This week we ran a RecruiterZone Live Show for Jobg8, ahead of their summit in Nashville, all about the impact of GDPR on USA based job board professionals. We also did one at the tail end of 2017 for a European audience. I was joined by GDPR expert Lucy Kendall. During the show we tackled a lot of questions (see below the image for them) from the large audience. You can watch the show here:
Questions included:
- What is the duration that a job board should store a candidate’s details?
- When the candidates submit their CVs, will they have to know where their CVs is going?
- What is the actual risk to the business/As a business owner what should my main concern be?
- What should I have done by now/be doing?
- As a job board owner am I a data processor or a data controller and why does that matter?
- Can you give me a specific example of which is which?
- What impact does GDPR have on my marketing activities to candidates I’m trying to engage with my job board. And is that different from staffing agencies and employers
- What is a Subject Access Request?
- I heard about a job board not taking applications from EU residents
- Should I delete EU residents from my resume database?
- I currently sell job seeker traffic do I need to worry about GDPR?
- How does the GDPR affect the sharing/selling of candidate data to 3rd party companies?
- Do I need to pay a lawyer?
