As any organization is flooded with data, it is natural that there will be data breaches too and becoming GDPR compliant goes much wider than just taking them more firmly.
In three words we can say, it’s about people, processes and systems. It’s about how personal data is obtained, stored and utilized. For recruitment agencies, this needs an organizational culture change.
Larger companies of recruitment will especially come across with a lot of data breaches as they are managing higher volumes of vacancies and recruiting, more recruiters processing more data and keeping it on more decentralized locations such as hand-held devices.
There are two key areas that create important challenges for recruitment consultancies.
1 The top-down execution culture of recruitment
Client companies have a list of preferred suppliers that recruitment agencies struggle to get on and to stay on. When we talk about performance metrics, performance metrics are basically used to evaluate the execution of each recruitment agency through vendor management systems with two key metrics which are the speed of response, and number of CVs submitted to each vacancy.
According to best recruiters London, always compete for candidates so that they can stand out from the competition and claiming the applicant for a specific vacancy. This needed speed of response leads to avoid close contact to candidate acquisition.
2 Candidate details are maintained and utilized for future vacancies
Recruitment consultants always come across with candidate’s personal data, such as name, phone number, email address, a photo and salary information which are usually maintained centrally on a database system. Recruitment consultants even have the habit of keeping separately on their personal phones and tablets as a ‘hot list’ of applicants.
GDPR will affect how personal data can be obtained, stored and used. Even though an applicant may post their information on a job board or LinkedIn, it withholds a recruiter the automatic right to download and process that personal information.
If recruiters desire to acquire permission, then they need to conform to the data subject precisely what their personal data will be used for, who particularly it will be shared with, where it will be saved and how long it will be stored.
This sanction will be very important for each specific motive and the option – and method –to remove sanction should be plainly demonstrated. Also, the other reason as it’s important because recruiters who work with vulnerable individuals; where the rights of those individuals will require to be specifically stated in a way that is effortlessly understood.
GDPR will make it more difficult for recruiters to avoid close contact relationships with candidates and a lot more attempts will require to be put into developing strong recruitment processes that meet the suggestions.
Hence, larger companies are on the way to achieve GDPR compliance, simply because their top-notch clients will demand it to safeguard themselves from data breaches.
And not only large companies are struggling but also small to medium sized recruitment consultancies are on the way to come to terms with compliance because of the competitive nature of candidate acquisition. As individual and recruiter behavior changes day by day because of the industry’s high-speed culture, GDPR will compulsorily change this.
Personal information is one of the most valuable assets for recruiters. Hence, both clients and candidates will probably seek out recruitment agencies that can show a high level of GDPR compliance. And those consultancies that are following GDPR will find themselves over-shining the rest.
BDS Recruitment is recognized for higher performance and conduct which they accomplish with smaller time to employ. This is the reason why their recruitment services still contemplate to be foremost.
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