data security

In today’s digital recruitment landscape, protecting candidate data is more than just a compliance requirement—it’s a trust imperative. With cyber threats on the rise and data breaches making headlines regularly, HR professionals and talent acquisition leaders must ensure that their Applicant Tracking Systems (ATS) are not only efficient but secure.

One simple yet highly effective step toward enhanced security is implementing Two-Factor Authorization (2FA) in the job application process.

What Is Two-Factor Authorization?

Two-Factor Authorization (often referred to as 2FA) is a security method that requires users to provide two separate forms of identification to access a system. Typically, this includes:

Something they know (like a password)
Something they have (like a code sent via SMS, email, phone number or an authenticator app)

This additional layer of security drastically reduces the chances of unauthorized access, even if a password is compromised.

Why Is 2FA Important in Recruitment?

When candidates submit their applications through an ATS, they often share sensitive personal data, including:

Full names and contact details
Employment history and references
Identification numbers (e.g., Social Security or National IDs)
Educational credentials
Sometimes, even demographic and diversity information

If this information is not well-protected, it can be vulnerable to data theft or misuse.

How 2FA Enhances ATS Security:

1. Protects Candidate Accounts

When candidates create profiles, 2FA ensures that only they can access their information. Even if someone obtains a candidate’s password, they won’t be able to log in without the second authentication factor.

2. Secures Hiring Workflows

2FA can also be extended to recruiters and hiring managers who access candidate data. This helps prevent internal breaches or unauthorized access by former employees or compromised accounts.

3. Builds Candidate Trust

Today’s job seekers are more aware of privacy and cybersecurity issues. Implementing 2FA shows that your organization takes data protection seriously, which can positively influence employer branding and the candidate experience.

4. Compliance with Data Protection Laws

Depending on your region, 2FA may help meet compliance standards under GDPR, CCPA, or other data protection frameworks. This reduces legal risks and strengthens your organization’s privacy posture.

Implementing 2FA in Your ATS:

If your current ATS provider doesn’t support 2FA, it may be time to reconsider your platform or push for security feature upgrades. Ideally, your system should offer:

SMS or email-based authentication codes
Integration with authentication apps (like Google Authenticator or Authy)
Admin control over user access and authentication settings
Secure password storage and encrypted communication

It’s also worth providing guidance to candidates and internal users on why and how 2FA is used to ensure adoption and ease-of-use.

Bradford’s Takeaway

As the recruitment process becomes increasingly digital, safeguarding candidate information is not optional—it’s essential. Two-Factor Authorization is a straightforward but powerful security measure that can significantly enhance the integrity of your ATS and protect both your candidates and your organization.

Data security isn’t just IT’s job—it’s everyone’s. Implementing 2FA is a simple first step toward a more secure, trustworthy hiring process.

Hiring top talent is essential for any business’s success, but the recruitment process can often feel overwhelming and fragmented. Fortunately, advances in technology—especially applicant tracking systems (ATS) with seamless background check integrations—are transforming how companies recruit. By combining efficient recruiting software with trusted background check vendors, organizations can streamline their hiring process, save time, and make smarter hiring decisions.

What is an ATS and Why Does It Matter?

An applicant tracking system (ATS) is powerful recruiting software designed to centralize and automate your recruitment efforts. From posting jobs and collecting resumes to communicating with candidates and tracking hiring stages, an ATS improves workflow and organization. However, a critical step in the recruitment process—conducting background checks—has traditionally been handled outside of these systems, causing delays and administrative headaches.

The Power of Seamless Background Check Integrations

Integrating background checks directly within your ATS simplifies and accelerates your hiring workflow. Instead of juggling multiple platforms or manually submitting candidate information to third-party background check vendors, background screenings can be initiated and monitored directly through the ATS interface. This seamless integration not only reduces errors but also speeds up the entire vetting process.

This approach is particularly valuable because:

It streamlines tasks by syncing candidate data automatically.
It enhances compliance by ensuring that background screening follows legal guidelines.
It improves transparency across your hiring team, with instant visibility into screening statuses.

Selecting the Right Background Check Vendors

Not all background check vendors deliver the same quality of service. When choosing a provider to integrate with your ATS, consider factors such as:

Compliance with federal, state, and local laws.
Fast and accurate reporting turnaround.
Integration capabilities with your existing recruiting software.
Customer service and support.

Partnering with reputable background check vendors ensures your hiring process remains trusted and efficient.

Benefits of ATS with Background Check Integrations

Efficiency: Automate background screening requests immediately after candidate approval.
Improved Candidate Experience: Reduce wait times and keep candidates informed seamlessly.
Data Security: Keep sensitive candidate data secure within one platform.
Better Collaboration: Hiring managers and HR teams can view background check statuses alongside other recruitment data in real-time.

*Recently, Pereless Systems launched their AI mascot named Bradford! Bradford has over 25 years of talent management experience. After every blog, Bradford will provide his expertise in the intricate world of talent management software like never before.*

Key Takeaway: What Would Bradford Do?

Simplifying your hiring process is within reach when you leverage an applicant tracking system with background check integrations. This combination of recruiting software and reliable background check vendors creates a seamless, efficient, and compliant approach to hiring. By adopting such technology, your organization can save time, reduce risk, and ultimately build a stronger workforce. If your hiring process feels complex or slow, it’s time to embrace ATS solutions with integrated background checks to revolutionize your recruitment journey.

Why Two-Factor Authentication Is a Game-Changer for Protecting Candidate Data in Your ATS