Not everyone is going to have to make changes to their recruitment processes.  We have many customers who just use Flat Fee Recruiter for all their advertising.  They do not advertise or get CV's from other sources, all CV's are stored in our system and they don't intend to keep the candidate details locally either.  These customers probably do not need to do anything to comply with GDPR as they are already compliant with the Flat Fee Recruiter updates. 

However, as we are all about creating direct hiring strategies for our customers, many of our customers will also advertise across a variety of other sources and they will probably want a bit more control over who has access to which CV's in their business.  They may also have an IT or legal department who have written GDPR statements for recruitment (in line with the other areas of business) and they will need to use these too.  Perhaps they want to keep candidate details for future talent pools and do not have secure central data storage? 

As the whole recruitment strategy and processes are in the firing line for a revamp, these customers would certainly benefit from a chat about a quick & affordable upgrade of our Applicant Tracking System (ATS).  The software can be tailored to incorporate a companies GDPR strategy and enable candidate data to be stored safely.  It also comes with added benefits too, these range from increased brand visibility and free recruitment from dedicated careers pages

Do you need to make changes to comply with GDPR or not?

This quick 2-minute video highlights 3 fundamental questions to ask yourself.  If you answer YES to ANY of them, then we would suggest that you give Recruitment and GDPR some further consideration to ensure that you comply by May 2018.