williams7860-blog

[williams7860-blog]

In a market with high complexity and competitiveness, in the labor market, TrustLogics is the missing link that not only bridges the gap between job seekers and potential employers, but also builds a platform for testing and creating a reputation for both: professionals and independent service providers ISP). To facilitate this workload, TrustLogics with its patented platform takes a step further and directed

to create a blocking application and create a global information gateway for workforce data where a user can check his personal and professional information, store it on a platform and safely exchange access to his data with any user or application. Using Hyperledger Fabric, Ethereum smart contracts, data encryption and the ERC20 standard TrustLogics tokens are aimed at making a modern $ 42.5 billion as perceived by ISPs. We strive to be a universal solution for recruiters, both active and passive, job seekers, and Internet service providers, providing a platform for:

Request for confirmation Creating Reputation Access and verification of verified data Referral Direction These records will be easily accessible to users who can share them with the following employers or recruitment agencies with user-controlled permissions. This will not only help specialists and Internet providers get more visibility and attract potential employers, but also decide on the decision of the employer. ___________________________________________________________

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 to be eligible for any Bounty award. All payments will be paid directly to the eligible purses at the end of the main phase of the ICO. Period: May 30, 2018 – September 25, 2018. Distribution of rewards: Social networks – 20% (1 200 000 tokens): Twitter – 9% ; Facebook – 9%; Instagram – 2% . Translation – Whitepaper and ANN Thread – 20% (1 200 000 tokens); Creative work – blog, video, article, banner, any other creative thing -25% (150,000 tokens); Bitcointalk, telegrams and photography -20% (1,200,000 tokens); Private bonuses -15% (900,000 tokens). ___________________________________________________________ Bitcointalk: Jr Member: 15 bets per week;

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___________________________________________________________ ICO TrustLogics  

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ICO TrustLogics

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Наш профайл на BitCoinTalk (nickname iTuber):

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[williams7860-blog]

The world of job recruitment is often facing challenges that border on trust issues between the employers and job seekers. The problems are often due to the human factor of handling the process which is less than secure. Apart from the corruption and fraud, there are cases of the job hiring process having massive tampering on the part of the recruiters. While these look like problems from over the years, the most significant surprise is that they are very few solutions aiming to tackle this problem.

Luckily the prowess of blockchain technology has exponential strides in basically every industry known to humanity. The next process to get us on blockchain trend is the recruitment process, and we get to review a blockchain solution that could make the difference in how you get to hiring options in your career path. If you are always looking for employment opportunities, then get to learn on how the next venture plans on becoming the backbone of global job recruitment.

What Is TrustLogics?

TRUSTLOGIC is a global recruitment platform that will work under the decentralized nature of blockchain technology to offer job seekers and organizations to source for an employee in a decentralized and authentic manner. The blockchain ecosystem will further harness the technology to allow for users to seek professional data that will go into ensuring the correct candidate for the job gets selected. For the recruiters and job seekers, they also get to directly interact with one another instead of the traditional use of recruitment agencies.

The Hiring Process

There are several problems that TRUSTLOGIC aim to solve in the world of hiring and its plans to achieve this through the use of blockchain technology. TRUSTLOGIC will entail the following features to ensure it reaches its goal.

A peer-to-peer hiring model that will work under the TRUSTLOGIC algorithm to match recruiters to the most suitable jobseeker on the TL ecosystem

Reputation building system that combines the data on a job seeker (education, employment, and skills to rank them with other peers within the TL ecosystem

Digital Portfolio of ISPs-the ISPs will provide access to the digital portfolio making up the reviews and ratings of the job seekers.

Smart Verification platform for recruiters looking for additional information regarding a job seeker.

TRUSTLOGIC Features

Scan and submit option for job seekers to upload their CVs through QR code

A network to connect the recruiters and job seekers

Block domains that will allow for limits on the type of jobseekers who the recruiters want access to the job positions

Availability status to ensures there is no missed job opportunity

Permissions for both users, with the job seekers allowed to check on recruiter groups and authorize access to job history data.

Verification-the smart verification system within TRUSTLOGICS will allow users to verify the recruiter's profile and authenticate their job requests.

The Verdict On TrustLogic

The world of hiring has a lot of desire and a long way to go if it is genuinely aiming to make the process more efficient. Therefore, ventures such as TRSUTLOGIC could make the difference in finally eliminating how people have access to job recruitments. However, the most significant challenge with the investment as with any new technology is to indeed get the participants within the hiring world to warm up and adapt.

[williams7860-blog]

Initiating the search for a new job is a common occurrence for nearly every working professional. While they enter into the process full of hope, professionals find it tough to turn their plans into reality. There are simply too many variables which remain beyond their sphere of influence when it comes to landing a highly desired job.

A decade ago, the general assumption was that technological advances and speedy flow of data would smoothen things out for a professional who is trying to transition from one company into another. But the global hiring process has turned out to be more flawed than expected. It currently takes, on average, 23.8 days (and rising) to hire a new employee in the U.S.

Such a long delay in the hiring process is down to quite a few factors – one of the major ones being a shortage of verified background information on jobseekers.

[williams7860-blog]

On the surface at least, the state of U.S. employment in 2018 looks healthy with the addition of 313,000 new jobs in February, and is further boosted by the fact that it was the 89th consecutive month to exhibit employment gains 1.

But once you start digging deeper into the numbers, a whole different can of worms opens up: the HR industry fundamentally bases its talent recruitment operations on a set of flawed, inefficient processes.

The Sorry State of Modern Recruitment

Despite tremendous advances in technology, the average duration for hiring an employee in 2017 was 23.8 days, up from 22.9 days in 2014 2.

It only gets worse from there. According to a CareerBuilder Survey, 66% of the workers express regret after eventually realizing that their job was a bad fit. Half of them ended up quitting after just 6 months 3.

75% of employers have been affected by bad hires which really hurts their bottom line. The average cost of making a single bad hire is $14,900 3.

Three factors end up standing out when it comes to analyzing the reasons behind employers making a bad hire:

1. A candidate was lying about their credentials 33% of the time.

2. Difficulty in identifying the right candidate — 29%.

3. And recruiters lacking the right tools to contact a good candidate — 10%.

Even the ones enjoying the benefits of regular employment don’t seem too comfortable with their current roles as 81% of the respondents in Jobvite’s 2017 National Study admitted that they were open to new opportunities for a variety of reasons. In 2017, 50% of them even went ahead and attended an interview just to explore and keep their options open 4.

Recruiters are simply throwing good money after bad in a bid to find, hire, and replace personnel. Even the presence of several international job portals, spurred by self-proclaimed ‘Machine Learning’ and Artificial Intelligence’ technologies, hasn’t done much to improve the efficiency of the hiring process.

So is there a solution or a panacea for these troubling workforce developments?

A Fledgling Technology To The Rescue

The idea of Blockchain and digital currency has been around for a long time. But some of its related features like transparency, immutability, and smart contracts have been embraced very enthusiastically by the tech scene during the last few years.

At its core, blockchain technology injects two vital characteristics into the hiring process: trust and access.

Currently, the responsibility to make sure that a candidate is who she/he claims to be, and is professionally qualified as stated in their resume, falls entirely on the recruiting company. Such a scenario does not inspire trust very easily for recruiters.

Salvation

TrustLogics, powered by a private blockchain for storing data (Hyperledger) and a public blockchain (Ethereum), turns the tables by incentivizing and instilling an urge in jobseekers to verify their own resumes and qualifications through certified background check services.

Due to the ubiquitous nature of centralized data and walled gardens, recruiters and jobseekers are now faced with too many options, but too little access.

• Can jobseekers share their digital portfolios from one job portal to another?

• Can recruiters avoid being inundated with improperly qualified candidates on job portals?

• Can jobseekers or recruiters leverage a digital version of the highly effective employee referral system?

The answer to all the above questions is no. But TrustLogics is poised to transform that into a resounding yes.

• TrustLogics allows digital portfolios of jobseekers to be shared externally so that even non-members can view them.

• TrustLogics allows recruiters to skip the verification stage and directly jump into the suitability of a candidate’s cultural fit, goals, etc., thanks to the smart contract-powered background verification system.

• TrustLogics empowers recruiters by giving them access to an incentivized, digitally extensive Peer-2-Peer candidate referral system.

It has already been well established that employees hired via referrals are more productive and loyal when compared to employees brought in via traditional job portals or by other means 5. As a result, recruiters are increasingly viewing referrals as their optimal pathway for good hires 4.

The incentivized, decentralized, immutable platform being developed by TrustLogics will revolutionize the global hiring process by introducing greater transparency, providing complete user control over private data, enabling recruiters to leverage a referral system to its fullest extent, and by reassigning the responsibility to verify a jobseeker’s professional and personal qualifications.

[williams7860-blog]

If you look at the statistics alone, 2018 has been very kind to U.S. employment rates. In February, recruitment maintained a solid pace with the creation of 313,000 new jobs. It is the 89th consecutive month in which job opportunities for a job seeker kept rising.

But digging below the surface suggests that the whole process of making a hire is a bit messed up. The HR industry as a whole, including job search websites and recruitment agencies, seems to be relying or operating on a bunch of faulty and ineffective processes.

Incompetency of the Current Recruitment Industry

Everyone expected the technological revolution to make the jobsearch process easier. Job posting sites were supposed to connect companies and candidates instantly. But in reality, the average length of time it takes to hire an employee rose from 22.9 days in 2014 to 23.8 days in 2017.

Sadly, that is not the only shortcoming of the modern hiring process.

CareerBuilder conducts annual surveys to analyze and compare developments in the HR industry and U.S. workforce. Its survey shone the light on worker dissatisfaction as 66% of them regretted joining their current jobs. The main reason behind the regret was the ill-fitting nature of their job. Within 3 months of joining, half of them ended up quitting.

Companies are not impervious to such regrets either. Nearly 75% have reportedly made a bad hire at some point and have paid dearly for it. The average expense incurred by making one bad hire is $14,900!

The three most important reasons behind an employer making a bad hire are as follows:

•      There is a 33% chance of a candidate lying about their educational or professional credentials.

•      There is a 29% chance that an identified candidate is the wrong choice.

•      Recruiters lack access to the right hiring tools or methodologies 10% of the time.

At this point, one would assume that those who are enjoying the perks of a regular job would at least be happy. According to Jobvite’s 2017 National Study, there is very chance of that taking place.

81% of the employed candidates in the study were looking for a new job for a number of reasons. During 2017, at least half of those respondents went ahead and undertook an interview just for the sake of exploring their future possibilities.

Looking at the findings as a whole, it is pretty obvious that Recruiters, job posting sites and recruitment agencies are doing an inefficient job. Even advanced technologies like Machine Learning and Artificial Intelligence haven’t been able to improve the process yet.

A one-stop solution to solve the problems of the hiring and recruitment industry is absolutely vital. But is there one?

Visit TrustLogics - http://trustlogics.io/

A Developing Technology Comes To The Rescue

The concept of a digital currency has been around for a long time. Once the solution to eliminating double-spending emerged in the form of Bitcoin, innovation picked up steam and it wasn’t long before blockchain technology was being leveraged to ensure large-scale implementation of beneficial properties like transparency and immutability. Smart Contract is yet another feature which could transform how services are rendered.

Blockchain basically brings two absolutely necessary elements into the recruitment process: trust and access.

Right now, whenever a company is interested in hiring candidates, it has to conduct the background verification to ensure that they are exactly who they claim to be. They simply cannot trust a candidate on her/his word.

The Key To A Better Hiring Process

Thanks to the growing popularity of blockchain technology, TrustLogics ensures not only the security of professional data, but also its verification by suitable third party validators.

Through appropriate incentivized systems, Jobseekers can avail the services of validators to verify their professional and educational achievements. A verified profile significantly aids their jobsearch process by reducing the duration it takes to find a new job, and by raising the likelihood of receiving interview calls.

The most popular job portals and job listing sites right now are mainly focused on centralizing data and binding users within their ecosystems through the erection of walled gardens. Jobseekers and recruiters might enjoy several options in the form of numerous job portals, but once they enter into those ecosystems, their access is severely restricted. For example:

•      Can jobseekers freely share their digital portfolios on a particular platform anywhere across the internet?

•      Is it possible for recruiters to avoid being flooded with resumes which are simply not qualified enough?

•   Is there a digital version of the Peer-to-Peer employee referral system with even greater reach for recruiters to leverage?

All of these questions have the same answer: no. TrustLogics is being developed to turn it into a resounding yes.

TrustLogics enables:

•    Jobseekers to share their digital portfolios anywhere across the internet. Even non-TrustLogics users will be able to view them.

•      Recruiters to reduce organizational expenses incurred on background verification of potential or new employees. They can even skip the stage where they test a candidate’s skills and simply dive right into the process of analyzing whether she/he is the right fit for the company.

•      Recruiters to leverage an incentivized digital Peer-to-Peer employee referral system. This system will help a company gain access to a much wider talent pool than ever before.

The Forthcoming Revolution

Employers have always shown a greater preference for candidates who come through referrals compared to any other way, including job portals. By leveraging the TrustLogics digital referral system, they increase their reach and exposure exponentially.

TrustLogics is developing an incentivized, immutable platform to change the very foundations of the global recruitment process. By enhancing transparency, user control over data, and employee referral methodology, TrustLogics is on the verge of changing the world of hiring and professional data as we know it.

Take a look at the TrustLogics whitepaper - http://trustlogics.io/whitepaper.pdf

Contact us at:  support@trustlogics.io

Follow us on:

Telegram: https://t.me/trustlogics

Twitter: https://twitter.com/TrustLogicsUS

Facebook: https://www.facebook.com/trustlogicsus/

LinkedIn: https://www.linkedin.com/company/trustlogics/

[williams7860-blog]

Due to job portals like LinkedIn, creating and keeping track of your professional connections is an easy task regardless of whether you’re a doctor or an engineer. The art of maintaining the right contacts in order to take the right step in your career has never felt more convenient, thanks to digital services.

But what if you’re an independent service provider (ISP) or independent contractor? The technological revolution has mostly ignored the needs of this vital segment of the global workforce. A self-contractor could be an electrician, carpenter, etc.

Despite the lack of a big, specialized global job portal for hiring independent contractors, the annual spending on the U.S. gig economy crossed the $792 billion mark in 2015. The most difficult obstacle for a self-employed contractor is this: the identification, pursuit and acquisition of contract works on a regular basis. So far, the biggest job boards have paid scant attention to the field of contract work. But TrustLogics is poised to open up all kinds of opportunities and spur the growth of contract work.

Visit TrustLogics – http://trustlogics.io/

The Present Situation of ISPs

Currently, independent service providers depend heavily on more traditional types of networking to obtain regular work. Family or friend suggestions, tips in the local area through social media platforms, portfolios on service websites, and recommendations or suggestions from staffing firms account for a majority of opportunities.

But the conventional methods of job-hunting for ISPs come with severe drawbacks. Since such referrals don’t follow a timeline, an independent worker usually finishes a job and sits idle for days on end before securing a new one. Since most of the work doesn’t exactly require the signing of complex contracts, customers (a.k.a service requestors) tend to change pre-agreed compensation terms while the task is being completed.

Even the hiring process frequently turns into a long-drawn-out waiting game as the background details of a self-employed contractor have to be verified before the task can be undertaken. Service websites initially seemed to be a convenient way to banish some of the above drawbacks, but they ended up presenting a different set of challenges: the presence of multiple portals, expenditure incurred for placing ads on the platforms, and the effort undertaken to optimize the digital profiles differently depending on a platform’s preferences.

Rapid Transformation of Contract Work Expectations

But the single biggest issue that the ISPs have to deal with is the technology-driven change in perception of contract work.

Before the technological revolution, service requestors usually preferred solving problems at home by simply calling the friendly neighbourhood plumber or electrician. Hiring independent contractors in this fashion was popular as these individuals were either well known in the local community or were strongly recommended by neighbours. A lasting impression was created while their services were availed. This sort of sealed the trust between both parties.

But technology has disrupted the way service requestors choose an independent contractor. A few taps on their smartphone now provides them access to dozens of plumbers from other nearby communities. Thus, the impressions formed while availing services was replaced by a digital portfolio on an online service website containing the individual’s personal details, qualifications, ratings, and reviews.

As far as large-sized or corporate service requestors were concerned, they continued their long-held tradition of approaching staffing firms for any seasonal needs and formed hiring partnerships with them. They even tended to outsource the crucial process of employee vetting.

A Background Verification Onslaught

This is why ISPs have no option but to adapt to a radically different hiring process, without much help. There is no law to implement a single, universally-accepted vetting certificate, which can be edited with the latest updates and serve as official proof. As far as the general public are concerned, they already have something like this in the form of the social security number (SSN). An SSN serves as a definitive authority for identification and helps individuals gain access to taxation or healthcare protocols faster. Unlike ISPs, the public doesn’t have to prove their credentials each and every time.

So why can’t ISPs also benefit from a single digital certificate attesting the truth of their qualifications, ratings and reviews? The benefits of such a system are two-fold: the hiring process for a self-contractor is greatly simplified; and it also reduces the downtime (which is normally spent waiting for a background verification to finish) between two successive jobs.

Digital Maintenance of Professional Reputation

Where there is a gap in the market to exploit, start-ups are sure to follow. Job portals focusing completely on contract work have been popping up for fun during the last few years. While ISPs greeted their entrance with enthusiastic approval, things quickly turned sour.

A large number of platforms meant that a self-employed contractor had to maintain an active presence on a number of them. Providing responses to comments, personalizing digital profiles for each platform, and the problem of fake reviews took up an inordinate amount of time for them to deal with. Even service websites were just as bad because ISPs had to chip in their own money for financing any advertisements on these platforms.

These past stumbles beg us to consider whether a self-contractor would be happier with a universally accepted digital portfolio. Something they can maintain and, more importantly, share across the internet. This would eliminate the problem of dealing with too many platforms while saving cost and time.

TrustLogics – A Change in Status Quo

It is quite clear that the status quo is hurting the wallets of ISPs. They desperately need a platform which serves them rather than one which exploits them. A platform where they can keep a unified background vetting certificate, share their digital profiles across the web, and respond to the reviews and ratings of service requestors.

TrustLogics is poised to be the answer to their prayers.

Read Our White Paper – http://trustlogics.io/whitepaper.pdf

About TrustLogics

TrustLogics is a ‘Patent Pending’ disruptive technology solution. It is powered by de-centralized technologies that enables professionals to build credible global profiles, facilitate pre-screening and private networking supported by artificial intelligence. In a highly complex Workforce marketplace, TrustLogics is analogous to the “missing link” of connecting Job seekers with potential employers and is designing a Verification and Reputation platform for Professionals and Individual Service Providers.

Contact us at:  mailto:support@trustlogics.io

Follow us on:

Telegram: https://t.me/trustlogics

Twitter: https://twitter.com/TrustLogicsUS

Facebook: https://www.facebook.com/trustlogicsus/

LinkedIn: https://www.linkedin.com/company/trustlogics/

[williams7860-blog]

Due to job portals like LinkedIn, creating and keeping track of your professional connections is an easy task regardless of whether you’re a doctor or an engineer. The art of maintaining the right contacts in order to take the right step in your career has never felt more convenient, thanks to digital services.

But what if you’re an independent service provider (ISP) or independent contractor? The technological revolution has mostly ignored the needs of this vital segment of the global workforce. A self-contractor could be an electrician, carpenter, etc.

Despite the lack of a big, specialized global job portal for hiring independent contractors, the annual spending on the U.S. gig economy crossed the $792 billion mark in 2015. The most difficult obstacle for a self-employed contractor is this: the identification, pursuit and acquisition of contract works on a regular basis. So far, the biggest job boards have paid scant attention to the field of contract work. But TrustLogics is poised to open up all kinds of opportunities and spur the growth of contract work.

Visit TrustLogics - http://trustlogics.io/

The Present Situation of ISPs

Currently, independent service providers depend heavily on more traditional types of networking to obtain regular work. Family or friend suggestions, tips in the local area through social media platforms, portfolios on service websites, and recommendations or suggestions from staffing firms account for a majority of opportunities.

But the conventional methods of job-hunting for ISPs come with severe drawbacks. Since such referrals don’t follow a timeline, an independent worker usually finishes a job and sits idle for days on end before securing a new one. Since most of the work doesn’t exactly require the signing of complex contracts, customers (a.k.a service requestors) tend to change pre-agreed compensation terms while the task is being completed.

Even the hiring process frequently turns into a long-drawn-out waiting game as the background details of a self-employed contractor have to be verified before the task can be undertaken. Service websites initially seemed to be a convenient way to banish some of the above drawbacks, but they ended up presenting a different set of challenges: the presence of multiple portals, expenditure incurred for placing ads on the platforms, and the effort undertaken to optimize the digital profiles differently depending on a platform’s preferences.

Rapid Transformation of Contract Work Expectations

But the single biggest issue that the ISPs have to deal with is the technology-driven change in perception of contract work.

Before the technological revolution, service requestors usually preferred solving problems at home by simply calling the friendly neighbourhood plumber or electrician. Hiring independent contractors in this fashion was popular as these individuals were either well known in the local community or were strongly recommended by neighbours. A lasting impression was created while their services were availed. This sort of sealed the trust between both parties.

But technology has disrupted the way service requestors choose an independent contractor. A few taps on their smartphone now provides them access to dozens of plumbers from other nearby communities. Thus, the impressions formed while availing services was replaced by a digital portfolio on an online service website containing the individual’s personal details, qualifications, ratings, and reviews.

As far as large-sized or corporate service requestors were concerned, they continued their long-held tradition of approaching staffing firms for any seasonal needs and formed hiring partnerships with them. They even tended to outsource the crucial process of employee vetting.

A Background Verification Onslaught

This is why ISPs have no option but to adapt to a radically different hiring process, without much help. There is no law to implement a single, universally-accepted vetting certificate, which can be edited with the latest updates and serve as official proof. As far as the general public are concerned, they already have something like this in the form of the social security number (SSN). An SSN serves as a definitive authority for identification and helps individuals gain access to taxation or healthcare protocols faster. Unlike ISPs, the public doesn’t have to prove their credentials each and every time.

So why can’t ISPs also benefit from a single digital certificate attesting the truth of their qualifications, ratings and reviews? The benefits of such a system are two-fold: the hiring process for a self-contractor is greatly simplified; and it also reduces the downtime (which is normally spent waiting for a background verification to finish) between two successive jobs.

Digital Maintenance of Professional Reputation

Where there is a gap in the market to exploit, start-ups are sure to follow. Job portals focusing completely on contract work have been popping up for fun during the last few years. While ISPs greeted their entrance with enthusiastic approval, things quickly turned sour.

A large number of platforms meant that a self-employed contractor had to maintain an active presence on a number of them. Providing responses to comments, personalizing digital profiles for each platform, and the problem of fake reviews took up an inordinate amount of time for them to deal with. Even service websites were just as bad because ISPs had to chip in their own money for financing any advertisements on these platforms.

These past stumbles beg us to consider whether a self-contractor would be happier with a universally accepted digital portfolio. Something they can maintain and, more importantly, share across the internet. This would eliminate the problem of dealing with too many platforms while saving cost and time.

TrustLogics – A Change in Status Quo

It is quite clear that the status quo is hurting the wallets of ISPs. They desperately need a platform which serves them rather than one which exploits them. A platform where they can keep a unified background vetting certificate, share their digital profiles across the web, and respond to the reviews and ratings of service requestors.

TrustLogics is poised to be the answer to their prayers.

Read Our White Paper - http://trustlogics.io/whitepaper.pdf

Contact us at: mailto:support@trustlogics.io

Follow us on:

Telegram: https://t.me/trustlogics

Twitter: https://twitter.com/TrustLogicsUS  

Facebook: https://www.facebook.com/trustlogicsus/

LinkedIn: https://www.linkedin.com/company/trustlogics/

TrustLogics is a 'Patent Pending' disruptive technology solution. It is powered by de-centralized technologies that enables professionals to build credible global profiles, facilitate pre-screening and private networking supported by artificial intelligence. In a highly complex Workforce marketplace, TrustLogics is analogous to the "missing link" of connecting Job seekers with potential employers and is designing a Verification and Reputation platform for Professionals and Individual Service Providers.

[williams7860-blog]

By verifying your profile data and adhering to TrustLogics standards, you will have the following benefits:

Faster hiring process

Lower hiring costs

Lower risk of losing your PII

Faster hiring process

With the exception of some jobs that have special requirements — such as high security clearances, drug tests, etc. — most employers are required to verify the same basic information for all candidates (e.g. ID, education, work history) before arriving at a hiring decision. If you think about it, this is happening because there is no single software/tool that can store a job seeker’s profile data, store background check information, and have a facility to share that information with intended parties securely.

TrustLogics enables you to do all the aforementioned functions. Thus, TrustLogics drastically reduces hiring cycle times, because employers will have all the relevant profile & background check information in one place during the sourcing phase itself. Not only that, job seekers will now have more time to make personal connections with employers and/or involved recruiters, again resulting in a much faster hiring process.

Lower hiring cost

The reduction in hiring cycle times has a direct consequence in lowering the associated hiring costs. And when you multiply this across an entire industry which involves thousands of employers and hundreds of thousands of jobseekers, the cost savings for employers are huge. Like a snowball effect, eventually these employer cost savings will be transferred to job seekers in the form of quality hires, less spam, etc.

Lower risk of losing your PII

As a job seeker you are required to provide your Personal Identity Information (PII) every time a future employer wants to run a background check on you. In fact, recent trends show that more and more employers are relying on background check reports while making hiring decisions, because they don’t trust what job seekers are saying any more. So, the more often you change jobs, the greater the number of times you need to share your PII, and the more risk you have for identity theft and related data loss.

Benjamin Franklin once said, “The definition of insanity is doing the same thing over and over and expecting different results.” Just think about it. You have been following the same old repetitive process for hiring until now. It’s time to change. With TrustLogics, you are getting your profile data verified with accredited third-party companies and storing the results on a blockchain solution. You can now minimize the risk of your identity being stolen and confidently share results with intended parties using smart keys.

[williams7860-blog]

Blockchain recruitment service TrustLogics has been named a winner of the American Business Awards, also known as the ‘Stevie Awards’, for its platform which puts professional information on the blockchain to reduce inefficiencies in the hiring process.

A press release from the company described the Stevie Awards as the top honours in the United States for achievement in the workplace.

The TrustLogics recruitment platform facilitates digital authentication of professional data, stores the attested version on the blockchain, and then makes it shareable based on user permissions.

Blockchain technology is used to store the most recent, transparent and verified employee and recruiter data available to all platform users, while the firm’s AI algorithm, Dubot, aims to help shortlist the right candidates for job openings.

TrustLogics is introducing the /TLT token to incentivize members to use the platform and to facilitate payments for services. Where anyone needs their personal information validated, they can declare a bounty and encourage peers to verify it by paying them in tokens.

Other rewards are available, including the Peer-to-Peer Hiring Model, where a corporate can instigate the reward and peers are notified about the open position and placed on a shortlist, through AI technology. Costs are only therefore incurred by the company upon the successful closure of the open position.

“We realized there is a big gap in the industry globally. To reduce hiring cost and time and efficiency of hiring, verified data is a must. That’s how it all started,” said TrustLogics’ Srinivas Dubba. “We started building the prototype at the end of 2016, performed a product-market fit analysis, and the mobile app was up and running by January 2017. Storing verified data on blockchain is much more secure, so we started implementing Hyperledger while being backed up by a strong blockchain team. Given the massive amount of data we are planning to store on the platform, Hyperledger was the perfect solution.”

image: The International Business Awards

Blockchain Banking Milestone: European Banks Complete First Live Trades on We.Trade Platform – July 5, 2018

Tax Authorities Unite to Target Cryptocurrency Crime – July 5, 2018

Globacap Raising Capital on Own Platform with UK FCA Backing – July 5, 2018

Blockchain Close to Breakout Moment: Deloitte Survey – July 5, 2018

Survey Finds Turkey is Europe’s Most Crypto-Friendly Nation – July 4, 2018

Music Streamer Choon Starts Public Sale After Banking $2 Million – July 4, 2018

Russian Military Sets Up Blockchain Research Lab – July 3, 2018

TrustLogics Recruitment Platform Wins Stevie Award – July 3, 2018

IP Gold Ditches Ethereum for NEM Blockchain – July 2, 2018

Binance Labs Lead $12 Million Funding Round for StartUp Access Platform Republic – July 2, 2018

Are Digital IDs the Start of a Blockchain-Based Service Economy for the Cayman Islands? – July 2, 2018

QRL Launches Quantum Resistant Blockchain – June 29, 2018

User Friendly Exchange Targets US Crypto Newbies – June 29, 2018

Dash Doc Highlights Digital Currency Solution for Zimbabwe – June 28, 2018

Virtual Twin Method Wins EU Anti Counterfeit Challenge – June 27, 2018

Stanford University Takes Blockchain Leap – June 27, 2018

Dutch Airport Adds Bitcoin ATM for Euro Exchange – June 26, 2018

SharesPost Gets $15 Million to Expand Security Token Trading – June 25, 2018

Eidoo Unveils Crypto Sculpture in London – June 25, 2018

Canada: a Blockchain Testing Ground for Cannabis Cultivators – June 22, 2018

Medicalchain Inks Deal with Mayo Clinic to Advance Health Tech – June 21, 2018

TrustToken Raises $20 Million with Major VC Support – June 21, 2018

Adents Adds Microsoft AI to NovaTrack Supply Platform – June 20, 2018

AlphaPoint Raises $15 Million with Galaxy Ventures Funding – June 19, 2018

Fractional Shares in Robinhood, Ripple and Didi Available From Swarm Fund – June 19, 2018

WAVES Tokens Take a Ride on OKEX Exchange – June 18, 2018

Europe’s Leading Parking Services Network Launches ICO – June 18, 2018

Hdac Scores with World Cup TV Blockchain Advert – June 15, 2018

Swedish Sports Brand Puts Same-Sex Marriage on the Blockchain – June 15, 2018

Whale Hunter Spiking Links with AntShares Founder’s Latest Blockchain, Nebulas – June 15, 2018

Swytch Pilots Clean Energy Rewards in Germany, Launches ICO – June 14, 2018

Coinbase Opens Index Fund for Investments up to $20 Million – June 14, 2018

South Africa Reserve Bank Makes Progress with Quorum Blockchain Pilot – June 12, 2018

Wallets and Exchanges Fail Identity Check Test – June 12, 2018

Now ‘Ask Juliet’ for Crypto Tips on TokenAI – June 11, 2018

Iconic Warhol on Slate at Blockchain Auction – June 8, 2018

“Quasi Unicorn” Hyperchain Seals RMB 1.5 Billion Financing – June 8, 2018

COBINHOOD Launches DEXON Platform for Faster Processing – June 7, 2018

Subway Jumps on FoodLogiQ Supply Chain Pilot – June 7, 2018

RecordFarm Token Lists on Coinbene – June 7, 2018

Award-Winning Crypto Comedy: KevCoin the Movie Premieres June 28 – June 6, 2018

SEC Appoints Crypto Securities Czar – June 6, 2018

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Cashaa Links to Populous Marketplace, Commences Token Redistribution – June 5, 2018

Blockchain Expo Europe 2018 Rolls Into Amsterdam – June 4, 2018

$300 Million Monster ICO Planned by Cables and Headphones Firm – June 4, 2018

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Pundi X Inks Deal with American Chamber of Commerce Korea – May 30, 2018

[williams7860-blog]

$428 billion. That is the value of the industry for recruiting professionals at the global level. On the other hand, the industry for self-employed or individual service providers does not have official statistics from staffing services to come up with an approximate valuation.

Someone looking for a new job is almost guaranteed to log-on to a job site or utilize the services of recruitment agencies. Their ultimate aim is to settle into the ‘right’ job so that their livelihood can take a step forward.

Unfortunately, the current methodologies being used by professional staffing companies and the HR industry are broken and are in desperate need for a fix.

Visit TrustLogics - http://trustlogics.io/

Some of the most common ailments afflicting the global recruitment process are as follows:

     Application Pile-up

A typical company recruitment department is involved in a constant war against applications. Most of the applications lean toward fake, casual, overqualified, under-qualified, etc. Hence, picking out the right candidates for a position becomes a tedious process and companies often end up settling for imperfect candidates.

     Fake Résumés

The trend of fake news only became popular during the last few years, but fake résumés and illegitimate professional qualifications within a résumé have been part and parcel of the HR industry for a long time. With the biggest job portals not expending any effort to verify résumés, the onus, once again, falls on recruiters to run background checks or to employ the services of an iffy external verification company.

     Too Many Job Portals

It is a tough task for jobseekers to understand, optimize and make the most of one job portal on an annual basis. To fall in line with modern professional demands, they now have to maintain updated, tweaked profiles on several job portals. With companies increasingly turning into walled gardens, it is no longer possible to transfer personal and professional information from one big platform to another.

     The Dreaded Middlemen

Imagine this scenario: One of the pipes in your home has burst and you trying to hire a plumber to plug it. Would a random stranger inspire more trust in you or would someone with verified background checks, skills, ratings, etc., be better? Unfortunately, independent service providers do not have a platform where they can share their ratings or reviews, and are restricted to depending on dozens of service websites, who serve as middle-men, to get jobs. What’s even worse is that customers end up paying 30-40% more if they go through service websites rather than contacting service providers directly.

Take a look at the TrustLogics whitepaper - http://trustlogics.io/whitepaper.pdf

These are some of the situations where TrustLogics jumps into the picture. With a team accounting for more than 10 years of previous experience in running staffing organisations, and having first-hand experience in dealing with the pain of fighting perfect candidates for thousands of jobs, TrustLogics is ideally positioned to revolutionize the global hiring process. Our platform completely revamps the way recruiters seek out staffing solutions by shutting out the noise and retaining the essential, verified facts pertaining to a jobseeker.

TrustLogics, with a patent in the pipeline, is poised to disrupt the service provider and company recruitment processes by ensuring greater security and control over verified data. With the help of Hyperledger (a private blockchain to store data) and Ethereum (a public blockchain for recording transactions), our platform will ensure greater transparency and cut down the expenses as well as time involved in hiring the right candidates.

About TrustLogics

TrustLogics is a 'Patent Pending' disruptive technology solution. It is powered by decentralized technologies that enables professionals to build credible global profiles, facilitate pre-screening and private networking supported by artificial intelligence. In a highly complex Workforce marketplace, TrustLogics is analogous to the "missing link" of connecting Job seekers with potential employers and is designing a Verification and Reputation platform for Professionals and Individual Service Providers.

Contact us at:  support@trustlogics.io

Follow us on:

Telegram: https://t.me/trustlogics

Twitter: https://twitter.com/TrustLogicsUS

Facebook: https://www.facebook.com/trustlogicsus/

LinkedIn: https://www.linkedin.com/company/trustlogics/

[williams7860-blog]

TrustLogics, the innovation leader in blockchain for verified professional data, today announced that its offering was named a Silver Stevie Winner at The 2018 American Business Awards for ‘Tech Startup of the Year - Software’, Gold Winner at the 2018 Pillar® World Awards for ‘Products, Services, and Solutions for USA’, and Bronze Winner at the 2018 CEO World Awards for ‘Products, Upgrades, and Innovation of the Year’ in the 11-99 Employees category.

The accolades didn’t stop there as Srinivas Dubba, Founder and CEO of TrustLogics, was also conferred with Gold Awards for ‘Diversity Team of the Year’ and ‘Founder, Entrepreneur or Partner of the Year’ by Pillar® World Awards and CEO World Awards respectively. These honors came in the face of tough competition from several innovative offerings and deserving entrepreneurs.

“We are honored that the TrustLogics platform was highlighted as a vital innovator by such an authoritative group of industry thought leaders and to have won in several different categories,” said Mr. Dubba. “Our vision is to help streamline the inefficiencies in hiring by verifying, sharing, and storing verified professional data of on blockchain. Such award programs provide a platform for companies like TrustLogics to showcase our technically advanced offering as well as provide job seekers and organizations an unbiased way to learn about the future of global recruitment.”

Watch Awards Video @ https://www.youtube.com/watch?v=...

TrustLogics facilitates digital authentication of professional data through three different attestation protocols (Auto Verification, Certified Validators, Peer Reputation), stores the attested version on the blockchain, and makes it shareable based on user permissions.

In addition, the process of acquiring a talented workforce can be finally crowdsourced through incentivized peer-to-peer hiring. TrustLogics provides users complete control over their professional data, and helps reduce the hiring costs of small and medium-sized organizations by building an ecosystem verified employee data is the norm.

Visit Our Website: https://trustlogics.io/

All efforts to verify data and identify the best candidates will be constantly improved by the introduction of Dubot, our proprietary A3C algorithm-based AI engine. Eventually, Dubot will not only have the ability to intelligently suggest new network connections for job seekers and employers, but also alert government agencies, educational institutions and non-profits to take required actions to meet talent gaps in the international workforce.

The American Business Awards are the U.S.A.’s premier business awards program. More than 3,700 nominations from organizations of all sizes and in virtually every industry were submitted this year for consideration in a wide range of categories.

The coveted annual Pillar® World Awards is world's premier awards program honoring best employers. More than 80 judges from a broad spectrum of industry voices from around the world participated and their average scores determined the 2018 award winners.

Lastly, the coveted annual CEO World Awards program encompasses the world’s best in leadership, innovation, organizational performance, new products and services, CEO excellence studies, corporate social responsibility, and milestones from every major industry in the world.

About TrustLogics

TrustLogics’ patent-pending technology created a decentralized ecosystem where users can share their professional data across different platforms by setting permissions, recruiters can make the most of a global Peer-to-Peer Hiring model and independent service providers can maintain and leverage their digital portfolios and receive ratings for services provided. TrustLogics will further reduce the gap between recruiters and jobseekers by leveraging the full potential of blockchain technology. As a result, the recruitment industry, that previously followed long and tedious protocols, can now simplify its processes and achieve new levels of efficiency.

Read Our Whitepaper: https://trustlogics.io/whitepape...

Follow Us On:

Telegram: https://t.me/trustlogics

Twitter: https://twitter.com/TrustLogicsUS

Medium: https://medium.com/@trustlogics

[williams7860-blog]

Due to job portals like LinkedIn, creating and keeping track of your professional connections is an easy task regardless of whether you’re a doctor or an engineer. The art of maintaining the right contacts in order to take the right step in your career has never felt more convenient, thanks to digital services.

But what if you’re an independent service provider (ISP) or independent contractor? The technological revolution has mostly ignored the needs of this vital segment of the global workforce. A self-contractor could be an electrician, carpenter, etc.

Despite the lack of a big, specialized global job portal for hiring independent contractors, the annual spending on the U.S. gig economy crossed the $792 billion mark in 2015. The most difficult obstacle for a self-employed contractor is this: the identification, pursuit and acquisition of contract works on a regular basis. So far, the biggest job boards have paid scant attention to the field of contract work. But TrustLogics is poised to open up all kinds of opportunities and spur the growth of contract work.

Visit TrustLogics - http://trustlogics.io/

The Present Situation of ISPs

Currently, independent service providers depend heavily on more traditional types of networking to obtain regular work. Family or friend suggestions, tips in the local area through social media platforms, portfolios on service websites, and recommendations or suggestions from staffing firms account for a majority of opportunities.

But the conventional methods of job-hunting for ISPs come with severe drawbacks. Since such referrals don’t follow a timeline, an independent worker usually finishes a job and sits idle for days on end before securing a new one. Since most of the work doesn’t exactly require the signing of complex contracts, customers (a.k.a service requestors) tend to change pre-agreed compensation terms while the task is being completed.

Even the hiring process frequently turns into a long-drawn-out waiting game as the background details of a self-employed contractor have to be verified before the task can be undertaken. Service websites initially seemed to be a convenient way to banish some of the above drawbacks, but they ended up presenting a different set of challenges: the presence of multiple portals, expenditure incurred for placing ads on the platforms, and the effort undertaken to optimize the digital profiles differently depending on a platform’s preferences.

Rapid Transformation of Contract Work Expectations

But the single biggest issue that the ISPs have to deal with is the technology-driven change in perception of contract work.

Before the technological revolution, service requestors usually preferred solving problems at home by simply calling the friendly neighbourhood plumber or electrician. Hiring independent contractors in this fashion was popular as these individuals were either well known in the local community or were strongly recommended by neighbours. A lasting impression was created while their services were availed. This sort of sealed the trust between both parties.

But technology has disrupted the way service requestors choose an independent contractor. A few taps on their smartphone now provides them access to dozens of plumbers from other nearby communities. Thus, the impressions formed while availing services was replaced by a digital portfolio on an online service website containing the individual’s personal details, qualifications, ratings, and reviews.

As far as large-sized or corporate service requestors were concerned, they continued their long-held tradition of approaching staffing firms for any seasonal needs and formed hiring partnerships with them. They even tended to outsource the crucial process of employee vetting.

A Background Verification Onslaught

This is why ISPs have no option but to adapt to a radically different hiring process, without much help. There is no law to implement a single, universally-accepted vetting certificate, which can be edited with the latest updates and serve as official proof. As far as the general public are concerned, they already have something like this in the form of the social security number (SSN). An SSN serves as a definitive authority for identification and helps individuals gain access to taxation or healthcare protocols faster. Unlike ISPs, the public doesn’t have to prove their credentials each and every time.

So why can’t ISPs also benefit from a single digital certificate attesting the truth of their qualifications, ratings and reviews? The benefits of such a system are two-fold: the hiring process for a self-contractor is greatly simplified; and it also reduces the downtime (which is normally spent waiting for a background verification to finish) between two successive jobs.

Digital Maintenance of Professional Reputation

Where there is a gap in the market to exploit, start-ups are sure to follow. Job portals focusing completely on contract work have been popping up for fun during the last few years. While ISPs greeted their entrance with enthusiastic approval, things quickly turned sour.

A large number of platforms meant that a self-employed contractor had to maintain an active presence on a number of them. Providing responses to comments, personalizing digital profiles for each platform, and the problem of fake reviews took up an inordinate amount of time for them to deal with. Even service websites were just as bad because ISPs had to chip in their own money for financing any advertisements on these platforms.

These past stumbles beg us to consider whether a self-contractor would be happier with a universally accepted digital portfolio. Something they can maintain and, more importantly, share across the internet. This would eliminate the problem of dealing with too many platforms while saving cost and time.

TrustLogics – A Change in Status Quo

It is quite clear that the status quo is hurting the wallets of ISPs. They desperately need a platform which serves them rather than one which exploits them. A platform where they can keep a unified background vetting certificate, share their digital profiles across the web, and respond to the reviews and ratings of service requestors.

TrustLogics is poised to be the answer to their prayers.

Read Our White Paper - http://trustlogics.io/whitepaper.pdf

About TrustLogics

TrustLogics is a 'Patent Pending' disruptive technology solution. It is powered by de-centralized technologies that enables professionals to build credible global profiles, facilitate pre-screening and private networking supported by artificial intelligence. In a highly complex Workforce marketplace, TrustLogics is analogous to the "missing link" of connecting Job seekers with potential employers and is designing a Verifica-tion and Reputation platform for Professionals and Individual Service Providers.

Contact us at: support@trustlogics.io

Follow us on:

Telegram: https://t.me/trustlogics Twitter: https://twitter.com/TrustLogicsUS Facebook: https://www.facebook.com/trustlogicsus/ LinkedIn: https://www.linkedin.com/company/trustlogics/

[williams7860-blog]

Finding the ideal employee is the major struggle for every HR team. An HR manager has to go through tons of resumes to get the perfect candidate for the role. It’s high time that we need a better recruiting process as agreed by 71% of HR Managers according to a recent study by Research Now and Visier.

Is data-driven recruitment the new and improved process of hiring?? We’ll discuss that later in this blog. First, let’s look at some of the methods that will help improve the hiring campaign.

A Catchy Title

The salary package and the job description is important but what really attracts the eyes of most of the candidates is a good catchy title. Job descriptions with good catchy titles attracted more suitable candidates than other job descriptions.

Career stories are better than job descriptions

Writing an interesting and exciting career story in the job ads rather than a job description and “mandatory” skills will help you gather diverse and stronger candidates who will be passionate to join your team.

Customers are important, so are job candidates.

With so many companies out there and so much competition, one must realize that they have to sell their job role to a viable candidate. A poor candidate experience will not only damage the brand but also hinders the workflow of the entire company.

Data-Driven process

The data that companies store from the previous hiring campaigns can help them a lot in their current campaign. This will not just help them to get a lead on a pool of candidates but also gives them an insight of the recruiting process.

Business results are the top priority

In the end, it is all about the growth and development of the firm and people are hired to contribute to that growth. It is important to keep this mind when designing a job advertisement.

Data-driven recruitment

Nowadays, data is as important to companies as their employees, as this data will help them to improve the quality of recruits in their team. With everything being online there are tons and tons of data on recruitment on the internet. This data can be used in data-driven strategies for an improved hiring process.

Not only it will refine your recruiting process but it will also help in automation of many processes like scheduling an interview date and screening of candidate’s resume, etc. A data-driven approach can do wonders to a hiring process. Some of those enhancements are:

• Improved quality of hire and workflow efficiency

With data-driven strategies and right technology one can gain access to track new candidates and connect with them and figure out they are a good candidate or not by analyzing their:

Ø Qualifications

Ø Top talents and skills

Ø Work period in the previous firm.

This way the data and analytics help the company in avoiding any poor candidate hiring which saves both time and money.

• Improvement in Candidate experience

Candidate experience is one of the major topics of many HR managers. Not only they face difficulties in improving it but there is no pinpoint solution to it which leads to loss of many strong candidates.

With data-driven recruiting one can easily measure the impact on the candidate’s likelihood on each stage. This analytics will work as an insight into what makes a candidate to withdraw their application.

• Viable Job matching

With the data-driven hiring, only the suitable candidates will get the right job ads which match their skills and qualification. This will reduce any mismatching of candidates and job ads which will save lots of time and money. As the keywords of candidate’s skills change, the job ads also change with it.

• Adds diversity to pool of candidates

It is really difficult to ensure that you get a diverse group of candidates with the traditional method. The analytics can ease the load by monitoring the candidate’s diversity based on gender, country, age, experience, etc. This will avoid any guesswork and ensures that the hiring process gets the diverse pool of candidates for the team.

• Estimate the speed of recruiting

It would be beneficial for both employees and employers if the hiring speed of the candidate for a vacancy is predictable. With the help of workforce analytics, one gains the ability to predict how much time it will take to fill a certain role. This data-driven approach also helps in mining out any hindrance that’s slowing down the process and helps in removing it.

How companies can use data in hiring

We have discussed what improvements and changes will be there when data-driven recruitment is implemented. But before one can reap the benefits of it one has to follow some steps to get it up and running in the recruitment process.

Logging every data on the system

Decisions taken by a data-driven process are only effective if the company logs everything in the system and regularly. Any blanks and irregularities in the logging can lead to an incomplete picture which will result in inaccurate and false decisions.

Automation of communication

When it comes to recruiting process, a personalized email can impact more on candidates than a generalized ad campaign. The system will not only personalize the message and send it to the candidates automatically but also look for any replies from them.

Automation of logging data

Automation will not only save time but will make sure that the logging on the system is periodical. Any internal communication which includes SMS, emails, invites, etc should be logged automatically.

Scoring in every stage

The recruiting process has many stages and all of these stages should have their own scorecards based on the candidate’s answers and on their skills. Not only this, the scorecard should also have in-depth information about the candidate. This will streamline the decision of the recruiter and filters out any interviewer bias. In the end, a candidate should be hired on the bases of the scorecard.

To learn more about how we are revolutionizing the Hiring process, read our Whitepaper

Join our Telegram group to know about the progress of implementation.

[williams7860-blog]

Blockchain is the new technology that has been adopted by many companies around the globe. With its consensus protocol security and automated data processing, it will not be wrong to say that it will rival or even replace some of the current management technologies.

Blockchain is a decentralized digital ledger which has a list of transactions that are verified by multiple members of the Blockchain network. This provides a sense of security, immutability, and data transparency among the members of the Blockchain.

Blockchain is a revolutionary technology and it can be implemented in almost every sector of the industry. Now the question arises whether it is better than some other technologies like HRM, CRM, and ERP. To answer that, we will need to look at some of the advantages of Blockchainover other platforms.

Blockchain over HRM software

The HR industry has been shaken by the new Blockchain technology. The hot topic around the globe is that Blockchain will change the landscape of HR technology in the near future. With its high-end security as well as flexibility in peer to peer processing, Blockchain can transform HRM software.

Let’s look at some of the improvements Blockchain can bring in the traditional HRM platforms:

· Faster recruitments

One of the advantages Blockchain is that every member has to prove their authenticity before they can join the Blockchain network. This leads to transparency, trust, and a faster recruitment process as all the members will already be verified.

Background checks and document verification can take lot of time and may lead to loss of a good candidate. With Blockchain technology, the time takenfor verification processes will be reduced to a minimum, which will ultimately lead to quicker and effective recruitments.

· Backup from data analytics

The data collected on the internet will help an employer to get a better insight into a candidate according to their qualification, retention rate in previous jobs, experience, etc. This will help the employer save a lot of money, resources, and time from a bad recruitment.

Data analytics can also be used to design better job ads from the data collected online. This way companies can make sure that they get a diverse pool of talent for their vacancies.

· Faster Payrolls for overseas employees

With everything automated on a Blockchain network, monthly salaries will be quick and as easy as clicking a button. Apart from this, the time taken for overseas payments will also be reduced as the transaction won’t have to go through the verification processes by third parties.

· Unbiased recruitment processes

As most of the recruitment processes in Blockchain are automated, it will not only save a lot of time but will also remove any personal bias during the hiring process as the candidates will be selected according to a specific data conditions like (qualification, experience, etc). This will lead to better recruitment's and avoid any bad recruitment due to biased decisions.

· Removal of third-party verifications for freelancer and ISPs

For freelancers and ISPs, Blockchain can be a boon as they won’t have to go to a third party for their background, qualification, and experience verifications. This will help them to start providing their services as soon as they are verified by other Blockchain members.

Blockchain and CRM

Customer relations is one of the most important aspects of a firm. A good Customer Relationship Management (CRM) can make or break a company’s image. Here are some pointers on how Blockchain can make changes and improve current CRM platforms for better results:

· A better and secure database

It is an obvious fact that Blockchain offers better data security with consensus protocols, timestamps in its transactions, and much more. It will ensure that the customer’s data is in the right hands, thereby reducing any leakage of information via hacking.

Not only that, any transactions or transfer of information will go through a verification process by authentic members of the network. This prevents any illegal changes in the database and reduces the risk of frauds.

· Improved customer experience management

When it comes to CRM’s role in customer experience management, it works as a database for any customer information. Blockchain will not only improve the security levels of the database but will also help in improving customer loyalty program and customer reward management. Customers’queries will be solved rapidly and feedback will reach the right people quickly as customers won’t have to go through long procedures.

· A Better understanding of demand

Understanding the demands of the customers and where to deploy resources according to it is a crucial task. A good insight of both can save a company lot of money and resources. Data analytics in Blockchain can help to predict whether a product will be successful or not according to the real-time data gathered on the internet.

This will give a strategic advantage to the company over its competitors to figure out when to launch a new product line according to the ongoing customer’s demand.

Blockchain over ERP

We have discussed how Blockchain can improve both CRM and HRM software but let’s look at how it will impact ERP software.

ERP software centralizes the data and gives more power to businesses over internal operations and decisions. For a smooth workflow, the data is updated in real time and there is continuous communication among different departments of the company which avoids any errors.

Blockchain will take these features to a new level with its new technology. The data will be stored in a decentralized database so that everyone has a copy of it, and it can be used among different organizations. Apart from data, any transactions between companies will be more efficient and secured. Shipping business can utilize Blockchain technology to track down their cargo’s.

All in all, Blockchain will provide the flexibility in ERP software while retaining its security for a secure, faster and efficient business network.

Summary

Blockchain is the new technology for many business modules. It has a lot of potential in many sectors of the business industry. CRM, HRM, and ERP are traditional software that have been used for ages, it’s about time that companies upgrade their technology to move forward. In order to do so, a wise choice would be to adopt Blockchain technology in their management system to have a better and seamless workflow. But will Blockchain technology take over traditional software or not? Only time will tell.

Whitepaper: https://trustlogics.io/whitepaper.pdf

TrustLogics is the next steps towards an improved hiring process. They are patent pending platform that aims to fill the gap between the jobseeker and employer. They offer peer to peer hiring model on a Blockchain network for a faster and efficient recruitment process. They have reputation building system that verifies a jobseeker’s education, experience, and other information so that an authentic jobseeker does not lose on any opportunity. Freelancers and ISPs can utilize TrustLogics service of online portfolio for reviews and rating. They can even get their background information verified to earn the trust of customers and attract more projects with their verified profiles.

[williams7860-blog]

TrustLogics recently took a vital step forward in realizing its vision of creating a global verified information highway for the staffing and recruitment industry. After holding several rounds of exploratory talks with the relevant government officials, TrustLogics is excited to announce that it has signed an MoU with the Republic of Suriname. This agreement aims to leverage the technological capabilities of TrustLogics to improve the availability of cutting-edge employment analytics for a large variety of industries in Suriname.

As stated in the MoU, TrustLogics will be contributing the tech solution as well as the relevant support necessary for successful integration with the employment ecosystem of Suriname. As far as the integration process is concerned, it has been decided that jobseekers and students can begin conducting basic operations on the TrustLogics platform for free.

On the other hand, the Suriname government will boost local adoption of the platform by leveraging its Labour and Education departments. Effective communication channels will either be set-up or harnessed to boost awareness, encourage adoption, and drive registration among government entities and businesses in the country.

Suitable plans for improving the performance of current recruitment processes, and the provision of equal and fair employment opportunities for all will be formulated and implemented. At the same time, inefficiencies like high recruitment costs and long delays in hiring will be eliminated.

The overall mission of this alliance is to boost the economic development of Suriname by lowering the unemployment rate, thus helping streamline its workforce industry.

To know more about the technical solution being developed by TrustLogics on blockchain, please go through our Whitepaper, Website and join our Telegram channel to get instant updates about the project.

[williams7860-blog]

TrustLogics is honoured to reveal the inking of a collaborative deal with the Republic of Guinea. Srinivas Dubba, CEO of TrustLogics, and Mr. Albert Damantang Camara, Republic of Guinea’s Minister of Employment, signed an MoU to seal this strategic partnership.

The MoU revolves around the idea of integrating Republic of Guinea’s workforce on to TrustLogics’ global platform for employment and hiring considerations. During the next few months, TrustLogics and the Guinean government will be working closely to create a long-term sustainable plan for the country’s youth to compete with its global rivals on an equal footing. This objective is being pursued by establishing an effective framework and implementing fundamental principles.

According to 2016 World Bank estimates, Guinea is home to a population of 12.6 million, and an unemployment rate of 6.85% (down from an all-time high of 6.98% in 2013). The country is gradually rebuilding itself from the twin shocks of Ebola and a drastic fall in commodity prices.

With the signing of the MoU, the TrustLogics platform facilities Guinea’s government, by pooling up the resources of its various ministries, to improve the quality and quantity of its employment data with respect to most industry sectors. This is achieved by pursuing required analytics and the establishment of superior communication channels.

By shining the spotlight on various shortfalls and deficiencies of its recruitment industry, Guinea and TrustLogics will be perfectly placed to implement effective solutions. Through this strategic partnership, the Republic of Guinea will become the first African country to embrace cutting-edge blockchain technology to streamline its hiring and staffing processes.

For more details regarding the blockchain solution being developed by TrustLogics, please have a look at the Whitepaper or Website. You can also join our Telegram channel to get the latest news and updates about our project.