Blockchain Job Resume

❶ Introduction to Blockchain Technology

When Bitcoin was first born in 2009, there was no concept of blockchain. At that time, the lowercase bitcoin was used to represent Bitcoin, and the uppercase Bitcoin was used to represent the bottom layer of Bitcoin. Technology. In 2015, an economist published an article bragging about the blockchain, and many countries around the world entered the game one after another. In September 2017, the Chinese government website published an article “my country’s blockchain industry is expected to be at the forefront of the world”, publicly supporting the development of blockchain technology, and popularizing blockchain technology to 1.3 billion Chinese people. The application of blockchain in the real economy fields such as finance, insurance, retail, and notarization has begun to accelerate.

❷ Why is it said that the recruitment of blockchain jobs is all about cheating

However, where are the opportunities for these innocent employees? To put it bluntly, some blockchain entrepreneurs are thinking of “white wolves with empty gloves” and exploit them layer by layer through “flickering”. Using asymmetric industry information, projects such as blockchain and digital currency are over-packaged, giving people a feeling of “hope”. The inherent “inferiority” of these blockchain entrepreneurs has led to the “sick” development trend of the industry to a certain extent.

Some blockchain entrepreneurs chanted to embrace the times, embrace changes, and embrace the future, emphasizing the charm of decentralized “fairness”. But in reality, it is for selfish interests and hurts the interests of job seekers and other related groups, which is a great injustice in itself.

And information asymmetry is not permanent. Blockchain, digital currency, etc. are all areas worthy of attention, but they are not capital that can always be used by some entrepreneurs as unlimited squandering. For job seekers who want to join it, they still have to keep their eyes open, otherwise they may be “stunned” if they are not careful.

❸ What is the difference between blockchain + human resources and Internet + human resources

Blockchain + human resources is that everyone’s career experience is recorded on the blockchain, It is used to provide confirmation of job-seeking background information of job-seekers. On the other hand, Internet + human resources are more of a third-party human resource service agency that receives orders on the network platform to provide human resource services.

❹ How about Talust (Chongqing) Blockchain Technology Co., Ltd.

Introduction: Talust builds a blockchain-based information collaboration network, and To C provides resumes Authentication service; To B provides data query and SaaS services. The company plans to complete the C-side resume certification for free; the B-side mainly relies on SaaS service charges.
Legal representative: Liu Xiaojian
Establishment time: 2018-01-09
Registered capital: 6 million RMB
Enterprise type: limited liability company
Company address: Chongqing No. 30, Qingfeng North Road, Northern New District (5th Floor, Building C, Phoenix, Building A5, Development Zone)

❺ What is blockchain + human resources

Blockchain + human resources refers to The key is to introduce blockchain technology in the field of human resource applications to solve the current human resource problems.
What are the current problems with human resources? From the outside, it includes the authenticity of the candidate’s information, and from the inside, it includes the lack of personnel growth records, etc., while the blockchain is essentially a shared database, and the data or information stored in it is “unforgeable”. Based on the characteristics of “full traces”, “traceability”, “openness and transparency”, and “collective maintenance”, based on these characteristics, the data built on it has the basis of “trust” and is more reliable for enterprises.
This sounds great, but it still takes time to move from theory to practice. Just as Bitcoin is popular, it relies on a large number of miners to participate. Similarly, the construction of blockchain + human resources requires human resources agencies. (Qiancheng, Zhilian, etc.) and the extensive participation of employers, otherwise it can only be a gimmick that is more practical than practical.

❻ In 2018, how should programmers prepare a resume


The annual 2018 Spring Festival is coming soon. After the Spring Festival, it is often the peak period for job-hopping. As a programmer, how should you prepare your resume? When do we programmers generally need to update their resumes?

We generally update the resume in the following situations:

At the end of the project, the company asks to update the resume How to prepare a resume for this occupation. A resume is actually a microcosm of yourself in the workplace. It covers what you have done and meaningful experience in the past few years, 10 years, or even decades. Of course, for the software industry where technology is changing rapidly, this year cloud computing, Big data next year, artificial intelligence the year after, blockchain; the more work experience you have later, the more the target company will focus on and refer to, so our focus should be on the focus of programming in the next few years.

5) Appropriately add some experiences that can add points to yourself

You can add appropriately.Some other experiences that will add points, for example, if you are a fresh graduate, you can add information about winning awards on campus or off-campus, work experience in the student union, volunteers in some large-scale public welfare activities in the society; if you have work experience, add yourself Write a technical blog, publish a book, or submit code on github, and have your own open source project, or help answer a lot of questions on StackOver, in fact, these are all bonus items, etc. If you have other good bonus items , also welcome to leave a message later.

Write at the end

When preparing your resume, it is best to think about what kind of resume you want to see if you are the interviewer. Moreover, a resume is only one step in a job interview. Even if you get an interview opportunity, there are still many hurdles to follow. Still need to keep preparing. As for how to prepare for the technical interview of programmers, this is another big topic. If I have time next time, I can also write an article to share with you.

If you are interested in the author’s sharing, please bookmark and pay attention to my public account; if you have any questions to discuss, please leave a message at the end of the article, and I will try my best to reply to everyone as soon as possible. If you are interested in interview preparation, please also pay attention to my official account and leave a message in the back. If more than 10 people request, I will write a new article to talk about how programmers prepare for interviews. [Some pictures come from the Internet, if there is any infringement, please contact the author to delete, thank you! ]

❼ What is the resume chain cvh

The resume chain is a blockchain technology developed using the ether contract based on blockchain technology. Resume Chain utilizes five technical characteristics of its technology, such as decentralization, openness, autonomy, information immutability, and anonymity, to ensure the integrity of the communication process and to abandon the traditional slow word-of-mouth integrity.

❽ Big data, artificial intelligence and blockchain are coming, are HR ready?

Big data, artificial intelligence (AI), and blockchain are currently hot topics , these emerging technologies will always change our future life. So, for HR practitioners, what impact will these emerging technologies have on HR?
Big data
Big data (big data) refers to the collection of data that cannot be captured, managed and processed by conventional software tools within a certain time frame. It requires new processing modes to have stronger decision-making power. , insight discovery and process optimization capabilities of massive, high growth rate and diverse information assets.
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, and does not test whether it is correct and effective in practice, but focuses more on the logical inferences before and after. However, the core of big data is to speculate what may happen in the future through massive data, rather than establishing causal relationships. It is derived from a summary of past practice. Google can be said to be a pioneer in recruiting using big data technology. Google first asked all employees on the job to complete a questionnaire with hundreds of questions, and then used big data analysis to obtain a set of mathematical models, so as to find suitable talents based on this mathematical model. In this way, Google is no longer solely judging the ability of job applicants based on diplomas and grades, but can find those candidates who are not very good in schools and have great potential.

Big data is currently used in HR, mainly to digitize the behavior characteristics of the company’s existing personnel, and to establish a competency model through big data and algorithms. The difficulty of application lies in how to digitize behaviors and how to establish mathematical models.
Artificial Intelligence
Artificial Intelligence (AI), 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 make computers perform tasks that required human intelligence in the past. Competent work is to study the basic theories, methods and technologies of how to apply computer software and hardware to simulate certain human intelligent behaviors. For example, our common intelligent search is a kind of AI application.
The rapid rise of predictive algorithms and machine learning as a tool to target the best candidates has led to the emergence of many AI+ recruiting companies. Using AI to quickly assess the personal qualities of job seekers, conclusions are drawn by examining language preferences, micro-actions, psychological emotions, and social media terms. AI tools can also sift through resumes and search in databases, saving recruiters time and automatically pitching jobs to qualified candidates. AI-based recruitment software can be used in the early recruitment stage to narrow down the candidates. In the later stage 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.

At present, the application of AI in HR is mainly in external recruitment software services.Departments to build AI-based recruiting are costly.
Blockchain is an encrypted ledger of digital records organized into sets of data, called ‘blocks’, distributed over a network. These blocks live on servers called “nodes” that are linked together like a chain. Every time a new transaction occurs, the blockchain is authenticated on the network. Therefore, each node’s certification is required to add a block to the chain. Blockchain creates trust because a copy of the chain showing each transaction is held by the entire network. It’s a way 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 is encrypted and almost impossible to change unless you are the verified owner of that data.

The information immutability and openness of blockchain make this data storage method very credible. In the past, we needed to spend a lot of time verifying the authenticity of educational certificates, the validity of skills, and even verifying relevant information through external background check agencies. Similarly, job seekers are also reluctant to disclose relevant information due to concerns about personal information being leaked. Blockchain is a technology that can help recruiters verify candidates’ credentials in a highly secure way and reduce the possibility of credentials 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 only for ideas and concepts. It requires a large number of people and organizations to participate in it to build data in this way, and it will be possible to apply it in the HR field in the future.


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