Blockchain will enable organizations requiring specialized talent and capabilities to obtain better information about potential contractors and partners than traditional recruitment and procurement methods. With a prospective employee’s consent, an employer will have access to a rich store of information that’s known to be correct because it has been uploaded, stored, and managed on a highly secure, distributable database. For example, job prospects wouldn’t be able to lie about their training or degrees because an authority, such as the the university they graduated from, has entered the data on the blockchain. Tampering with data after the fact wouldn’t be possible: it would involve taking over the entire blockchain, a nearly impossible task. Individuals would control their own personal data (including birth date, citizenship, financial and educational records) in a virtual black box. They alone would be able to decide what to do with the information.
Human resources and procurement staff will need to learn how to query the blockchain with specific yes/no questions: For example, do you have this kind of license? Can you code in this specific language? The responses from all the black boxes will provide a list of people who meet these qualifications. Employers can ask whatever they want, and job seekers can program their black boxes with answers or refuse to answer. (In cases of possible employment discrimination, the blockchain will offer proof.)