Proactively Protecting Your Personnel Privacy

In part one of this article we heard from iCIMS Content Strategy Associate Raquel Lawrence about ways that HR’s employee data might not be as protected as you may think. Today we’ll hear more on the topic—specifically on proactive disaster recovery and an introduction to a survey about applicant tracking systems (ATSs).

Proactive Disaster Recovery

Whether talent acquisition systems of record host data centers on United States or EU soil, a hybrid structure—part hardware, part cloud—is most ideal. This allows for more flexibility, as well as easier recovery in the event of a disaster.
According to the Cisco Global Cloud Index, global data center traffic is projected to triple from 2014 to 2019, while cloud traffic within data centers is expected to quadruple during that period. A hybrid infrastructure facilitates enterprise businesses’ abilities to deal with rising traffic levels, as well as soaring computing and storage demands.
As global data demands escalate, recruiters and their extended Information Technology (IT) teams are on the hook for constant improvement within their technology-driven hiring practices. Data security works best when it’s proactive versus reactive. However, many Human Resources (HR) and security professionals simply don’t have the luxury of being able to thoroughly vet, understand, and then protect all the new technologies that are being adopted or used. With an agile yet stable recruitment platform of record, they can rest assured that vast amounts of candidate data are up to date, backed up, and easily restored when they need it.

How Concerned Should I Be?

We recently ran an article by guest columnist Heather Huhman concerning some highlights from a recent survey on applicant tracking systems. Here are those highlights:

  • 62% of employers admit qualified candidates are likely being filtered out by mistake.
  • 37% of HR professionals are concerned about their company’s application process deterring quality hires.
  • One in 10 Millennials said they would drop a company out of consideration if they couldn’t apply for a job via their mobile device.
  • Talent acquisition professionals spend an average of 32 hours per month sorting through data.
  • 64% of jobseekers said that receiving a personalized e-mail confirming their application was received would significantly improve their experience.
  • 75% of talent acquisition professionals say it’s not easy to share or explain the data to those outside HR.

Here is a link to the full article.
Raquel Lawrence is a content strategy associate at iCIMS.