5 Ways Recruiters Can Improve Privacy & Data

The way recruitment used to work doesn’t necessarily mean that it will work now. With new data laws and privacy laws, the way technology has evolved means that all recruiters need to keep on top of how they protect candidates’ sensitive data.

So, How can you get ahead of the increasing industry competition while being fully compliant with candidate data?

Secure your website & online presence

According to Career Builder, over 89% of job seekers says that a recruiters website is important for finding key information. So if built and secured right, your website could provide a strong competitive advantage.

If you have a candidate application form on your website, this will collect sensitive data that you don’t want to get in the wrong hands. The majority of job applicants will be aware of what makes a secure website before they put in personal details.

One thing you can do to secure your website is ensure you have a SSL certificate. This will encrypt any personal data candidates submit to your website. In addition to that you need to ensure only certain members of staff in your agency has access to this data, to ensure you are fully compliant.

Use e-Signatures

e-Signatures can reduce a document turnaround by 80% compared to paper signatures.

Did you know that using e-Signatures are more secure than paper forms? This is because you are more likely to lose paper forms, whether that’s in the post or in a filing cabinet. e-Signature technology allows candidates to sign forms digitally and stored in a secure, encrypted system that is a lot more difficult to lose and steal.

If you want to learn more about e-Signatures for recruitment, we have more information here >

GDPR impacts on recruitment

Since 2018, GDPR came into place to manage how companies hold peoples data. For recruiters, candidates have more rights than in the previous Data Protection Act. You have to state clearly to candidates what personal data you need, how you will process it and how you will use it.

This of course, isn’t a new policy but if you need a refresher on GDPR for recruitment, check out more information from the ico. here >

Be compliant with new legislation

Recruitment policies change often so it’s important to keep up with the latest industry news so you can keep on top of improving your privacy and data handling.

New right to work verification checks come into place on the 6th of April. From April, holders of biometric cards will only be able to demonstrate their right to work in the UK using the Home Office online service. Physical cards will not be accepted for right to work checks, even if the expiry date is later than April.

By April we will have new right to work verification technology in place to ease your recruitment process when registering and inducting candidates. Features will include: managing your workforce, fully compliant checks, tailored to your onboarding and it will link to our CRM too. If you need more advice or information on this, get in touch!

Final thoughts

It can be difficult for recruiters to comply with all existing and new regulations. If you are looking for new and easier ways to manage candidates, all of the technology we offer is legally checked and fully complied with the latest privacy and data regulations.

Recruitment is a competitive industry, you must keep up with new regulations and maintain them along with changes otherwise the competition will eventually win out.