Data Driven Talent Intelligence Network for Job Search in todays Marketplace

Are there any special tactics and considerations when an job application is submitted into the corporate job portal or “black hole?” When an applicant tweaks a resume for two companies and both companies subscribe to the same Talent Intelligence Network does the software flag the applicant as suspicious? Alternatively, if a person is actually working at a company subscribed to a Talent Intelligence Network, can the employer be automatically notified that one of their employees is doing an active job search? These are the concerns and questions about Talent Social Networks run by Taleo, Brassring and others.

If there is a clerical error can an applicant’s profile get mis-labeled negatively? As long as there are hundreds of applicants for each job opening, a companies using the system might discount data integrity issues. But those issues might be detrimental to the applicant’s success as a job seeker.

Do companies using Talent intelligence to get a birds eye view on an applicants entire job search history? By agreeing to the “End User license Agreement” (EULA) during registration process, the applicant probably has lost all control over their profile data. A persons’ data might be sold to third parties and aggregated to create a super profile of the applicant. In your experience, do companies actually do that?

Assuming everything is being tracked and documented, what precautions does the job seeker need to be aware above before signing up for a Talent Intelligence network like Taleo and Brassring? I mean, its like the NSA of job search. Is it better to avoid companies using Talent Intelligence networks? If you have any experience with this please comment, rate and subscribe.

PS. No offense to National Security Agency (NSA) or the important work they do. These are question about HR screening software and its application at major companies.

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