Specific consent clause standard
Dec 3, 2023 9:53:42 GMT 1
Post by account_disabled on Dec 3, 2023 9:53:42 GMT 1
That the consent clause is consistent with the law conflicting information for the candidate regarding attaching consent I noticed that sometimes in job advertisements the candidate receives two different information about attaching consent at the same time For example directly under the form there is information manually added by the recruiter that the candidate should attach an appropriate consent clause provided by the employer to his CV and at the same time the same form systemically.
Via the advertising portal Phone Number List contains information that a portal or personalized with employer data will be attached to the application automatically The question is which consent wins You can draw lots but is it necessary Check whether your advertisements include any flowers that can be avoided no chance of obtaining consent for future recruitment This in itself is not a risk of violating the GDPR but if you want to build a database of candidates also for other recruitment purposes then similarly to the point above you can use the advertisement as an opportunity to.
Obtain such consent from the candidate which must be voluntarily expressed company vs private profile Risk of storing data on a personal account This is something that can often be forgotten On job portals it sometimes happens that you need to create an account to post a job advertisement And this is where the problem arises because it turns out that in practice some people still use their private accounts not in the formal domain Moreover it is important to establish internal recruitment rules in such a way that all arrangements with the candidate are carried out in a central system e g an ATS appropriately adapted.
Via the advertising portal Phone Number List contains information that a portal or personalized with employer data will be attached to the application automatically The question is which consent wins You can draw lots but is it necessary Check whether your advertisements include any flowers that can be avoided no chance of obtaining consent for future recruitment This in itself is not a risk of violating the GDPR but if you want to build a database of candidates also for other recruitment purposes then similarly to the point above you can use the advertisement as an opportunity to.
Obtain such consent from the candidate which must be voluntarily expressed company vs private profile Risk of storing data on a personal account This is something that can often be forgotten On job portals it sometimes happens that you need to create an account to post a job advertisement And this is where the problem arises because it turns out that in practice some people still use their private accounts not in the formal domain Moreover it is important to establish internal recruitment rules in such a way that all arrangements with the candidate are carried out in a central system e g an ATS appropriately adapted.