You may be aware that data protection legislation is being updated through the General Data Protection Regulation (GDPR). This replaces the Data Protection Act (DPA) and is designed to give each person within the EU more control over their data and the unify the export of data outside the EU. The regulation was adopted on the 27th April 2016 and it becomes enforceable from 25th May 2018.
It’s only 6 months to go until GDPR deadline - when all businesses must have implemented the changes to their data protection. If you have not started your strategy yet, we would recommend that you start to give it sincere consideration.
Although GDPR will touch every department and element of your business, we are concerned about your candidate data and what you need to do, to stay within the law. However, there are elements in this article that may be useful across the board.
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There is a lot of content about GDPR - across all channels for your business. Are you feeling a bit overwhelmed?
We don't want to create another headache for you, but recruitment is one area of your business which also needs looking at, especially as you may be receiving high volumes of personal details from individuals. You may be moving CV's through various administrative processes, storing personal details in a variety of places and you may also have a number of people in your business who gets involved in the recruitment process?
|Where to start with GDPR and recruitment?
Not everyone is going to have to make changes to their recruitment processes. We have many customers who just use Flat Fee Recruiter for all their advertising. They do not advertise or get CV's from other sources, all CV's are stored in our system and they don't intend to keep the candidate details locally either. These customers probably do not need to do anything to comply with GDPR as they are already compliant with the Flat Fee Recruiter updates.
However, as we are all about creating direct hiring strategies for our customers, many of our customers will also advertise across a variety of other sources and they will probably want a bit more control over who has access to which CV's in their business. They may also have an IT or legal department who have written GDPR statements for recruitment (in line with the other areas of business) and they will need to use these too. Perhaps they want to keep candidate details for future talent pools and do not have secure central data storage?
As the whole recruitment strategy and processes are in the firing line for a revamp, these customers would certainly benefit from a chat about a quick & affordable upgrade of our Applicant Tracking System (ATS). The software can be tailored to incorporate a companies GDPR strategy and enable candidate data to be stored safely. It also comes with added benefits too, these range from increased brand visibility and free recruitment from dedicated careers pages
Do you need to make changes to comply with GDPR or not?
This quick 2-minute video highlights 3 fundamental questions to ask yourself. If you answer YES to ANY of them, then we would suggest that you give Recruitment and GDPR some further consideration to ensure that you comply by May 2018.
Thanks for watching and please feel free to give us a call on 0113 322 7243 to discuss anything on GDPR and recruitment!
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