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We are all pretty sick of the term GDPR by now, however, it seems there is no escaping it. You may well have your house in order, or at least have a plan of action to hand. But what do you do when somebody else unwittingly foists some responsibilities upon you?
Every time you receive a CV you assume GDPR responsibilities. If you receive the CV directly from the applicant you must send an Article 13 notice. If you receive it from an agency, job board, or another third party, you must send the subject an Article 14 notice.
Articles 13 and 14 are very specific and do not lend themselves to any movement. Your Privacy Statement will not cover it. You will also be bound by certain timeframes to store such information.
It will be onerous to send notices to all candidates when recruiting, so we have some simple solutions for you:
1. We send candidate profiles in the first instance. NB a CV that simply has the name and contact details removed will still contain personally identifiable information - so you will still have GDPR obligations.
2. We can send client Article 14 notices on your behalf.
If your current agency is still sending you CV’s you will now need to obtain candidate contact details to issue the appropriate notices.
If your current agency has not yet grasped this important aspect of GDPR please do not let their gaps in knowledge leave you liable. We always recommend taking appropriate legal advice and can recommend an excellent compliance consultancy that works specifically with the recruitment and HR sector.
For more information, or to work with an agency that has got your back, please call Sarah on 01902 763006 or email firstname.lastname@example.org.