Blockchain en Recursos Humanos: Cómo la tecnología puede devolvernos la confianza entre las personas
Por Bruno Marcial, AI & Tech Sales Director Spain de COVISIAN
El departamento de Recursos Humanos suele ser el último en recibir presupuesto cuando llega la transformación digital. Siempre llega tarde, siempre llega con lo justo, siempre “ya veremos el año que viene”. Y sin embargo —qué ironía— es precisamente aquí, en la gestión del talento, donde debería arrancar cualquier cambio que aspire a ser profundo, sostenible y ético.
Porque la tecnología sin ética no transforma.
Y blockchain es de esas pocas tecnologías que llevan la ética integrada de serie, sin maquillaje.
Blockchain lo hace mediante un sistema descentralizado de registros digitales, donde cada transacción o dato queda asegurado y validado por múltiples nodos, garantizando su inmutabilidad y transparencia.
El gran problema que todos conocemos en selección —y que todos sufrimos— es la desconfianza crónica en los datos curriculares. Títulos dudosos, fechas que no encajan, experiencias infladas, certificaciones sospechosas… Al final invertimos más tiempo en descubrir incoherencias que en conocer a la persona.
Blockchain elimina ese problema de raíz.
Si universidades, escuelas de negocio y entidades formativas empezaran a emitir sus acreditaciones directamente en blockchain, cualquier profesional de RRHH podría verificar en segundos que ese máster es real, que ese C2 está vigente y que el candidato ocupó exactamente ese puesto, en esas fechas, sin lugar a dudas.
El cambio inmediato es espectacular:
– El candidato llega a la entrevista sin miedo, defendiendo solo lo real.
– El headhunter deja de hacer de CSI.
– RRHH se libera de un proceso repetitivo, caro y, seamos sinceros, bastante deshumanizador.
Y cuando desaparece la necesidad de comprobar lo objetivo, recuperamos algo que ningún software puede sustituir: tiempo para hablar con personas.
Tiempo para profundizar en valores, motivación, cultura, potencial. Las entrevistas dejan de ser un interrogatorio y vuelven a ser lo que deberían haber sido siempre: una conversación honesta para entender si «hay match».
Ahora vamos un paso mas allá.
Lo más interesante llega cuando las propias empresas empiezan a registrar —de forma automática e inmutable— los hitos reales (objetivos) de sus empleados:
Participación efectiva en proyectos.
Resultados obtenidos. Ascensos.
Bonos, comisiones, incentivos… todo lo que sea medible y relativamente objetivo se puede registrar en blockchain de manera inmutable y transparente.
Una empresa que haga esto se coloca automáticamente en otra liga.
Proyecta transparencia, justicia, meritocracia real.
Y se convierte en imán de talento.
Porque todos queremos trabajar donde nuestro esfuerzo se reconoce de verdad, sin interpretaciones.
Las empresas pioneras invertirán primero para que sus exempleados se lleven ese historial verificable a la competencia.
Pero ese “coste” se transforma en un arma competitiva brutal. Porque cuando una empresa demuestra transparencia total, obliga silenciosamente a todas las demás a ponerse al día. Y así nace un ciclo virtuoso: la transparencia deja de ser opcional y se convierte en requisito para atraer a los mejores.
Blockchain es confianza
Ese es el concepto principal: Confianza.
Confianza en el candidato que se sienta delante de nosotros.
Confianza en la empresa que nos contrata y nos valora por lo que aportamos realmente.
Confianza en el headhunter que nos representa.
Confianza en que nuestros datos están protegidos, encriptados y bajo nuestro control.
Confianza en que cada logro quedará registrado para siempre y podremos llevarlo en nuestra cartera digital allá donde vayamos, mostrando solo lo que queramos, cuando queramos y a quien queramos.
Porque blockchain no va de controlar.
Va de empoderar.
Devuelve al profesional el control absoluto de su historia laboral y obliga a las organizaciones a ser transparentes y justas si quieren seguir siendo relevantes en la guerra por el talento.
La próxima transformación no será solo tecnológica: será ética, humana y completamente necesaria.
Y tiene que empezar donde se descubre el talento, en Recursos Humanos.
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