We have amended the candidate registration page to ensure that candidates have simple access to your Privacy Statement and are fully aware of how their data will be stored and processed.
When a candidate creates an account, the time and date is stored within our recruitment software providing clients with a record of when each candidate agreed to the storing and processing their data.
Candidates also have access to this information via their candidate account.
Candidates can set up job alerts in their candidate account. In addition, our recruitment software can also automatically set up job alerts for candidates based on the details of vacancies that they apply for.
In order to ensure that candidates are fully aware of this, candidates must now confirm that they wish to receive details of similar vacancies.
Candidates have full control over their job alerts via their candidate account.
As part of the candidate database functionality, clients can use our comprehensive search functionality, to identify potential talent amongst their registered candidates.
New functionality has now been added to our software to support those candidates who do not want their profile to be included in these searches and notified about vacancies that may arise in the future.
Candidates can control the visibility of their profile within their candidate account.
Under GDPR, candidates must agree to how their details are stored and processed.
In order to help organisations comply, our software has been updated to support the need for candidates to agree to a Privacy Policy when they register and a separate Privacy Statement everytime they apply for a role.
This supports the need to store and process different information when a candidates registers and applies for a vacancy. It also provides the legal basis for for sharing information with 3rd parties such as online testing providers.
To support clients who share information with 3rd party providers, we have also introduced the functionality to generate Privacy Statements automatically. This uses the vacancy workflow to determine whether any additional processing will be performed and automatically adds the necessary information to the default privacy statement as required from a selection of predefined sections of text.
For organisations who have one, our recruitment software can now store the name and email address of each clients Data Protection Officer.
This information can be automatically included in key documentation such as the vacancy specific Privacy Statement using merge fields.
In order to help clients verify the identity of the person they are speaking to when providing telephone support to candidates or speaking with agencies, we have introduced a simple support code generator.
The code ensures clients can be confident with whom they are speaking to before disclosing any personal information.
This functionality will also be used our own support team to help verify system users and candidates.
To process and store any personal data you need to have a legal basis to do so. This is normally outlined within the clients Privacy Policy.
In order to ensure every candidate has agreed to have their personal information stored and processed we have made a number of improvements to our software when it comes to manually adding candidate details.
Candidates have the right to request a copy of all information held about them. This is known as a Subject Access Request.
It is the responsibility of the Data Controller to ensure that all SAR’s are fulfilled.
In order to help facilitate these requests, we have introduced new functionality that allows our clients to track all SAR’s, retrieve all the information held about that individual, redact any sensitive information and deliver each SAR back to the candidate in a time efficient manner.
In order to comply with GDPR and provide candidates with greater transparency, control and access to their information we have made a number of improvements to the candidate account.
Candidates can now:
Clients can now add validation rules to any text based questions used in application forms, authorisation forms, feedback forms and offer forms.
This gives greater accuracy and consistency by ensuring information such as email addresses, telephone numbers, national insurance numbers and employee reference numbers are entered in the correct format.
Gaps in employment history are now automatically identified and highlighted to users when viewing the application.
Any gaps longer than a month between jobs will be clearly highlighted as well as any overlaps.
We have added new functionality to help clients manage authorisations in a more efficient manner.
Authorisations can now be filtered by status making it much easier to view using new dedicated tabs for Start, In Progress and Authorised Awaiting Creation.
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