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
*Did you miss Step 2? Read it here.
Download: The 2017 Employment Screening Benchmark Report
The 10th Annual HireRight Employment Screening Benchmark Report
The most comprehensive global survey of its kind – providing 10 years of insight on industry best practices.