#6/8: Right to check the personal data collected

History

The Web, as well as apps, still have a long way to travel before it is second nature for services to offer data checking to its users. Or indeed for users to expect this ability.

While data protection laws are mature in many jurisdictions the rights to access the data and the obligations to provide access are still a work-in-progress.

Frustrations

Candidates and employers are not well served if incorrect or outdated information is being used in the recruitment process.

The side effect

If employers are making decisions on inaccurate information then good candidates can be overlooked and time-wasted chasing ill-fitting contenders or the plain unavailable..

The standards we all need

Candidates need to have easy access to the information stored about them with facilities to query, correct or update any inaccuracies. This needs to be extended beyond profile fields to the metadata generated by their use of products and services.

All Charter Rights

#5/8: Right to control where personal data is sent

History

Many middlemen play a numbers game to attract, both customers and candidates: "The most ads", "The most candidates". 

In this vicious circle of the numbers war the interests of the candidate can sometimes be forgotten and their data stored and exchanged without their express permission.

Frustrations

Employers can feel removed from this process as candidates are often pitched a vacancy without all the relevant information (see Rule #1 & Rule #2).

Strong candidates don't feel they have enough control of the process and can there time wasted discussing vacancies they would not be interested in.

The side effect

Candidates develop an unwillingness to apply for positions through the recruitment industry as they don't feel in control. There are even examples of a candidate's current employer receiving their CV from an overeager, overworked recruitment consultant - the last thing a candidate wants to happen!

The standards we all need

Agents need to get permission from a candidate for each company they wish to send their CV and details to. A good practitioner will also delete candidate data after a handful of months of receiving it unless receiving assurances from the candidate that they are still seeking employment and wish to be represented.

All Charter Rights