GDPR, ePR, Tony Byrne and the 30 steps in the placement process

Hard work

GDPR, ePR, Tony Byrne and the 30 steps in the placement process

I wonder what my friend and mentor Tony Byrne would have made of the introduction of GDPR, and the changes planned in ePR? Lets look at the world famous methodology of the MRI training tapes that became a global phenomenon.

 

We’d have to re-script some of the famous lines from the video like the opening might go…

 

“ Good morning I have been in this business a recruiter, an owner, a trainer and a website maker for 24 years and today we are going to talk about how GDPR prevents the placement process”

 

“Now the GDPR/ePR process is not complicated, it is the disinformation of GDPR that makes it complicated. Now a GDPR pisstaker measures his results in the the people he trains and in the last 12 weeks I have helped recruiters to see the millions of dollars they are going to lose. Because GDPR/ePR is such hard work and takes impossible real world discipline.”

 

“ I know that what I preach works, what I am not going to teach you today are short cuts, tricks, quick fixes, glib phrases, because I know my every move is followed by a data privacy expert with a hard on for recruiters”

 

 

P.S. If you get bored of reading all the stps, skip to the end for some killer advice from Red Adair.

 

Step 1

Take a COMPLETE job order

The PSL virus prevents in most cases talking to line managers, so getting a job spec from anyone but the hiring manager can’t be considered complete. Its like asking a soon to be married couple only the man opinion of what they want for wedding presents.

GDPR – Sets limits on what you can do with the line managers name and contact record if you do get it.

ePR – Potentially in its current reading at the EU in October, restricts your ability to contact that manager by direct telephone, email, SMS, or fax. Though can still write to them.

 

Step 2

Make a Recruiting Plan

GDPR – Has restrictions on the data you plan to gather.

ePR – Potentially in its current reading at the EU in October, restricts your ability to contact any by direct telephone, email, SMS, or fax. Though can still write to them.

 

Step 3

File Search

GDPR – Pundits disagree with legitimate interest covering how and what you can do with the candidate files. Yesterday I spoke to a very credible expert who says the ICO view that legitimate interest covers the keeping of files is in conflict with current DPA working about the use of that data for more than the single job they registered for. Or more likely you’ll have no files left to search.

ePR – Limits what you can do to get back in touch with the people you have on file. As the ICO states you can’t break one law to be compliant with another law.

 

Step 4

Name Gathering

GDPR – Does not stop you gathering names, just gives you time lines for letting those people you have gathered names on, that you have gathered their names. Fail to do and you are in trouble. Fail to delete them if you don’t gain consent and you are in bigger trouble.

ePR – In it’s current meaning, means you can’t call them anyway so what’s the point of gathering them?

 

Step 5

Candidate Contact

GDPR – Provided you have consent you are OK.

ePR – Provided they called you, you are OK, to a point.

 

Step 6

Candidate Profile

GDPR – OMG you will not believe the can of worms on profiling, you will need a degree in Phycology from Cambridge or Oxford to ensure you did not have some form of unconscious bias that will later get you into trouble when a candidate is not interviewed or hired. You also best not be using any automated screening you can back up has no bias.

ePR – If you have consent from the inbound callers you are OK to profile by phone.

 

Step 7

Presentation of Candidate to Employer

GDPR – Ensure you have Consent to send terms of business, keep a signed copy on file as it will contain personal data and then have Consent for communication by phone, emails, fax etc. Plus that you have checked and approved the Data Controlelrs approach to data security at your client end. Should be a whole bundle of joy telling Hillary in HR you need to speak to here Cyber security expert to ratifiy their data storage is GDPR compliant. OR to speak to their DPO to check they have an adequate GDPR policy in place.

ePR – You should be OK here if you documented the past Consent to call the person, email them, or SMS them.

 

Steps 8, 9, 10, 11, 12 & 13

Set-up First Interview

First interview prep

Confirm Appointment with Candidate and Employer (Prep Employer)

Debrief Candidate

Debrief Employer

Set Second Interview

GDPR – Provided you did the former for GDPR these steps are a breeze. So make sure you have Consent for these steps as Legitimate interest can be withdrawn any time.

ePR – Provided you did the former for GDPR these steps are a breeze.

 

Step 14

Reference Check

GDPR – To take this reference you must establish the Consent rights the candidate had to pass you this personal data, and under no circumstances contact this person for anything but a reference if you have never spoken to them before.

ePR – It is not yet clear if you can call the referee as it could be considered a business call you don’t have prior Consent to make.

 

Steps 15, 16, 17, 18, 19, 20, 21, 22, 23, 24

Second Interview, Prep Candidate (Trial Closing)

Second Interview, Prep Employer (Trial Closing)

Confirm Second Interview with Employer and Candidate

Debrief Candidate (Closing)

Debrief Employer (Closing)

Closing/Negotiating

Offer/Acceptance/Start Date

Resignation Prep

Resignation Debrief

CELEBRATE!!

GDPR – Provided you did the former for GDPR these steps are a breeze.

ePR – Provided you did the former for GDPR these steps are a breeze.

 

Steps 25 & 26

Billing Prep

Fill out Billing Information

GDPR – Make sure the billing manager knows you have their name.

ePR – Make sure the you have proven Consent to call them if they don’t pay.

 

Steps 27, 28 , 29

Stay in Touch with Candidate

Confirm that the Candidate has Started

Stay in Touch with Candidate and Employer

GDPR – You’ll need Consent for that.

ePR – You’ll need Consent for that.

 

Step 30

Get the Check (cheque!)

 

Other famous lines from the video will also need a tweak, message like

Tony : “Whose gonna get the job”

 

The audience: THE NEW GUY

 

Tony : “Whose gonna get the job”

 

Will become

 

The audience: NO GUY

 

Tony: What are the characteristics of the big billers?

 

The audience: Risk takers

 

Tony: You mean river boat gamblers

 

The audience: No not at all

 

Tony: Calculated risk takers

 

Will become

 

Tony: What are the characteristics of the big billers?

 

The audience: Risk takers

 

Tony: You mean river boat gamblers

 

The audience: Yes, the odds are now better

 

Tony: Buy a boat…

 

The Red Adair silver lining…

However the is a silver lining, GDPR is not all bad because fees are going to rise as a direct result of GDPR and ePR, why? Because we can now use the Red Adair pricing model for recruitment services, which roughly translated means…

 

Client: But your invoice is for $100,000?

 

Recruiter: Yes that is right is it $1 for knowing where to look and it is $99,999 for taking the risk of a GDPR 4% fine of your global turnover to take the risk to actually look.

 

If you long for when recruitment was a pleasure, then watch Tony in action, he can still raise recruiters from the death of the industry by GDPR/ePR…

 

Watch him in action here: https://vimeo.com/54793822