If you are a recruiter, your data should be your stock-in-trade. From the moment when a candidate submits his or her curriculum vitae, during the employment process and beyond, the processing of such data should be part of your service. Talent management should go hand in hand with data management; hence, you should know that data protection is a vital element.

The GDPR substitutes the old Data Protection Act, bringing forth-new data law framework. The framework is essential for all technical employment agency.

This article explains how the General Data Protection Regulation changes the recruitment sector. It also explains some of the main areas where a technical employment agency should be keen to follow the new law.

Meaning of GDPR

General Data Protection Regulation is a new rulebook that shows how to come up with EU citizen’s data, lawfully and securely. Before the arrival of the GDPR, the data protection that was being used could draw up in the pre-LinkedIn and the pre-Indeed world.

However, GDPR tries to make an individual have an easy time while accessing the services, and one should feel safe with his or her data since it is safeguarded by the GDPR and the organizations holding it will not be able to misuse it. The new law enables an individual to control their data by allowing them to decide who can access it and what should happen to the data.

External recruiters find themselves in a situation whereby they have to control some sensitive information belonging to other people such as the salary expectations, in-house data, and even the health information. Nevertheless, data regulator is always aware of this. Any regulator, who might fail to take the compliance seriously, then he or she might find himself being fined or meeting other penalties. It is best if one finds out about the GDPR fines and penalties before landing in trouble.

After knowing all that, and your GDPR is implemented, then you will be aware of their privacy rights and the security savvy. Meanwhile, the employers will be more educated than before, and they will know the importance of hiring an external partner who will take data and safeguard it well.

In any case, a recruiter is known for playing fast but losing the personal data of other people, and then he or she might have less or no supply of candidates.

Recruiters Main Aspects of GDPR

For the employment consultants who work with the in-house Human resource managers or the external partners who work with customers, the following ways are likely to bring impact to your core activities.

1. Candidate approval and lawful processing

Example, any passive candidate who applies for a job in staffing agency Orange County, always hopes to get a great job. He or she visits the recruitment agency website to complete the application form and then attaches a CV. After some time, he or she gets an email inviting him or her to apply for a job vacancy that is not related to the field of specialization.

GDPR helps an individual to process their data under the current law. The concept of getting all consents is highly prohibited under the new law. One needs specific permissions for specific purposes; this should be readily understood and expressed in a simple language for all to follow.

2. Allowing people to practice their rights

When somebody applies for a work opportunity in a staffing agency orange county, and they keep their CV even after not offering them the job, you should be ready to delete the CV if the person asks you later to eliminate them.

As an employee, you should know that preserving the CV is data processing. The example above covers two rights of someone, the right to confirm that they want their data deleted, and the right to know if you have their data.

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