Practically all information processed by HR systems is personal data. So what does this mean for HR staff and how will GDPR affect this area?
Practically all information that is processed by HR systems is personal data. However, it is also information that is processed for the purpose of fulfilling legal obligations. What does this mean for HR professionals and how will GDPR affect this area?
What information is it okay to ask a candidate for a particular position?
Simplifying, we can say that we can only ask a candidate for only the information that is necessary for the job in question. Remember that you cannot ask for a criminal record statement unless it is for a position where it is actually justified.
In a situation where someone is interested in your company and decides to send you a resume in case a position becomes available, find out from thepotential candidate how long you can work with their resume and the information on it. If you want to avoid problems, you should always be able to show that the person has given you consent to the processing of personal data.It is ideal to save this email with the consent, archive it or otherwise secure it until it expires.
What about existing employees?
If we are targeting current employees, then you need to obtain consent to post photos for presentation purposes as well. Consent can be verbal, but it is better to stick to the password: What is written is given. However, if you have honestly followed the current data protection law up to now, then the transition to GDPR should not be the slightest problem for you. What is important is that you keep track of the personal data of applicants and existing employees.
Do you work in HR and have personal data about employees or job candidates passing under your hands on a daily basis? Our team of experts will review the situation with you and advise you on how to be fully GDPR compliant.