While you may have felt confident that your business was meeting GDPR requirements in terms of your business and clients; had you considered how your job application process complies with GDPR?
When candidates apply to work for your business they are providing you with their personal data and information. While a job application corresponds to an actual job vacancy, it means you have a legitimate reason or interest in processing this personal information – but you do still need to ask for explicit consent to be fully compliant with GDPR.
This includes the following three factors that you need to consider carefully;
- Make sure only the personal data that you need is asked for in job adverts and job descriptions. As per the Working Party 29 (the collection of data protection authorities) it is stated that all data collected from candidates is necessary and relevant to the performance of the job that the candidate is applying for.
- You need to ensure that you are completely transparent in your job adverts. You need to clearly state the personal data you require, what you will be using it for and how you will be storing it. As part of your screening process you need to explicitly explain what data you need and why.
There are a lot of things to remember when it comes to recruitment and GDPR compliance. Make sure you follow the above advice to ensure that your application process complies with GDPR. If you would like help with your recruitment process or you have concerns regarding GDPR and recruitment then give Aspire Cambridge a call today on 01223 855440.