People related data needs to be treated with the utmost care and diligence. Rather than seeing recent legislation and rising awareness that as an impediment to great sourcing, HR should rethink their approach and not only do the right thing in the right way but also use the opportunities offered by new technologies to recruit.
Data and information about people was a free and open resource in our earlier days of the internet. But increased legislative protection and code (GDPR for one) combined with a more aware and enabled consumer, job seeker and media, has created a tighter, more protective covenant around such information.
Doing the right thing and doing things right
This leads to a more pronounced duty of care for us all - but particularly for those recruiting and sourcing professionals acting in a widely-accessed, open market - how we search, locate and source potential employees to our organisations.
And yet, willingly, we all still placing ourselves, our information and potentially useful insight about us in places that can be searched and used.
Incognito we are not
We are still leaving data “vapour trails” in places where we are posting, thus sharing and exhibiting behaviours that could match what an employer is looking for.
Membership of groups, communities of interest, practice coalitions, learning circles. Posting and commenting on Medium blogs, creating YouTube playlists and curating information on Scoop.It sites.
Discerning practitioners, those with heightened interest and capability, are likely to be found through these still very open means.
Ethical and genuine methods of connection
Recruiters beware; because any fake interest, hijacking of communities and spamming people who post is NOT what’s needed.
Oracle and LinkedIn’s recent affiliation presents a seamless connection between an HRIS and the world’s biggest professional network. Through this, locating people, creating an intelligence-based view of their capabilities and potential will lead you to their groups, communities, posts, shares and affiliations.
Your connection to that potential game-changing employee will come from a place of intelligence, curiosity and belief they may be “the one” and not some cut and paste “carpet bomb” introduction message to those returned from a search query.
And we haven’t even mentioned the Blockchain and its promise of decentralised, secure and undeniable accuracy of information about us. Our qualifications; work-based accreditations; published journals and articles; evidence-based evaluation of performance and credentials could be validated through this means.
When we choose to share our blockchain-validated information, there is the need to be careful with keys, access and sharing of such trusted information; and I suspect none of us are truly aware of the applied processes for this and so are just not ready for that - yet.
Searching, sourcing and using information about people to find that perfect fit for their enterprise may appear somewhat curtailed by data legislation and a more aware public, yet the old adage of getting to know people and using tools to build the intelligence about them, could lead to a stronger more human form of effective hiring.
Relationships built on insight and experiences could be the killer app, alongside high-integrity information that potential hires choose to share with us.