#Recruitment and the Data Protection Act – Did you know this?
Today, I received my renewal notice from the Information Commissioner’s Office (ICO).
Because I last paid this a year ago, it has been out of mind for a while. Best practice with candidate details mean that I naturally store everything on a secure database, and that I don’t send candidate details anywhere without their express permission. The same goes for client information: All data is stored on my database, safe from prying eyes. And I use it with great care and consideration.
I don’t really think about it – It’s an internal process that has simply become part of my daily working practices. But this renewal notification has drawn my mind to it again, and I wonder how many candidates and clients are aware of it?
To quote from the ICO’s leaflet: “The Data Protection Act 1998 places obligations on organisations that use personal information and gives individuals certain rights … every organisation (data controller) the process personal information (data) must notify the Information Commissioner’s Office …. Failure to notify is a criminal offence.”
There are 8 data protection principles embodied in the Act. Summarised, they require that data shall be:
1. fairly and lawfully processed;
2. processed for limited purposes;
3. adequate, relevant and not excessive;
4. accurate;
5. not kept longer than necessary
6. processed in accordance with the data subjects’ rights;
7. secure; and
8. not transferred to countries outside the European Economic Area without adequate protection.
Before you next engage with a recruitment agency, it may be worth asking the following questions:
- Is your recruitment agency registered with the ICO, or are they contravening the Data Protection Act?
- Do you know what they are doing with your personal data, how it is stored and how secure it is?
- Do you give permission every time your CV is sent out somewhere?
If they are not registered, you are vulnerable. Food for thought, methinks!
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February 16, 2011 at 9:13 pm