be altered any time by either party. Much higher trust would be developed. 

Staffing trade will be regulated seamlessly and victimization lessoned by the blockchain technology.

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The ReadWrite Editorial policy involves closely monitoring the tech industry for major developments, new product launches, AI breakthroughs, video game releases and other newsworthy events. Editors assign relevant stories to staff writers or freelance contributors with expertise in each particular topic area. Before publication, articles go through a rigorous round of editing for accuracy, clarity, and to ensure adherence to ReadWrite's style guidelines.

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