GDPR – we’re ready

GDPR – we’re ready

GDPR is brilliant.

Yes, you read that right. We think it’s brilliant.

Before GDPR came along, we were pretty certain our data protection policy was good. Especially as we pride ourselves on getting to know our candidates before plastering their CV all over the industry.

No. We were fine.

Or so we thought.

We hold our hands up, we’ve found a few areas for improvement. Areas we didn’t know existed, and thanks to GDPR that we’ve been able to rectify.

So yes, the steps to GDPR compliance have been brilliant. Brilliant for exposing some hideous gaps in our data compliance and brilliant in helping our entire business think differently about how we treat our confidential information.

But it’s going to be even better for our industry. The problem of unsolicited candidate farming has been growing ever since job boards became financially accessible to any start up recruitment business – and more and more candidates use live online data (such as job boards and social media) to keep active in the job market.

Here at Zitko, we were once accused by a furious candidate we were working exclusively with of sending his CV to his boss. It took 10 minutes and two phone calls to find out which agency’s mailing list he had unexpectedly found his way onto. And that’s not the half of it. In a world where contingency agencies are pressured nonstop by their clients to be the fastest, rather than the best, suppliers will cut corners in any way they can. And the easiest way to cut corners in recruitment? Don’t bother speaking to the candidate.

I mean, a Security Engineer at Reliance is going to be suitable for Quadrant right? Just send their details over. Worry about actually speaking to them if you get an interview – which you will, because you’ll be sending him 30 minutes before anyone else.

GDPR should change all that. Why?

Well it’s not just the agency that could get slapped with a fine of up to 4% of turnover if a candidate complains to the ICO (the GDPR police to you and me), but also the employer the candidate was sent to. Some of the companies we look after are pushing over £400m turnover globally. So that’s one hefty fine for nothing other than asking to interview a candidate.

Just as we have, companies all over the country have been looking internally at their compliance issues – but it’s what they demand when considering external suppliers that will shape the biggest shift in current recruitment practice.

We can’t wait.

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