为什么区块链招聘可能是未来的人力资源趋势Why blockchain for recruitment might be a future HR trend
区块链能否验证事实和交易？能否提高招聘效率和人力资源领导者的其他关注领域的效率？我们看看。
by Pam Baker
在人力资源和招聘工作中，有时候会觉得自己在玩弄两个事实和一个谎言 - 不知道谁在玩什么或什么时候玩。如果我们现在玩游戏，它会看起来像这样：区块链是确保准确性的突破。（真相）一些人认为区块链是未来人力资源重要趋势。（真相）。使用HR区块链的细节全部解决。（谎言。）
事实上，尽管在招聘和其他人力资源流程中使用区块链的承诺确实存在，但现实充满了复杂性。这里看看两者。
作为人力资源趋势的雷达上的区块链
区块链是由一系列经过验证的事实组成的分布式共享数字分类帐。这些事实可以是从金钱到信息的任何事物。作为记录保存的数字系统的一部分，每笔交易及其细节都经过验证，然后通过计算机网络进行记录。每个有权访问分布式分类账的人都会收到这些信息，并且各方在块之间被复制，共享和实体之间同步之前达成一致。区块链几乎不可能被篡改，因为每个信息块都会引用它之前的区块。
在这个信任既难以捉摸又高昂的时代，区块链的吸引力正在飙升，因为它提供了一种确认，验证和验证价值和事件的方式。这就是为什么多个垂直行业（如银行业，制造业和保险业）和多个业务横向行业（诸如会计，履行，供应链和运输等部门）被吸引到并且非常兴奋的地方 - 在他们的工作中使用区块链。
为什么区块链吸引人力资源专业人士
“很容易看出，如何能够确保个人教育或工作经历的细节 - 以及可能更多的个人事实 - 是不可改变的，这对人力资源部门来说非常有吸引力，”Carol Van Cleef说，与律师事务所Baker＆Hostetler合作，经常就金融科技问题向客户提供建议，包括区块链。
她说：“假设原始输入是准确的，重复验证相同信息的成本可能会显着降低，对结果的信心增加。”
鉴于近期工作性质发生了变化，这不是一项小任务 - 或者是小额费用。
企业软件供应商Workday的学习产品战略主管James Cross说：“十年前，求职者可能拥有一所或两所大学的学位，并明确定义了两三位以前雇主的长期职位。提供基于云计算的人力资本管理和金融云应用程序。“即便如此，验证员工的经验和教育费时费钱，通常在招聘流程结束时以及通过外包背景调查提供商进行，”他说。
Cross指出，在当今的商业环境中，招聘与过去截然不同。“一位候选人可能会有比以前更多的工作和更多样化的职业，个人和学习经历，”他说。
美国劳工统计局的调查结果证实了这一点。2016年，25至34岁的千年工人的平均工作年限为2。8年。这很重要。根据皮尤研究中心的资料，千禧一代现在是劳动力中最大的一代。教育也发生了巨大变化，现在更难追踪和验证。
“候选人可能曾为一家经营人才市场的雇主工作，或者已经完成了几次轮岗'职责之旅' - 一路获得技能，知识和反馈，”克罗斯说。“他们也可能已经完成了按需在线培训，并获得了徽章或数字凭证，甚至可能为多家雇主开展了'演出'。”
这只是为了初学者。考虑到人力资源是一项数据密集型功能，区块链可以在部门范围内拥有更多的应用程序。
Baker＆Hostetler的Van Cleef在区块链上提供了一些关于人力资源趋势的警告。她说：“我们在建立区块链技术和这个术语涉及的所有领域都处于非常早期的阶段。“对于像HR这样的数据密集型功能来说，潜力可能并不是真正的无限，但实际用途将会非常多。”
教育验证可能是人力资源首次使用区块链
由于人员及其背景可能如此复杂，因此在招聘过程中使用区块链有一些棘手的因素。要让区块链技术成为一份坚实的履历或无可置疑的就业历史，谁在每个区块贡献和验证数据是关键。在某些用途中，如教育验证，这些问题的答案相对简单。非常如此，一些大学已经为他们的学生提供了这些数据块。这不仅是您在那里找到的成绩和学位。
“在区块链的世界里，成绩单是防篡改的，基本上是由发行机构签署的，我们已经为卡尔加里大学的学生做了这个，允许他们在他们的”cocurricular record“上放上志愿者职位，然后我们“卡尔加里大学计算机科学教授，以及上周在旧金山举行的RSA 2017区块链非金融应用的发言人Thomas P. Keenan解释说。
工作时间，达到目标以及由此产生的工资和奖金都是雇主和员工的有用记录，获得的奖金记录对未来的就业机会也是有利的。
机构之间共享教育数据也很简单。
“另一个很大的优势是降低成本，”基南说。他说：“我们花时间检查来自国外大学和大学本身的申请人的证书。用于验证机构的区块链注册将大大消除这一繁重的任务。”
然而，人力资源专业人士可能希望以区块链形式提供这些信息，以打击欺诈行为，从而降低验证流程的成本。
Keenan说：“虽然大学成绩单通常具有较高的认证水平，但我可以告诉你，我们已经看到一些完全虚假的成绩单，在遥远的国家被编造出来并被认为是真实的。”
事实上，欺诈性教育索赔在外包时期猖獗，并且仍然对在多个国家运营的公司构成问题，因为这些公司有时难以跨地域同步信息，并且将学位与学位的差异等同起来。
区块链可能有助于建立此信息，然后为将来可能需要此信息的公司保留该信息。此外，区块链有可能追踪员工从工作到工作，并为员工提供快速可靠的手段，以提供教育证书并快速聘用。
记录工作历史中的问题
验证教育是一回事，记录就业历史的细微差别是另一回事。
“虽然你可以对特定事情进行核查，例如申请人是否拥有学位，但是很难有独立咨询或合同工作经验的明确公式，或者在工作时可以清楚地了解职位的头衔是什么意思即使它们属于同一行业，甚至在不同业务中也会有所不同，“Saba Software Inc.产品和合作伙伴市场营销高级总监Paul Ardoin表示，该公司生产依赖机器学习的基于云的人才管理应用程序。
验证历史数据也会遇到问题。
Ardoin解释说：“公司或教育机构在收购中失业或被吞并，可能根本没有这些信息，或者它可能是一个挑战，找到合适的人。” 如果我们试图以追溯的方式记录职业道路，“这将会导致人力资源部门和他们尝试招聘的人们头痛数十年，”他说。
简而言之，这表明从现在起为就业目的构建区块链比回溯并建立完整的过去记录更实际。反过来，对于许多员工来说，区块链只会是部分就业纪录。
另一个棘手问题是应用程序跟踪系统的广泛使用，或者更具体地说，人力资源依靠关键字对申请人进行分类。尽管自动化对人力资源有帮助，但对于申请人来说，这往往是一个障碍，他们随后写出多个版本的简历来触发各种工作中的特定关键字搜索。在当前的区块链概念中，申请人不太可能这样做，而招聘公司可能错过伟大的人才。
HR使用区块链与法律，隐私问题
SAP公司人力资源副总裁Bianca McCann表示：“当然，这种[长期员工记录保存]可以在法律和数据隐私的背景下加以考虑。
例如，现在有些地方向候选人询问过去的工资或当前的年龄是违法的。但是，这些信息可以存储在区块链中，根据就业相关用途的发展情况以及围绕隐私的概念如何发展，求职者的私人信息可能会在未经他人许可的情况下被访问。这引发了许多问题。例如，如果招聘组织在区块链中查看某些信息，是否承担法律风险？或者，潜在雇主是否可以访问这些信息，对不想放任它的员工构成真正的风险？
另一方面，区块链在招聘过程中成为人力资源趋势在某些情况下可能是双赢的。
“在需要确保正常工作许可并促进海外安全支付的国际招聘方案中，区块链的可信安全可以帮助雇主和员工，”技术和管理Keyrus的首席顾问Hannah Curtis说。该公司最近发布了区块链连接器。
工作时间，达到目标以及由此产生的工资和奖金都是雇主和员工的有用记录，获得的奖金记录对未来的就业机会也是有利的。
“在候选人被聘用后，区块链智能合约可能会对员工的工资，福利和退休计划产生影响，例如，在另一个事件（例如根据达到既定目标收到奖金）的情况下，编码并通过智能合约自动触发，“柯蒂斯说。
智能合约 - 帮助促进和管理数字流转移的计算机协议是资产 - 存储在区块链中。
她说：“这对自由职业者和承包商职位来说特别有用，因为智能合约可以确保只为完成的工作付款。”
区块链作为人力资源趋势开始显而易见
虽然大多数专家都认为区块链将在某些时候被人力资源部门用于招聘和管理目的，但这还不是一种常见的甚至趋势的做法。还有很多细节需要解决。
“与财务应用程序不同，招聘，简历或工作经历没有任何目前可信的历史情景，”Saba Software的Ardoin说。
这意味着人力资源使用区块链技术可能仅限于验证和记录教育和培训 - 至少，起初是如此。
Ardoin说：“ 黑白分布式分类账方法在跟踪公司和非正式学习和培训时仍然是一个有用的模型。“我们已经在Learning Record Stores（一种数字教育资料库）中看到了这种功能，同样存在一些挑战 - 例如支持新类型的内容，并确保非正式学习得到适当的评估 - 但是实施区块链学习应用程序比处理简历和作业历史记录的细微差别要简单得多。
以上由AI翻译完成，仅供参考。HRTechChina呈现
Working in HR and recruitment can sometimes feel like playing a game of two truths and a lie -- without knowing who's playing or when. If we were playing the game now, it would look something like this: Blockchain is a breakthrough in ensuring accuracy. (Truth.) Some see blockchain as an important future HR trend. (Truth.) The details of using blockchain for HR are all resolved. (Lie.)
Indeed, while the promise of using blockchain for recruitment and other HR processes does exist, the reality is filled with complexities. Here's a look at both.
Blockchain on the radar as an HR trend
A blockchain is a distributed, shared digital ledger made up of a trail of validated facts. These facts can be anything from money to information. As part of this digital system of record keeping, each transaction and its details are validated and then recorded across a network of computers. Everyone who has access to the distributed ledger receives this information, and the parties agree on the accuracy before the block is replicated, shared and synchronized among the entities. A blockchain is virtually impossible to tamper with since each block of information references the block before it.
In an age when trust is both elusive and held at a high premium, blockchain's appeal is soaring since it presents a way to confirm, validate and authenticate both values and events. This is why multiple verticals (such as banking, manufacturing and insurance) and multiple business horizontals (departments such as accounting, fulfillment, supply chain and shipping) are drawn to -- and very excited about -- using blockchain in their work.
Why blockchain appeals to HR professionals
"It is easy to see how the idea of being able to ensure [that] the details of one's educational or work experience -- and potentially more personal facts -- are immutable could be very attractive to HR offices," said Carol Van Cleef, partner with law firm Baker & Hostetler, which regularly advises clients on fintech issues, including blockchain.
"Costs associated with repetitive verifications of the same information could be reduced significantly and confidence in the results increased, assuming the original input was accurate," she said.
That's no small task -- or small expense -- given how much the nature of work has changed recently.
"Ten years ago, a job candidate may have had a degree from one or two universities and clearly defined long-term roles with two or three previous employers," said James Cross, director of learning product strategy at Workday, an enterprise software vendor that offers cloud-based human capital management and financial cloud-based applications. "Even then, verifying an employee's experience and education was time-consuming and expensive, typically happening right at the end of the hiring process and through an outsourced background check provider," he said.
Cross points out that in today's business landscape, recruitment is quite different than in the past. "A candidate is likely to have had more jobs and a more diverse tapestry of career, personal and learning experiences than previously," he said.
Findings from the U.S. Bureau of Labor Statistics bear this out. In 2016, the average job tenure for millennial workers ages 25 to 34 was 2.8 years. This is significant. According to Pew Research Center, millennials now make up the largest generation in the labor force. Education, too, has changed drastically and now is much harder to track and validate.
"Candidates may have worked for an employer that operates a talent marketplace or have completed several rotational 'tours of duty' -- gaining skills, knowledge and feedback along the way," Cross said. "They may also have completed on-demand online training, and been awarded badges or digital credentials. And they may even have worked 'gigs' for several employers."
And that's just for starters. Considering HR is a data-intensive function, blockchain could have many more applications within the department's scope.
Baker & Hostetler's Van Cleef offers some caveats on blockchain as fledgling HR trend. "We are at a very early stage in the build-out of blockchain technology and all that the term involves," she said. "For data-heavy functions like HR, the potential may not be truly unlimited, but practical uses will be numerous."
Education verification likely the first blockchain use for HR
Because people and their backgrounds can be so complicated, using blockchain in the recruitment process has some tricky elements. For blockchain technology to work as a solid resume or unquestionable employment history, the question of who contributes and who verifies the data in each block is key. In some uses, such as education verification, the answers to those questions are relatively straightforward. So much so, that some universities are already providing these data blocks for their students. And it isn't only grades and degrees you'll find there.
"In a blockchain world, the transcripts would be tamperproof and, basically, signed by the issuing institution. We already do this for our students at the University of Calgary by allowing them to put volunteer positions on their 'cocurricular record,' which we then certify for them," explained Thomas P. Keenan, M.A., professor of Computer Science at the University of Calgary and a presenter on nonfinancial uses of the blockchain at RSA 2017 in San Francisco last week.
Time worked, goals met, and resulting pay and bonuses due and paid are useful records for both the employer and the employee, and a record of earned bonuses could be a plus for future employment opportunities, too.
The sharing of education data between institutions is potentially straightforward, too.
"Another great advantage will be cost reduction," Keenan said. "We spend time checking the credentials of applicants from foreign universities, and the universities themselves. A blockchain registry to validate institutions would go a long way to eliminating this onerous task," he said.
HR professionals, however, are likely to want this information in blockchain form as much to combat fraud as to cut costs in the verification process.
"While college transcripts usually carry a high level of authentication, I can tell you that we have seen some totally bogus ones, fabricated in faraway countries and submitted as authentic," said Keenan.
Indeed, fraudulent education claims were rampant at the height of outsourcing and still pose problems for companies operating in multiple countries where it is sometimes difficult to sync information across geographies and to equate differences in degrees and schools.
Blockchains could be helpful in establishing this information and then preserving it for companies that may need this information in the future. In addition, a blockchain has the potential to follow an employee from job to job and provide a fast and reliable means for that employee to present education credentials and get hired quicker.
Problems in documenting work history
Verifying education is one thing, documenting the nuances of employment history is quite another.
"While you can check off boxes on specific things like if the applicant has a degree, it's harder to have a definite formula for things like experience in independent consulting or a contract job, or a clear understanding of what titles for jobs mean when they can even vary from one business to another, even if it's the same industry," said Paul Ardoin, senior director of product and partner marketing at Saba Software Inc., which makes cloud-based talent management applications that rely on machine learning.
There are problems with validating historical data to contend with, as well.
"Companies or educational institutions that have gone out of business or been gobbled up in an acquisition may simply not have the information available, or it may be a challenge getting to the right person," explained Ardoin. If we attempt to document career paths retroactively, "it will cause headaches for decades for both HR departments and the people [who] they try to recruit," he said.
In short, this indicates that it is more practical to build blockchains for employment purposes from this point forward than it is to backtrack and build a complete past record. In turn, for many employees, a blockchain would only be a partial employment record.
Another thorny issue is the widespread use of applicant tracking systems, or more specifically, HR's reliance on keywords to sort applicants. While automation is helpful to HR, it's often an obstacle to applicants, who then resort to writing multiple versions of their resume to trigger specific keyword searches in various jobs. It would be unlikely that applicants could do that in the current conceptions of blockchain, and hiring companies may miss out on great talent.
HR's use of blockchain vs. legal, privacy issues
"Of course, this [long-term employee record keeping] would be something to consider in context of laws and data privacy," said Bianca McCann, vice president of HR at SAP.
Right now, for example, it's illegal in some places to ask a candidate their past wages or current age. But such information could be stored in a blockchain and, depending on how its employment-related use develops and how concepts of privacy surrounding that develop, the jobseeker's private information could potentially be accessed without his or her permission. This raises a number of questions. For example, if a hiring organization views certain information in a blockchain, is it taking a legal risk? Or, could a potential employer's access to this information pose a real risk to the employee who did not wish to indulge it?
On the other hand, blockchain becoming an HR trend in the hiring process could be win-win in certain scenarios.
"The trusted security of blockchain can additionally assist both employers and employees when it comes to international hiring scenarios where there is a need to ensure proper work permits and facilitate secure payments overseas," said Hannah Curtis, principal consultant at Keyrus, a technology and management firm that recently released blockchain connectors.
Time worked, goals met, and resulting pay and bonuses due and paid are useful records for both the employer and the employee, and a record of earned bonuses could be a plus for future employment opportunities, too.
"After candidates are hired, blockchain smart contracts could have an impact on employee wages, benefits and retirement packages, as well. As an example, any benefit contingent on another event, such as receiving a bonus based on hitting a set target goal, could be encoded and automatically triggered via a smart contract," said Curtis.
Smart contracts -- computer protocols that help to facilitate and manage the transfer of digital currents are assets -- are stored in a blockchain.
"This is particularly useful in the case of freelance and contractor positions where smart contracts could ensure payment only for completed work," she said.
"Unlike financial applications, recruiting, resumes or job histories don't have any current scenarios in which the history is currently trusted," said Saba Software's Ardoin.
What this means is that HR's use of blockchain technology will likely be confined to verifying and documenting education and training -- at least, at first.
"The black-and-white distributed ledger approach can still be a useful model when tracking corporate and informal learning and training," Ardoin said. "We're already seeing this kind of functionality within Learning Record Stores (a form of digital education repository). Again, there are challenges -- such as supporting a new type of content, and making sure that informal learning is properly valued --but the implementation of a blockchain for learning applications is much more straightforward than dealing with the nuances of resumes and job histories."
HackerRank近日获得七百五十万美元投资[caption id="attachment_8176" align="alignnone" width="720"] Tech Hiring Matchmaker HackerRank Draws $7.5M From Global HR Firm[/caption]
HackerRank近日获得七百五十万美元投资
程序员招聘竞赛平台HackerRank近日宣布从日本人力资源巨头Recruit获得七百五十万美元投资。HackerRank让应聘者在线完成真实项目的编程挑战，从而来为企业筛选出能力优秀、符合招聘需求的技术人员。HackerRank的联合创始人兼首席执行官Vivek Ravisankar表示, Recruit成为股东将有助于HackerRank扩展在亚太地区的业务。Recruit可以成为HackerRank在亚太地区企业和应聘者的入口。
去年11月有报道国内有一家Hackerrank 的平台：
HackerRank模式的中国尝试者：oxcoder让程序猿在线完成项目挑战来帮企业做招聘笔试
http://www.hrtechchina.com/archives/4383
原文来自：
http://www.xconomy.com/san-francisco/2015/07/14/tech-hiring-matchmaker-hackerrank-draws-7-5m-from-global-hr-firm/
HackerRank, which hosts online competitions that help programmers flaunt their skills to potential employers like Amazon and Quora, said today it has landed a $7.5 million investment from the funding arm of Japan-based human resources giant Recruit.
The new alliance with Recruit will help Palo Alto, CA-based HackerRank scale up its business in the Asia Pacific region, CEO and co-founder Vivek Ravisankar says. Recruit could be HackerRank’s gateway to both employers and job candidates in that part of the world, he says.
HackerRank counts as customers more than a thousand employers such as Walmart, Bloomberg, and Morgan Stanley, which pay for access to programmers who score high in HackerRank’s online coding challenges, Ravisankar says. All have made at least one hire facilitated by HackerRank, he says. Recruit itself is not a client—yet.
“I think we’ll get them soon,” Ravisankar (pictured above) says.
Ravisankar and his co-founder Harishankaran Karunanidhi, who started the company in 2012, want to change the way tech workers and employers find each other. Under traditional staff search processes, tech applicants send their resumes into the “black hole” of company hiring departments, while recruiters spend hours sifting through resumes to find good prospects, Ravisankar says. Employers may then spend weeks doing interviews to try to gauge the applicants’ actual technical abilities.
HackerRank’s competitions are designed to speed up that process, and open opportunities to people regardless of their gender, race, location, or the prestige of their university degrees. Hackers can log in to the site to improve their skills, compete in challenges, and gain rankings across a range of specific areas such as algorithms, machine learning, and streamlining code. For employers looking to hire skilled new tech team members, it’s kind of like consulting a Moneyball analysis of programmers, Ravisankar says.
“They’re getting to talk to high-quality candidates from the start,” Ravisankar says. HackerRank has screened more than a million developers over the last couple of years, he says. More than 150,000 active programmers used the site over the past month.
In addition to the chance of getting a job offer, hackers can win cash prizes or tech toys such as GoPro cameras, drones, and laptops by performing well in the contests.
HackerRank has built a reputation as “the go-to community for tech talent analysis,” HR Technology Fund president Chihiro Ueda said in a statement about the Recruit fund’s investment in the startup. “As the demand for technology talent continues to outstrip supply, HackerRank offers an efficient way for HR professionals to evaluate talent beyond traditional means.’’
The Recruit fund’s investment brings HackerRank’s total fundraising to $17 million. The company’s earlier financial backing came from Y Combinator, Khosla Ventures, and Battery Ventures, among other investors. Ravisankar says HackerRank’s competitors include companies such as San Francisco-based recruiting software company Gild. Gild compiles profiles of working professionals from dozens of sites, and helps employers find those who best match their needs.
HackerRank’s clients include small to medium-sized businesses as well as larger enterprises, Ravisankar says. The company charges fees of $5,000 to $10,000 a year, per user, depending on the extra features clients want to add. These include CodePair, a skills-testing tool employers can use during the interview process. HackerRank also enables companies to set up their own hacker challenges on their websites’ career landing pages.
Ravisankar says he expects HackerRank’s revenues to reach “the double-digits of millions of dollars” in the next three to four months. The company may double its current staff size of 120 within a year, he says.
HackerRank is one of a growing number of online forums where programmers can demonstrate their computer science skills, outside the academic credentialing system of degrees from accredited colleges and universities. For example, Utah-based online learning company Pluralsight offers skills tests through its divisionSmarterer, and hackers can showcase their work on tech projects throughGitHub.
HackerRank is also making inroads into the academic system. Professors at 74 colleges are using HackerRank’s challenge infrastructure at no charge to set programming tasks for their students, rather than posting the assignments via e-mail, downloading each student’s work, and computing the rankings themselves. Once the classroom service becomes better known, HackerRank will market it as a product to colleges and universities, Ravisankar says.
But HackerRank will remain an avenue of opportunity for people who have never earned a degree, says Ravisankar. The company’s core mission is to create a meritocratic route to tech employment, he says. Fees will never be charged to hackers entering one of the company’s coding contests, he says.
“They will never pay,” Ravisankar says. “It will always be free forever.”
Recruit
2015年07月19日
Recruit
日本招聘巨头Recruit 3900万美元收购教育科技创业公司Quipper
Quipper是一家教育科技创业公司，总部位于伦敦，其分部涵盖包括印度尼西亚和泰国在内的9个国家，它为全球150万多名学生和150000名教师提供教育支持与帮助。
日前，日本招聘巨头Recruit以3900万美元收购了Quipper，至此，2015年亚洲的教育科技类公司的交易量持续增长。此次收购是一项战略性举措，使Recruit的教育水平直线上升，并扩大了其k – 12产品在全球的销售渠道。
Quipper，2010年在英国建立，它最初是通过Quipper Quiz手机移动端平台帮助初学者学习语言和数学的。随后，2014年，Quipper推出了Quipper School以及在线学习平台的k – 12，此平台的教学内容与政府认可课程同步。
Quipper School首先在菲律宾创建，之后扩展到了包括印度尼西亚、泰国和墨西哥在内的九个国家，现在，它为全球150万多名学生和150000名教师提供教育支持与帮助。
2012年，Recruit因收购全球最大的工作招聘网站Indeed.com而闻名。Recruit一直对教育行业兴趣浓厚，它们也通过两个系统提供教育服务，一个是Benkyo Sapuri（课外辅导），另一个Juken Sapuri(高考辅导)为高考生提供学习辅导。
目前，Juken Sapuri以学习精要高质量数字点播的方式，及较低的月订阅费（平均每月10每月）赢得了市场，打破了原有100亿美元考试产业的垄断。此次收购为它们迅速扩张的k – 12的用户群和准备学生们后阶段的高考建立了联系。
“Recruit以商业领域的“破坏者”和创新者而闻名，它们对如何在科技教育领域发挥作用很在行。最重要的是，我们两个企业对未来抱有共同的愿景。”Quipper的首席执行官Masayuki Watanabe说到。
Quipper 和Recruit 在教育服务领域有一个共同的理念，正如它们当前的策略一样，强调以低价格提供高质量的服务。Recruit知道如何发展技术并使Quipper的资本增值。Recruit战略突出，在过去的18个月里，它们仅在亚洲的员工就从2名增加到了60名。
“作为一个创业公司，Quipper灵活应变，应对了诸多挑战，但它也存在局限性。Recruit大量优质的业务资源无疑会加速我们公司的成长,”Quipper的营销总监Takuya Homma说到。
随着电子教育平台的迅速崛起，其他类似的教育平台，如美国的Edmodo，近年来也筹集了很多资金以实现转型。在数字化方面，教育部门明显落后于其他行业，但现如今，主导的出版商不断寻求学习和教育的数字化发展，该情况得到了改善。
数字化的缓慢应用不仅为创业公司提供了机会，也为非传统企业进入教育平台和空间提供了机会，正如马来西亚的企业巨头YTL集团。通过与国家教育部(MoE)的直接合作，YTL发展了Frog Education，一个虚拟学习平台 (VLE) ,为马来西亚10000多所学校提供教育服务。
与Edmodo还有 Frog Education一样，Quipper School 通过云平台来下发作业来简化老师的备课和评估工作，发挥了巨大的作用。
游戏化的教学元素、对学生详尽的分析、与各国国家教育部同步的课程，以及当地的相关教材和老师，使Quipper 在新兴市场处于十分有利位置。
Japan’s Recruit Holdings buys edtech startup Quipper for US$39M
Edtech dealflow across Asia continues to increase in 2015 as edtech startup Quipper has just been acquired by Japan-based Recruit Holdings for US$39 million. The acquisition appears to be a strategic move that will enable Recruit’s education vertical to enhance and expand their K-12 products globally.
Founded in the UK in 2010, Quipper began with Quipper Quiz, a mobile-based quiz platform that helped learners to primarily study language and math subjects. The company then pivoted in 2014 with the launch of Quipper School, an online learning platform for the K-12 segment that features content aligned with government-approved curriculum.
Initially launched in the Philippines, Quipper School has since expanded to nine countries including Indonesia, Thailand and Mexico and now serves over 1.5 million students and 150,000 teachers.
Known for their acquisition of the world’s largest job recruitment website Indeed.com in 2012, Recruit has a strong interest in the education vertical as they also provide educational services through Benkyo Sapuri (Japanese for “study supplement”), and grade 12 university entrance exam test prep Juken Sapuri (Japanese for “entrance exam supplement”).
Juken Sapuri is currently disrupting the US$10 billion exam prep industry in Japan with quality digital on-demand content and low monthly subscription fees that are considerably cheaper than other test prep alternatives at an average cost of US$10 per month. The acquisition appears to be an attempt to provide a link between a rapidly expanding K-12 user base and their eventual need for university test prep at the later phase of secondary education.
“Recruit is famous for being a disrupter and innovator of business and has a lot of know-how on this edtech business domain as well. And above all, we share the same vision,” said Quipper’s CEO Masayuki Watanabe.
Quipper and Recruit appear to share a common approach in providing educational services as their current strategy is backed by an emphasis on relevant high-quality content at lower price points.
Recruit’s business development know-how and capital will add value to Quipper’s current capacity and strategy which has undergone a growth spurt of two employees to 60 in Asia alone over the past 18 months.
“As a startup, Quipper could be agile and make a lot of trials flexibly but there was a limit to it. With Recruit’s substantial and excellent business assets we can now surely accelerate our growth,” said Takuya Homma, Marketing Director at Quipper.
Similar education platforms such as US-based Edmodo have also raised considerable funding in recent years as the steady switch to educational digital content begins to gain more momentum. The education sector has lagged behind other sectors in digital adoption as the dominant publishers position themselves for a new era of learning and education itself becomes redefined.
The slow adoption to digital has provided opportunities for not only startups but also non-traditional players to enter the educational platform and content space as is the case with Malaysia’s corporate giant YTL Group. In direct cooperation with the national Ministry of Education (MoE) YTL has helped to develop Frog Education, a Virtual Learning Environment (VLE) that provides content and communication services to over 10,000 schools in Malaysia.
Similar to Edmodo and Frog Education, Quipper School creates value by minimising teacher preparation and grading time by providing them with an easy to use cloud platform to create and distribute homework online.
High student retention rates as a result of gamified elements, more detailed data and analysis for each student, and curriculum directly aligned with MoE standards for each country in addition to local teacher input for localisation and content relevancy has put Quipper in a strong position to engage new markets.
The author is the Co-founder and Managing Director of EdTech Asia, a consultancy, information and research hub that fosters a community of education and technology enthusiasts.
Source:e27
原文链接：http://e27.co/japans-recruit-holdings-buys-edtech-startup-quipper-us39m-20150705/
日本第一大人力资源服务商Recruit营收同比增11.3% ，盈利能力下降
日本第一大人力资源服务供应商Recruit最新财务数据显示，截至2014年9月30日的六个月该公司营收同比上涨10.4%至6,173亿日元（约合53亿美元）。2014财年上半年Recruit毛利润为3,040亿日元（约合26亿美元），运营利润却同比下滑3.2%至534亿日元（约合4.618亿美元）；2014财年上半年净利润同比下滑4.1%至284亿日元（约合2.456亿美元）。该公司表示，之所以盈利能力有所下降，其原因在于Recruit战略调整正在实施中长期增长的投资策略。
值得强调的是，Recruit人才服务业务在2014财年上半年的营收为3,281亿日元（约合28亿美元），同比增幅达11.3%。据悉，人才服务业务营收占该公司总营收的53%。Recruit人才服务业务在2014财年上半年中的息税折旧摊销前利润同比也大幅上涨13.1%至189亿日元（约合1.61亿美元）。
财报还显示，Recruit本土市场日本的人才服务业务市场依旧在呈现出稳步拓张趋势。日本本土市场人才服务业务在2014年上半年的营收为1,915亿日元（约合17亿美元）。Recruit海外市场中的北美及欧洲区业务扩张形势进一步加强，其海外人才服务业务营收同比上涨13.2%至1,365亿日元（约合12亿美元）。
Recruit Holdings revenue up by over 10%
(Nov. 17, 2014,/staffingindustry.com/)Recruit Holdings (6098: JP), the largest staffing firm in Japan, reported revenue of JPY 617.3 billion (USD 5.3 billion) for the six months ending 30 September 2014, an increase of +10.4% over the same period in 2013. The company achieved gross profit for the period of JPY 304 billion (USD 2.6 billion), while operating income of JPY 53.4 billion (USD 461.8 million) decreased by -3.2% compared to 2013. Net income decreased by -4.1% to JPY 28.4 billion (USD 245.6 million), year-on-year. The reduction in profitability was attributed to investments carried out for medium-term growth.
The Staffing segment which represents 53% of the company’s total revenue reported revenue of JPY 328.1 billion (USD 2.8 billion) for the six month period, an increase of 11.3% over the same period last year. Staffing EBITDA was JPY 18.9 billion (USD 161 million), an increase of +13.1% over the same period in 2013.
According to the company’s financial statement; the domestic staffing market continues to enjoy a moderate expansion trend as the number of active agency workers remain on an upward trend. Revenue from domestic staffing during the period was JPY 191.5 billion (USD 1.7 billion). In the overseas staffing market, operations in North America and Europe enjoyed a moderate expansion trend. Net sales were favourable, reflecting steady growth in business performance and successful growth of outsourcing services at Advantage Resourcing Europe. Revenue from overseas staffing operations was JPY 136.5 billion (USD 1.2 billion), an increase of +13.2%.
来源：staffingindustry.com
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