How can you ensure data privacy and security when collecting and analyzing global employer branding metrics?

1 Know the legal frameworks

Different countries and regions have different laws and regulations regarding data privacy and security, such as the General Data Protection Regulation (GDPR) in the European Union, the California Consumer Privacy Act (CCPA) in the United States, or the Personal Data Protection Act (PDPA) in Singapore. You need to be aware of the legal frameworks that apply to your target markets and audiences, and follow the best practices for obtaining consent, informing users, managing data transfers, and handling data breaches. You also need to ensure that your data collection and analysis tools and vendors are compliant with these frameworks, and that you have clear contracts and agreements with them.

2 Choose the right metrics

Not all data is equally relevant and useful for your global employer branding strategy. You need to choose the right metrics that align with your goals and objectives, and that can help you measure and improve your employer value proposition, candidate experience, employee engagement, and retention. Some examples of global employer branding metrics are brand awareness, brand perception, brand preference, application rate, offer acceptance rate, employee satisfaction, employee advocacy, and employee turnover. You should avoid collecting unnecessary or sensitive data that could increase the risk of data privacy and security issues, such as personal or financial information, health or biometric data, or political or religious opinions.

3 Secure your data

Once you have collected the data, you need to secure it from unauthorized access or misuse. You should use encryption, authentication, and authorization methods to protect your data in transit and at rest, and limit the access to only those who need it for legitimate purposes. You should also use secure cloud storage and backup solutions, and regularly monitor and audit your data activities and logs. You should also have a data retention policy that specifies how long you will keep the data, and how you will dispose of it when it is no longer needed.

4 Analyze your data

The final step is to analyze your data and derive insights that can help you improve your global employer branding strategy. You should use reliable and robust data analysis tools and methods, such as dashboards, reports, visualizations, or predictive models, that can help you understand the trends, patterns, and correlations in your data. You should also use data quality checks and validation techniques to ensure that your data is accurate, complete, and consistent. You should also respect the privacy and anonymity of your data subjects, and avoid disclosing or sharing any identifiable or confidential information.

By following these tips, you can ensure data privacy and security when collecting and analyzing global employer branding metrics, and enhance your global talent acquisition efforts.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?