We are in the midst of a steady evolution in the technological atmosphere and age of data evolution. This is changing life as we know it. Artificial intelligence has come a long way from obtuse sci-fi references; it has grown into a literal and effective tool in a lot of fields. Companies and large organizations have found a payload of uses for it. There is a rising utility of it in the recruitment process.

Recruitment requires a lot of creativity, and the job market is mostly candidate-driven, companies have found it a lot easier in recent times to find the talents their organizations need utilizing artificial intelligence tools to efficiently screen large pools of applicants. These AI-based tools are gaining popularity despite the fair amount of skepticism they have aroused in the industry. Hiring managers are learning just how helpful and time-saving AI (Artificial Intelligence) has become within the recruiting industry. Once tedious and time-draining tasks are now fully automated with the assistance of AI tools. Also, automated decision-making can be objective and remove unconscious bias in areas like recruitment and shortlisting. It’s these and a lot of other undeniable added benefits that have made AI a hit on the HR floor.

However, most of these tools are still quite on the learning curve. Recent surveys and tests have shown these tools cause concern in applicants and at a nascent stage to achieve their results. AI’s are quick studies; they build upon the data fed into them and improve as they continue to parse through such data. Candidates in the know of these systems can include keywords and trick the system into identifying them as a good fit for the relevant position. There is also a rising trend of a system of hiring called ‘Social Hiring.’ which predict a candidate’s personality, experience, and skills. These includes data extracted from social media haunts, Tweets, Facebook post, LinkedIn posts, etc. If a candidate applies for a writing position and has no data related to writing on their social media, the system automatically deducts points. However, what these algorithms miss is that there can exist a decorrelation of the candidate’s ability and personality.

In other words, screening candidates based on keywords or social media personas might not be relevant to the talent or personality they require for the job. With the rise in data security violations, candidates live in constant fear of their data being used for the wrong purposes. Data based tools are drawing a lot of scrutiny in recent times. Governments are waking up and they have begun to address privacy regulations, providing their citizens with data privacy rights. This is a great improvement.

Employee and candidate data privacy is now governed by legislation. It has always been a heavy concern with AI recruitment as to where to draw the line when it comes to the privacy of these individuals. The GDPR/CCPA regulations is proof that governments are taking the advances in AI-data processing serious. It is now the guided imperative of HR practitioners and Candidates to keep their knowledge of current regulations updated. Transparency is a key element in data security. A candidate’s data is personal. They should be kept informed about how their data will be used. This is necessary from the HR perspective now if candidates apply to a job through the company website. When implementing AI-powered recruitment solutions, HR teams need to ensure the solution has viable data security measures in place. Job applicants need to cognizant of these data security measures and in the appropriate situations file for removal of their data after job processing.

idatachoice is a solution that enables its consumers to exercise data rights. Job applicants can easily file requests and manage their data necessities on the idatachoice portal, including filing file privacy requests. For applicants, looking for information on the recruiting company and their privacy links is time-consuming, Applicants can choose from within the platform, track filed requests to completion.

For recruitment portals and corporate employers, idatachoice draws a convenient line between their job and the new constantly evolving rules and reforms. The platform also improves the trust between the parties. Request for removals will get the required attention for follow-through in the right quarters. The companies get to toe the line with regulations as well. The platform unifies a very complicated process into a couple of simple steps. The idatachoice platform workflow tools are designed to make it easier for all parties (HR, legal, IT) involved to work together. For Candidates and companies alike, idatachoice is a necessary data security & privacy tool to protect their data and be compliant with privacy regulations.