Navigating Privacy Concerns in Social Recruiting

A few days ago, I received a random resume on my personal WhatsApp, which I don’t even use for recruitment. I replied with a simple "?" and the person said, "Sharing my student’s resume to see if he could fit anywhere." Seriously? Let’s get this straight: You should NOT be sending your or anyone else’s resume to random people just like that. Resumes carry personal information. phone numbers, home addresses, social media links. Sharing this carelessly can put someone at serious risk of scams or misuse. If you really want to help someone: Never drop someone’s CV into a stranger’s inbox without consent or context. -A simple message asking if they work in a company, know a recruiter, or can refer to someone on LinkedIn is more appropriate. -Better yet, use LinkedIn filters to find recruiters and send resumes directly to them through the proper channels. It's safer, more effective, and respectful of everyone’s privacy. Let’s be respectful, secure, and professional in our approach to helping others. #JobSearch #LinkedInTips #RespectPrivacy #ResumeSharing #ProfessionalBoundaries #NetworkingDoneRight #RecruitmentEthics

I am always trying to evolve as a recruiter, always trying to put myself in the shoes of others so I can write about it and maybe have an open discussion on how to change things. Occasionally, I apply for a job within my space.  To ensure that I am not in competition with people who are truly looking, I only apply to jobs that have been open for longer than a week, I feel by then most of them will have a significant number of CVs and far enough along in the process that mine should go unnoticed. I do this to see how cumbersome or intrusive the application process is. I have written before about this, and today is about a new concern I came across. The company I applied for made it easy, just typed my name and attached my CV. Then as I scrolled down, they asked me for my LinkedIn information, which I provided. Well, it took a turn after that as they asked for my X (formally Twitter) information, Instagram, and Facebook information. I stopped the process right then. Companies should stop asking for information about one's private social media accounts. First off, I don’t have a Facebook account or an Instagram account, and my X account will be closed as I am not a fan of the platform anymore. However, it’s my personal and private space. Although most of my opinions are baseball-related, fans from both sides can get into heated conversations about their teams, and sometimes colorful language is used to make an argument. However, that is my choice and my private life. Companies need to realize that employees are not on call 24/7, their personal life matters and matter more than their work time. Stop asking for personal and private information about people. A CV is a snapshot of one's work experience. If you have questions, set up an interview, but if you want to know who they cheer for, what foods they cook, or see pictures of their family, or any secret information you think they might share on these other platforms, then (insert colorful language here). People’s private lives are their own. Let’s stop confusing the employer-employee relationship. 

Today, a recruiter invited me to a call about a potential role I was very interested in learning more about. But, less than an hour before the meeting, I received a sudden calendar update: “Fred from Fireflies will join to record and transcribe the conversation.” - No prior request for consent. - No explanation of how the recording would be stored. - No clear details on how my data might be used. What should have been a straightforward conversation instantly shifted into a scramble to protect my privacy (voice, image, and data). Recording an interview, without clear, advance permission, erodes trust before the first question is even asked. Consent is a deliberate agreement that lets everyone show up prepared and comfortable. This is an ethical issue. No doubt, an AI note-taker could be valuable to this recruiter. But, they also raise questions about data retention, confidentiality, and intellectual property. A candidate discussing career history, research, or sensitive client details deserves to know exactly how those records will be used and who will have access. If you truly aim to build an inclusive hiring process, plan for ethical recording practices from the first email. - State your intentions. - Outline how the file will be stored and data retention policies. - Offer alternative accommodations. - Secure explicit consent well before the call. Anything less feels like surveillance disguised as efficiency. How are you making sure your use of AI tools in interviews respects privacy, consent, and accessibility? *Note, I am fortunate to be able to walk away from situations that violate my privacy, and I did exactly that in this case. I recognize that many candidates cannot afford to decline and must navigate similar scenarios without the option to stay no. If you are in that position, I see you and stand with you. #CyberSecurity #DataPrivacy #Consent