 |
An employer should not solicit personal
data from job applicants, e.g. their personal resumes,
in a recruitment advertisement that gives only a Post
Office Box Number. |
| |
|
|
If an employer finds it necessary to conceal
its identity in recruitment advertisements, it may provide
job applicants, upon request, with application forms that
bear the employer's identity. Alternatively, it may use
a recruitment agency, which should be identified in the
advertisement, to receive the personal data solicited
from job applicants. |
| |
|
|
Recruitment advertisements that directly
ask job applicants to provide their personal data should
include a statement, as an integral part of the advertisement,
informing applicants about the purposes for which their
personal data are to be used and their rights to request
access to, and to request the correction of, personal
data in relation to their application. Alternatively,
a statement to the following effect may be included -
"Personal data provided by job applicants will be used
strictly in accordance with the employer's personal data
policies, a copy of which will be provided immediately
upon request." In this case, contact information of the
employer should be stated in the advertisement. |
| |
|
|
Personal data collected from job applicants
should be adequate but not excessive, and they should
be relevant to the purpose of identifying suitable candidates
for the job. |
| |
|
|
An employer should not collect a copy of
the identity card of a job applicant during the recruitment
process unless and until the individual has accepted an
offer of employment. |
| |
|
|
Information may be compiled about a job
applicant, e.g. by means of security vetting or integrity
checking, to supplement other data collected at the time
of the original application. Such supplementary information
should be collected for the purpose of assessing the suitability
of potential candidates for the job, and the data collected
should be relevant to the nature of the job. |
| |
|
|
Personal data concerning the health condition
of a selected candidate may be collected by means of a
pre-employment medical examination if the data directly
relate to the inherent requirements of the job, and employment
is conditional upon the fulfillment of the medical examination.
However, such data should only be collected after the
employer has made a conditional offer of employment to
the selected candidate. |
| |
|
|
Personal data of unsuccessful applicants
may be retained for a period of up to two years from the
date of rejecting applicants and should then be destroyed.
The data may be retained for a longer period if there
is a subsisting reason that obliges the employer to do
so, or applicants have given their consent for the data
to be retained beyond two years. |
