-Approximately 37% of all sites use non-secure cookies.
-79% of internet users around the world feel they have completely lost control over their personal data.
-47% of organizations have updated their website cookie policies, while 80% have updated their privacy policies (source).
We aren’t trying to scare you, we’re simply going to explain to you what’s wrong with User & Candidate privacy nowadays.
Let’s talk about User Privacy first.
You all have experienced the following: you find an interesting article to read, you go to the website and it immediately offers you cookies to make your website experience “remarkable”, without even letting you have a glance at the actual content first. Now, here’s the question: What do you usually do?
1. Accept all cookies (just let me read the damn article)
2. Ignore the cookie window (continue reading by torturing your eyesight)
3. Find the settings and modify the preferences (and spend 5 hours on it)
Now guess what most of the users usually do? According to Amazee Metrics, 76% Ignore Cookie Banners. However, in many cases when you continue to scroll and read more, it can be considered as consent. Yes, it is wrong, it is illegal in some countries, but this practice still exists.
Did you get frustrated? Did you think “how could they do such a thing, it’s my personal information!”
Well, this means that it’s time to talk about …
Candidate Privacy in Armenian Job Platforms and Recruitment Industry
Let’s start from job platforms
The sad reality is, that even if there are some regulations about online data privacy in your country, they are not being monitored, otherwise, we would have a completely different situation here.
So, how job platforms are dealing with privacy policies?
1. Some just copy-paste a standard policy from the internet, but the actual policies that they use are different.
Why should we care and what is the difference between LinkedIn and Job Platforms?
The answer is simple, Job platforms usually contain the most private and important personal information about us. We need to be aware of how our personal data is used and what we can do about it, without waiting for governments to act on it.
And if you are comparing Job Platforms with LinkedIn right now, trying to understand what is the difference, and why it is okay on LinkedIn and not okay on Job Platforms, just continue reading.
First of all, LinkedIn is a Professional Social Network, where job seekers and industry professionals choose what to include in their profiles and what to make public. It is a place where individuals share thoughts, ideas and promote themselves as a pro in certain businesses or as founders of companies, freelancers, etc. Moreover, LinkedIn has different monetization methods, however, sharing the personal information of its users is not one of them.
On the other hand, the candidates, who are opening profiles on job portals, only to apply to a single position, don’t have the time to read all the tricky and long privacy policies. They simply need to find a good opportunity. And by sharing their user information with employers without telling your users, you are going against all the moral and ethical norms.
What we need to do is to take responsibility for our candidates and the secrecy of their personal information. It might be a good idea to have a look at the international recruitment market and see how they are dealing with this problem.
Candidate Privacy issues in Recruitment Processes
Just like job platforms, HRs and Recruiters (whoever is organizing the candidate selection and onboarding in your company) should respect the basic ethics in hiring processes.
*Saving all the CVs from all the candidates from previous recruitment processes without telling them is bad.
*Informing about the fact that you are going to store your candidates’ resumes in your company’s database is not bad.
*Asking for their consent and telling them how long you are going to keep their personal information provided to your company has to be a new standard.
This is going to work against your company branding, and you as a Recruitment or HR professional. But first of all, you should keep Candidate Privacy because it is respectful, ethical, and morally right, and not just because you are afraid of losing your company’s and/or your reputation as an HR professional.
Jobup's practice in User Privacy Protection
Right on our About us page we inform our readers and future/current users that we only will share their personal information with their consent.
Well, if you have already read this entire article, then you know how important your data is, and it is always protected by Jobup.
Now the question is do you care enough about the issue to join us as a candidate or an employer?
How about you Sign Up then, and receive more insightful content about the recruitment industry?