Layer 2 - Hiring Execution
Proof-of-work hiring is critical to ensuring you hire the best people for your organization. Optimizing the hiring process is important for speed and scalability. Companies going through high growth hiring or even companies seeking speed may require a Layer 2 solution to address the scalability of their proof-of-work hiring.
Layer 0 is the infrastructure layer, Layer 1 is the implementation layer, and Layer 2 is the execution layer.
A Layer 1 proof-of-work(PoW) hiring strategy ensures security, stability, and decentralization. Layer 2 hiring focuses on speed and utility before confirming a hire and adding that new person on your Layer 1 talent chain.
If “Layer 2 scaling solutions allow Bitcoin to enjoy increased scalability and utility without negatively affecting its high level of decentralization, security, and stability,” then Layer 2 hiring should focus on increased scalability and utility too.
A Layer 2 hiring protocol is built on top of your Layer 1 proof-of-work to address scalability challenges and enhance hiring utility. Concept from Sovryn.
The Goals of Layer 2 Hiring
- Eliminate Delays. Speed up the hiring process to avoid productivity losses.
- Reducing Costs. Lowering costs associated with hiring.
- Overcoming Human Capital Constraints. Eliminating as many hours as possible to achieve a hire.
Layer 2 hiring is setting up efficient processes for faster decisions before hiring to your Layer 1 talent chain. The focus is building structured processes and repeatability and eliminating manual work.
Layer 2 hiring doesn’t slow down the network. If we think of the network as the company’s primary business and interviewers as the network, interviewing takes their time and focuses away from their primary goals and objectives.
Benefits of Layer Two Hiring
Speed
One goal of Layer 2 hiring is to shorten the number of days between a role being opened and the role being filled. Unfilled roles can result in productivity loss, decreased revenue generation, and increased expenses.
Lower Fees (Spend)
Reducing hiring costs is a primary Layer 2 goal. These are the expenses that a company spends to make a hire. This includes tooling, the interviewer’s time cost, the recruiter costs, pre-employment spend, search firm spend, and any other hiring costs. Layer 2 hiring solutions aim to reduce your cost per hire.
Scalability
Layer 2 scalability focuses on assessing as many (potential) candidates as possible and identifying the single best candidate based on availability, cost, alignment, and interest. Increasing scalability also reduces the number of human hours per hire and achieves economy of scale. These solutions should enable a reduction in interview hours while still achieving their goal of hiring the best candidate.
Utility & User Experience
The goal is designing delightful systems for both candidates and interviewers with zero friction and intuitive usability.
Examples of Layer 2 solutions
- Chatbots for candidates
- Automated market skill and talent mapping
- Automated candidate skills assessment or verified skills certificate
- AI generated
- prompts to capture the exact needs of the role
- job descriptions and interview questions
- candidate recommendations, including outreach, engagement, and understanding the timing and availability of the target candidate
- Dedicated interviewers whose primary work output is candidate assessment
- Automated references and verifying work output results
- Leveraging agencies who have talent readily available (pre-vetted)
- Developing a question repository with sample output answers - iterate and increase signal over time
Layer 2 hiring focuses on finding and securing the best talent in a timely and cost-effective manner. By incorporating Layer 2 solutions, companies can significantly enhance the efficiency and effectiveness of their hiring processes. You should focus on executing Layer 2 solutions that align with your proof-of-work hiring implementation and build.
LFG.