GDPR benefits for recruitment companies

Lots of commentary about how GDPR hits you with the rhythm stick of red tape and EU nonsense policy, but what about the case for what it brings instead?

GDPR benefits for recruitment companies

1

You never have to make a presentation again to HR, or for PSL, where you are asked “How large is your database?” Instead, you can say, “GDPR helped us to narrow down the exact candidates we could and should be placing. So now we only hold and track the careers of those who wish to align themselves with our brand and/or yours. In short, our database is more rifle shot and less scattergun, and so when we send you a candidate you know they are a vetted match, not a CV spray and pray.”

2

You don’t have to chase every registration of every employee who ever walked the walk in your niche and be paranoid your competitors have. Nor do you, as a result, have to have 90% of that data become out of date in 6 months and be forced to pay for the storage mountains of data you keep. So you can ask your ATS vendor for a discount, as they now need maybe 50-90% less of the storage set aside for their clients. So maybe they need to charge 50% less?

3

You don’t have to buy access to CV databases with job boards that present in their sales pitch 10,000, 100,000, 1,000,000 CVs in your sector, only to find 37 of them are active and they are in London and they don’t want a job in Newcastle. No offence to Newcastle, BTW – a very nice place.

4

You can now reject the claimed 90% of candidates you don’t want to work with as they don’t match your clients’ needs. You can also tell these candidates you deleted them in line with their right to be forgotten if their data is beyond your capabilities to place.

5

GDPR will force you to look at the quality of where you get your candidates from and if other channels can do a better job. All recruiters have a nagging doubt about at least one, often more, of their candidate generation tools. Now is the time to get measuring to see if you can cancel that spend and redirect it.

6

GDPR will produce better job specs, because you will need to be better able to sell the benefits of the jobs you have for what may be a more focused candidate pool. This will also translate into better job adverts, fewer of them, but better nonetheless. Why? Well, you will have to sell now and not just put job descriptions online.

GDPR Benefits to recruiters employed at recruitment companies

1

Your boss can no longer say “We have 10,000, 100,000, 1,000,000 candidates in our database – we gave you all the tools you need, now make some fees or you are fired.”

2

Your boss can no longer say building a personal brand that will attract a following in your client and candidate universe is a waste of time, so get on the phones. In fact, if ePrivacy comes in its present form, you won’t be able to get on the phones!!!

3

When you convert a candidate to a believer in your abilities you will be a tad more motivated to find them work. Why? They may be the only one you have to work with.

4

Turns out the best recruiters build relationships, some of them lifelong. Having fewer candidates to work with but giving them more of your time will build relationships that last a lifetime. The rate at which people come back to you as a recruiter will be the new way to measure you. GDPR requires relationship selling for permission to keep hold of the best talent’s personal data if you don’t want to be sacked.

5

GDPR makes you look at what is possible, not what is probable. You speculate a lot of your time based upon what is possible as an outcome, not what is probable. If the timelines are shorter, the reason you can legitimately process data is smaller, and by nature or nurture, you will become a better judge of how to use your time.

6

GDPR might just solve this current debate on whether you should or should not ask a candidate what they are paid currently. Under GDPR, this may well be classed as sensitive data. Really want to hold all that sensitive data when you could have a lighter touch and less room for non-compliance with… just telling them what the job pays and going back to the client with “The market laughed at you”?

So I can think of half a dozen reasons off the top of my head – bet you can think of a zillion more.