No two ways about it, the GDPR represents a hugely positive force for recruiters.
The opportunity it brings in terms of getting our collective processes, technology and databases in order is undeniable.
Yes, there’s some work to do and, clearly, we’re having to work within new constraints and regulations, but embracing the spirit as well as the letter of the GDPR will herald a new, more organised and more secure way of doing business.
Here are my top four reasons why the GDPR is good for recruitment:
1. Pre-qualified candidates
Effective data analysis can help the recruitment industry understand the candidate mood and predict what’s coming next. And the starting point is to build a framework to make sure that your data is specific, useable and actionable.
Your internal data may run to tens of thousands of CVs. Ensuring all data is accurate and up to date makes it easier to pinpoint and track strong candidates rather than ‘lose’ them among thousands of old CVs. And a cleaned database means that you’re holding only pre-qualified individuals on your records.
“Rather than viewing the GDPR as a regulation that makes your life difficult, see it as an opportunity to demonstrate that your organisation is truly candidate-focused.
2. A better candidate experience
Being forced to either approach or delete every candidate on your database is a great opportunity to contact them with pro-active messages on your data protection credentials.
Candidates will only receive relevant information from companies whose database they’ve newly opted in to, minimising junk mail and spam, enhancing personalisation and improving their overall experience with your brand.
3. Brand differentiation
Promoting your candidate-friendly approach will resonate well in terms of attracting and retaining candidates, especially the Millennials and Gen Zers who are known for valuing good CSR and responsible business practices.
This will also play a role in damage limitation in the event of a future data breach. It can’t fail to be the case that any company who has visibly and actively sought candidate consent and is seen to be talking about it in the market will be better able to demonstrate the ‘reasonable’ effort required in protecting candidate data.
In a recent GDPR masterclass hosted by Macildowie, we presented to a packed room of HR professionals - and received an overwhelmingly positive response. The interest in the subject and the consequent brand recognition for Macildowie were huge.
4. Upgrade your tech
The new legislation brings the ideal opportunity to upgrade your CRM and marketing technology to help manage candidate data compliantly. Opting for next generation, cloud based services will improve your processes, cost-effectiveness and bring your tech up to date.
Every recruitment website should function as a management tool within the new data protection climate to help your business manage data effectively while protecting the rights of every individual whose data is being received, handled or stored.
Better people technology
Our ethos is clear: the new data protection laws bring new opportunity for recruiters to differentiate their brand in front of clients and candidates. By embracing the GDPR in both spirit and as a business imperative, you’re demonstrating that you put people at the heart of your business.
Volcanic is supporting the recruitment industry towards GDPR compliance ahead of the May 2018 deadine. Download your free guide to GDPR for recruitment agencies.