In recent years we have heard from many industry gurus that using data to drive and inform your business decision-making is crucial
If you were one of those luddites that scoffed at the use of data and relied on gut feeling, you were not only laughed at, you were considered a pariah within certain circles. Admittedly I have been beating the data drum for quite a few years now - I’m a huge believer in data analytics as a business improvement tool - and I too have looked scornfully on those who felt they knew better than what data was able to prove.
However, for the first time, data is emerging as foe rather than friend. In the not too distant future we will see parts of those carefully curated data stockpiles turn into ticking time bombs if they are not carefully stored and handled.
By now, we’re all more than aware of the General Data Protection Regulation (known as GDPR to its friends) and what it means for data. At Volcanic we've produced a suite of material to help you The GDPR will change tangibly the way we handle the data of others and will offer a whole new level of transparency.
A positive force for change
The GDPR heralds positive change in many ways - the era of companies selling your details to ‘carefully selected third parties’ is over. No more can they make a quick buck by making you the recipient of calls about PPI, about an accident you had in the last three years, or about the perfect role they have for you - because you once spoke to them four years ago.
The tables have truly turned and are now allowing the owner of that data - defined by the GDPR as the data subject - to dictate who has it and how they use it. So if you are clinging on to that stockpile of data as your security blanket, because everyone has always told you that data is key, it’s time to let it go.
Automated decision-making and profiling (automated processing of personal data to evaluate certain things about an individual) are two of the provisions of the GDPR that will, arguably, have the most significant impact on recruitment. Article 22 of the GDPR has additional rules to protect individuals if you are carrying out solely automated decision-making that has legal or a similarly significant effect on them.
What does this mean? You must identify whether any of your data processing falls within this scope, and make sure that you give individuals information about this processing and introduce simple ways for them to request human intervention.
Start to analyse which data you really need and make sure you have the correct permissions in place to ensure you are on the right side of the law. Get started now by watching our free GDPR Awareness Training video to help you put the candidate first - and let’s give the recruitment industry a better name.
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