Opinion: Ignacio Palomera, co -founder and CEO of Bondex
The global recruitment scene changes quickly. Today’s job seekers are increasingly turning into artificial intelligence to formulate cover messages, resume tailor and even simulate the preparation of the interview.
AIGEAC AI is the automatic artificial intelligence application, and the formulation of artificial intelligence is to formulate widely customized applications, and enables the tools of artificial intelligence to apply candidates to advance to thousands of roles in minutes. Employers are immersed with applications that seem polished, convincing and designed – but they often lack any real signal of effort, ability or originality.
When anyone can get rid of a polished and high-quality application with a few artificial intelligence claims, the traditional cover letter-which is seen once as an opportunity to donate and show a real intention-becomes a commodity. It stops sign or enthusiasm and begins to look more like a uniform output.
Employees are now staring at the in -filled boxes filled with custom applications with personal and they feel strange in a strange way. This is where the real problem begins: if everyone looks qualified on paper, how can you know who has skills and know how to play a wave? It is not a matter of writing better but about who can prove that it can be transferred in the real world.
The fragile confidence system increases with artificial intelligence
Traditional employment has long relied on confidence -based signals such as biographies, references and degrees, but these have always been weak agents. The titles can be amplified, exaggerated and exaggerated in the past work. Artificial intelligence pronounces more things, and cancels uninterrupted allegations in artificial eloquence.
For remote control industries, such as encryption or ecosystems of independent independent regulation, the risks are higher, as there is rarely time for deep due care. Confidence has been extended quickly and is often not fraught with a global environment. More human resources or artificial intelligence tools will not solve this. Required is a stronger basis for the same confidence.
It’s time to check and ONSAIN
Think of an employment manager trying to verify the date of work, social handles, or onchain contributions.
today, Decentralization systems (DID) It helps you to prove that you are a real person – that you are not a robot. This is useful, but it is just the beginning.
What they do not address is the deepest layer: What did you really do? There are new emerging boundaries – one where your career history, accreditation and contributions can be verified and made it be portable. It is not only about examining a box to prove your presence. It comes to writing down your experience, so your reputation is based on what you did, and not just what you say.
Related to: Blockchain needs to be organized, expandable to close the artificial intelligence holes gap
In this model, your CV becomes one of the programming assets. It is not a fixed PDF, but it is something that can develop, and it is inquired, and in some cases, it is particularly verified without revealing all the details. This is where the tools such as the zero proofs come, giving users to control the amount of what they reveal and from.
Some may argue that all this feels a little bonus. However, in practice, especially in Web3, the most serious shareholders work with borrowed identities based on procedures that can be proven, not job addresses. We have made DIDS to “real humans”. A verified reputation makes us to “real shareholders”. This is the primary shift that deserves attention.
From human resource filters to smart contract gates
Whenever the reputation becomes programmed, the entire industries will be reshaped. Grants, recruitment rounds and even symbolic sales can be used for filtering data. No more guessing who is qualified or compatible. You cannot integrate a request that has been integrated into a basic Reibo or pretend that you have completed a course linked with a uniquely irrevocable symbol (NFT) issued by a smart contract.
This makes technology confidence – something that can be integrated into protocols and platforms by default. What can be proven today includes contributions, date of learning and verified accreditation data. Soon, the entire work date can be Unachin.
Upgrading confidence to employ the era of artificial intelligence
Apply the function created from artificial intelligence is just symptoms of more confidence collapsing. We have long been accepted by uninterrupted self -reporting as the default in employment, and now we face the consequences. Blockchain-based identity systems provide a path forward-where individuals can prove that their work and employment decisions can depend on verified, not guessing data.
We need to stop pretending that the polished language is equal to proof of skill. If employment – the broader reputation systems – will survive the upcoming wave of artificial intelligence, we need to rebuild the basis of confidence. Onchain credentials are a convincing place to start.
Opinion: Ignacio Palomera, co -founder and CEO of Bondex.
This article is intended for general information purposes and does not aim to be and should not be considered legal or investment advice. The opinions, ideas and opinions expressed here are alone and do not necessarily reflect or represent the views and opinions of Cointelegraph.
