Identity control used to be simple: don’t lose your wallet. Times have changed. From MySpace to Facebook to LinkedIn, we now leave a digital footprint everywhere we go. But rather than an organized path, our digital identity is more like a strewn about puzzle, with pieces of us everywhere. This means it is more difficult than ever for most people to manage and protect their identity.
Companies have been leveraging personal data to target consumers with advertising and personalized content for some time, and consumers have generally accepted the idea of their personal information being used for better experiences and more offers.
But when data merchants and other systems became victims of large-scale hacking on a regular basis, stricter regulations became a necessity. Governments around the world have begun enforcing stricter policies on who collects data, what data is collected, when it is collected, and for how long it is stored. Consumers have also become more concerned about how their data is being used.
A number of recent laws have been established with the intent of protecting the data and privacy of individuals. The European Union’s General Data Protection Regulation (GDPR) is the most notable and far-reaching for businesses. The trend in GDPR and other laws is putting control in the hands of the individual instead of the organization. Under GDPR, how an organization captures, stores and processes data is of the utmost importance and that stays true in how that data is leveraged in talent acquisition.
In talent acquisition, a person’s data is the difference between finding the right job for them and being overlooked entirely. One of the ways companies are able to leverage this data in a secure and anonymized way is through artificial intelligence, which allows for the leveraging of minimal data to extrapolate a deeper understanding of an individual’s qualifications. For example, data can be controlled and processed to infer insights and soft skills beyond what the person has actually placed in their resume.
Along with these exciting technological advances and capabilities comes a responsibility to allow people to retain control of their personal data. A robust GDPR compliance policy ensures that data from individuals is used with the utmost care.
As a talent acquisition technology provider we follow certain steps to ensure GDPR compliance thus providing security and confidence for those whose data we control and process:
- They should act in the role of a controller for candidate data, and process the data for its customers. This allows for strict limitations on what data is used and how it is used.
- They should process only data that comes from its customers, that the customers themselves have created and marked as publicly available.
These steps ensure that third-party data collection and processing is never used in the candidate profile and that the talent acquisition technology provider has exercised control over the data and thus has accountability for how it is used.
Helping individuals find the right job, and matching a company’s interests to that person, requires the exchange and processing of sensitive and valuable data. Only the highest standards of privacy are acceptable.
To learn more about how Censia Talent Intelligence can help your talent acquisition, join us for a demo webinar on October 29, 2019. Register here. Censia’s Talent Intelligence solution is also available on the SAP AppCenter—Learn more.