Becoming GDPR Compliant – Step 3 of 12

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Step one in “12 Steps to GDPR Compliance” blog series covered candidate consent and information notices. Consent is not only vital to HireRight’s service but also on the route to compliance. If you haven’t already, read Step 1 here to make sure you are up to speed on how to obtain consent, what that consent needs to contain, and what it means in the context of employment. Step two looked at data mapping – how to do it, how HireRight supports your efforts, and additional benefits of data mapping.

Now it’s time to continue the journey towards Step 3 on the road to GDPR compliance…

Step 3 – “What are you looking at?” Will consumer access rights become standard under the GDPR?

Subject access requests are already part of the data privacy process, so the concept is not a new one, but under GDPR they will be subject to change. A key thing to remember though, the obligation to respond to a SAR will still lie with the data controller, i.e. the hiring company.

In Step 3, you will learn:

1. What changes there will be to the current process

2. The impact on the data controller

3. How this impacts background screening and your vendor

Click to read the full blog on our EMEA site

*Did you miss Step 2? Read it here.

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HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

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The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.