By Susan Singleton
Absolutely up-to-date, this professional document explains find out how to agree to the recent laws, keep away from felony prosecutions and severe fines and retailer on high priced criminal charges.
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Additional info for Data Protection Law: 2006 Update (Thorogood Professional Insights)
2. Only carry out pre-employment vetting on an applicant at an appropriate point in the recruitment process. Comprehensive vetting should only be conducted on a successful applicant. THOROGOOD PROFESSIONAL INSIGHTS 31 2 RECRUITMENT 3. Make it clear early in the recruitment process that vetting will take place and how it will be conducted. 4. Only use vetting as a means of obtaining specific information, not as a means of general intelligence gathering. Ensure that the extent and nature of information sought is justified.
Make clear the extent to which information will be released to third parties. 4. An employer intending to use pre-employment vetting must determine carefully the level of vetting that is proportionate to the risks posed to his or her business. Employers must be very clear as to what the objectives of the vetting process are and must only pursue avenues that are likely to further these objectives. Vetting should be designed in such a way that only information that would have a significant bearing on the employment decision is likely to be obtained.
ACTION • Determine whether all questions are relevant for all applicants. • Consider customising application forms where posts justify the collection of more intrusive personal data. • Remove or amend any questions which require the applicant to provide information extraneous to the recruitment decision. g. banking details) but are not relevant to unsuccessful applicants. 3 Only request information about an applicant’s criminal convictions if that information can be justified in terms of the role offered.
Data Protection Law: 2006 Update (Thorogood Professional Insights) by Susan Singleton