With the increasing demand for information and digital technologies in business and at work, cybersecurity has become essential. Computers and neural networks facilitate our professional activity but also make it more risky. Human resources management is no exception. Today, AI recruiting software and other innovative techs have become excellent assistance for thousands of professionals. But at the same time, companies and applicants have started to go through some challenges.
Human resources management and information security
Cybersecurity issues are becoming more relevant in the field of recruitment since digital technologies have started to develop at an increasingly intense pace with each passing year. Recruiters and companies collect and store a large amount of personal information about candidates, including resumes, contact details, and even interview results. Security violations can have serious consequences for both applicants and employers:
- In the context of information security, social engineering can be used by cyber fraudsters. Their main purpose is to gain illegal access to the recruiter’s accounts. They might be able to target the logins and passwords of HR departments by sending fake emails on behalf of candidates.
- Personal data leakage. The theft of the personal information of candidates may become the main cybersecurity risk for the company in the question of its image. If the recruitment agencies or companies’ databases are not properly protected, hackers may gain access to confidential data.
To avoid serious cyber security problems, companies can implement certain security measures. Among them is regular monitoring of employee activity, use of proxy technologies, antivirus software, and multi-factor authentication on working accounts. All this can help companies get rid of most cyber threats.
Risks of using artificial intelligence
Artificial intelligence has long ceased to be just a trendy term in HR management. Chatbots, which are implemented by recruitment professionals so often, and predictive analytics tools use artificial intelligence core in their work. Experts confirm that artificial intelligence will have a significant impact on HR and employment over the next few years.
Today, AI can be an interviewer for applicants or a colleague and even a competitor for live HR professionals. The future of human resources management will surely depend on artificial intelligence. However, innovative technologies can do much more harm than good. For example, the possibility of leakage of confidential information from candidates and breaches of cybersecurity companies have long been one of the main problems of artificial intelligence in recruitment.
To avoid AI becoming a serious problem and bringing the company huge risks, management must remember that artificial intelligence must remain a strategic complement to the human aspects of the recruitment process.
Conclusion
Cybersecurity in recruitment is indeed an important aspect that affects the reputation of a company and the credibility of candidates. Ensuring the security of personal information should be a priority for all companies regardless of their type of activity. Companies should invest in reliable security systems, and perform regular audits and software updates.
Recruiters should be alert to potential threats and adhere to best practices for data protection. This is perhaps a mandatory element that should be part of the strategy of any organization and its HR department.
