In terms of internet privacy and security, many advancements have been brought about during the last few years. New laws has been enacted in a number of nations to safeguard citizens’ online data. Giving people choice over how businesses utilize their personal information is still the goal. Therefore, these regulations provide rules for those same businesses to follow while treating their customers, users, and website visitors with respect.

But here’s the situation. While laws like GDPR provide a great framework for making the internet safer, they also have a negative in that they may make it challenging for businesses to perform their duties effectively. In light of the GDPR, here are three essential things every recruiter should be aware of.

Candidate Consent:

In the era of GDPR, the most crucial thing to keep in mind when recruiting is that you require candidates consent before handling any of their personal information. You must explicitly and openly request this consent in order to be in accordance with the law, and you must delete any candidate data upon their request for deletion.

Recruitment Privacy Policy:

You must develop a privacy policy that details how you, as a recruiter or recruitment organization, intend to collect, process, and safeguard candidate personal information in order to be in compliance with GDPR and open with candidates. Candidates must get the following information under this policy:

• Collected Information and why it’s needed.
• Purpose for collecting data.
• How candidates can withdraw their consent.
• How long data will be stored

Remove any Data You Don’t Need:

Businesses frequently gather more data than they ostensibly need, which is a mistake that makes them non-compliant with the GDPR. The issue is that doing so exposes businesses to risk without a need and forces them to manage and secure data they don’t need. In light of this, if you’re hiring prospects, be sure to only gather data that is necessary for the hiring process and don’t hang onto data once the hiring process is through.

You will require the candidate’s permission to use their data going forward if you decide to keep their information after the time frame specified in your privacy policy. If you decide to do this, be sure to explain why you want to keep a particular applicant in your database; they will likely be comfortable with you keeping their contact information on file if you believe they would be a good fit for a position in the future.

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