It is imperative for recruiters to comply with the latest laws and rules when recruiting globally. this law protects the privacy privileges of European Union citizens. Furthermore, it includes any businesses or institutes in the EU or with a market within the EU.
The information in this article should not be taken as legal advice from any company’s legal representatives (we are not attorneys). Get thorough guidance from your legal representatives before you implement any new policy.
Are your recruiters compliant with the GDPR?
Organizations have to adhere to the new data integrity principles enforced by the GDPR. Since the GDPR has been in effect for the recruitment industry. It makes it mandatory for recruitment firms to meet GDPR standards. In the event that an organization does not comply with the GDPR, it can fine up to €20 million. After similar punishments and the accountability to the individual, legal responsibility for a security infringement can prove even more devastating, in addition to the damage to the organization’s reputation.
Does your Recruiting Software comply with GDPR?
To ensure the safety of the private data of EU citizens, every recruiting team must follow solid security procedures. Recruiting teams should also be able to accurately document the information they collect. The data that is moving from one program to another, such as Outlook, Word, or Excel, or even the folders that are susceptible or disorganized. When databases disorganize in this way, they will surely fail to meet the GDPR standards. Ensure your recruiting software is in compliance with Privacy Shield and that your database provider has the ability to carry out a thorough inspection and provide records.
EU citizens have the right to appeal for their names and data to be removed from your database under the GDPR law. Your recruiting team must also make sure that the same person is not re-entered into your company’s database once the data has been deleted. After the GDPR law takes full effect within a short period of time, you will have to devote a good deal of effort to ensure your recruitment software is GDPR-compliant.
Is a Data Protection Officer necessary for your company?
According to the GDPR law, you must hire a data protection officer if you:
- What are the legal faculties of public organizations (excluding the courts)
- Monitoring individuals across the board (for example, online behavior investigation) or
- Process substantial categories of data or information relating to criminal convictions and transgressions.
Companies are able to appoint their own DPOs within the company. Regardless of if the GDPR requires you to hire a DPO. You need to ensure your company has enough employees and expertise to fulfill its obligations under the GDPR. Data controllers and data protection officers will be supervising and executing these changes in your organization and each member of your recruitment team should be responsive to them.
Do you have a plan for taking advantage of potential opportunities?
If you want to have an effective plan for the future, you must review the GDPR regulations online. Contact a legal representative to stay informed of your team’s progress.
- Request advice and recommendations from the vendor of your applicant tracking system.
- Evaluate the policies and procedures in your organization.
- Develop a plan to acquire candidate data with their permission; respect the rights of your applicants.
A Payoff You Can’t Beat
By searching for more options, the recruiting teams can efficiently and trouble. Hiring consultants can ensure that you find a multitude of candidates that are familiar with your company. In addition, you can assure your clients and applicants that you adhere to the highest standards of compliance.
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