The relevance of digitalization in the hiring process has increased beyond all previous levels. The unique conditions that were present during the Corona virus outbreak have expedited its rapid ascent to prominence. In the modern day, digital recruitment tactics are practically a given.
The hiring process is being automated and streamlined by a new wave of digital solutions owing to the need for innovation to save time, money, and energy while filling jobs more quickly
Without question, technology solutions enhance overall operational agency, product quality, and customer retention. In terms of hiring, technology has a positive influence on every facet of the hiring process.
Each step of the selection process requires enormous investments of both time and money. The hiring process is being automated and streamlined by a new wave of digital solutions owing to the need for innovation to save time, money, and energy while filling jobs more quickly.
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To put it succinctly, the digital transformation of recruitment is essentially about leveraging specialized technology to address recruiting issues, such as shifting and fluctuating hiring requirements, a surge in candidates, the unavailability to carry out in-person meetings and interviews, and more.
However, significant problems have always accompanied technical advancement. Let’s now explore the challenges to cybersecurity and the use of digital hiring practices in more detail.
Threats of cybersecurity in the digital hiring process
Cyber risks have long been a challenge to the recruiting sector. Cybercriminals still give priority to sites that contain sensitive data. The finest example is the employment sector.
The frequency of cyberattacks has increased in recent years. It wouldn’t be incorrect to say that as digitalization has become more prevalent, there is a greater need for technological advancement. This statement applies to almost all industries. The recruitment sector will be a perfect example.
The ease with which digital resources are utilized has coincided with the ease with which criminals can compromise these systems. This can be a disadvantage given the sensitive and private nature of the data stored with human resources. As a result, this calls for increased digital security protocols across several industries and organizations. This is by no means a hassle-free endeavor. A concerted effort spanning several industries is required for an effective digital transformation in the hiring process.
The digital transformation adds to the already heavy strain of IT staff due to complicated business requirements, security threats, and compliance obligations. For security teams to identify anomalous behavior and respond promptly to threats, they need cohesive visibility.
The desire to make digital changes and the lack of knowledge on how to accomplish them or what to do after are still at odds. This is to be expected given the wide range and frequent complexity of digital recruiting as a whole.
Here is a list of some of the most common types of cyber threats:
Let’s start by discussing polymorphic attacks. These crafty attacks can change and adapt to avoid being discovered by traditional security procedures. The frequency of these attacks has grown, particularly in the past several years.
The other type of assault is called phishing. Attacks using phishing attempts aim to get personal data. They are disseminated via social media, messaging apps, and email and frequently appear in respectable institutions like banks and governments. Phishing efforts deceive employers and job seekers into divulging personal information, including passwords and Social Security numbers, during application.
Phishing attacks can gather personal information, such as Social Security numbers and dates of birth, which may be used to steal someone’s identity and have long-term consequences.
Malware is the other topic of debate. Attacks are conducted using malware-compromised software and websites. Furthermore, job boards and recruitment websites are faked by hackers and cybercriminals to steal sensitive information.
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The source, in this case, is the recruiting agency staff, who intentionally damage the company by using their access to confidential data for personal gain. For instance, a recruiter may try to sell email addresses as a side gig to get some extra money, or they may accidentally transmit resumes via email.
All things considered, the employment sector’s most pressing problems can be resolved by digitizing the recruitment process. But the byproducts are other problems like cybersecurity. Therefore, the emphasis should be on utilizing the benefits of digital recruiting in a way that minimizes or eliminates cyber threats.
Guest contributor Anil Agarwal is the CEO and Co-founder of InCruiter, a supplier of video recruitment products, which help all sizes of companies leverage video interviewing as they scout for the best talents.
