Why Ouna’s recruitment system is so innovative for the HR industry

Some industries aren’t so easy to change. Deeply ingrained cultures and fine-tuned practices make entrepreneurs hesitant to upend the status quo and take a chance on something different. More often than not, it takes a major technological breakthrough to drive evolution. For the HR industry and recruitment, Ouna is that technological breakthrough.

Ouna is changing the name of the game with a blockchain-based service and algorithm that finds the perfect match between employers and candidates for any given job opening. Having been crafted as the result of several years of academic research and real-life case studies, Ouna’s product is revolutionary for going a step beyond previous algorithms that were able to comb through CVs and sort them by education or work experience. Ouna’s uniqueness is its focus on human factors of motivation, values, and character to get the best personal as well as professional match.

So, Ouna has a clear advantage over any other high-tech solution that has been developed until now. But traditional recruiters also assess job seekers and try to place them in appropriate working environments based on their skills and characteristics, so what can Ouna do that they can’t?

“We sort of take it up a notch, you could say,” explains Ouna’s CIO Jonathan Lampert. “First of all, human recruiters are human. That means they’re fallible in certain ways that our algorithm isn’t. Algorithms aren’t consciously or subconsciously racist, sexist or biased in any other way and the profiles created with Ouna are entirely anonymous until candidates choose to reveal those details to their potential employers.”

That’s right, at a time when public consciousness is heavily focused on scrutinizing economic and cultural disparities that adversely affect minority communities, Ouna is bringing the promise of AI and deep learning technology to the recruitment industry — the promise of unbiased, objective analysis and selection. And there’s more:

“Regardless of human bias based on external factors, humans aren’t always the best judges of character,” says Lampert. “Ouna’s algorithm increases the chances of getting a match right by quantifying characteristics mathematically. That means we get a nuanced understanding of what makes an ideal employee by benchmarking a mathematical profile to the aggregated successful profile of the employer. By that, we can identify those people with a high rate of success.”

Jonathan Lampert, CIO

That means happy, more productive employees, lower turnover and decreased expenditures on recruitment. Going even further, Lampert says that using smart contracts and a system unrestricted by borders will safely tap into the unprecedented mobility of employees these days.

“Compared to traditional recruiters, Ouna is also going to have a much larger database of profiles from all over the world, which means we’ll have a much larger pool of talent to choose from than any recruiting company.”

Ouna is all about pairing the passion of energetic job seekers with the positions that are just waiting for their talent and ingenuity to reach their full potential. It’s time to start relying on a better method of recruitment.

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