Recruiting in the digital age
Not every company has extensive resources for expensive platforms or complex automation solutions. Many still rely on classic methods: applications by email, personal contacts, or traditional job postings. These are proven, but often come with data protection risks.
Sending sensitive documents such as résumés or certificates via email can be problematic, for example due to embedded metadata or insufficient encryption.
The success of LinkedIn at ALSO
During my time at ALSO Holding AG, I had the opportunity to build and further develop the company’s international LinkedIn profile. As part of this, I consolidated all country subsidiaries’ profiles into one unified platform.
The success quickly became measurable: the community grew from around 1,000 followers to more than 48,000. Thus, LinkedIn became not only a strong communication channel but also an international recruiting and employer branding tool.
LinkedIn – more than just a platform, but not without risks
Of course, LinkedIn can be an effective recruiting tool. At the same time, reality shows clear risks:
- Increasing reports of fraud, fake profiles, and scams – from pseudo-recruiter accounts to sophisticated state-backed phishing attempts.
- Already in 2015, a lawsuit was filed because LinkedIn, through its “Add Connections” feature, sent large numbers of emails without users’ explicit consent. A $13 million settlement was reached.
- According to Wikipedia, LinkedIn members’ email accounts were used for spamming – for example, sending invitations via contacts, often without clear authorization.
These cases show: trust is not a given – neither in platforms nor in applicants.
Trust built through identity – decisive in recruiting
The key to every hiring process: only those with a clear, traceable identity can build trust. Concretely, this means:
- Clear communication: whether digitally or traditionally, companies must state clearly who the contact person is, and how/for what purpose the data is processed.
- Ensure data protection compliance: especially with email applications or traditional methods, structured data protection is essential – e.g. secure transmission paths or GDPR-compliant handling of applicants’ sensitive data.
- Credibility and transparency: anyone appearing as a “recruiter” or company must be identifiable – by company address, domain-based email, or an explicit legal notice (imprint).
Recruiting for me is not just a process, but a relationship of trust that begins with the very first contact. Because only on this basis can a company show its real identity – and win talents for itself.