WHY THIS WORKSHOP

To say that the recruitment industry is disrupted by GDPR is an understatement.  There’s too much myth and legend about GDPR and seemingly little practical advice. From generic to specific, now is the time to apply GDPR in your organization. We run the GDPR Workshops for Recruitment to give recruiters positive and practical advice that will not compromise recruitment success.

Dedicated to understanding how GDPR impacts your recruitment strategy and processes, what decisions you should make and what changes you should implement in your current practice.

  • 25 MAY 2018 OR DAY 0: LET’S REVIEW WHAT YOU CAN AND CAN’T DO ANYMORE
  • CONSENT & LEGITIMATE INTEREST – THE WHEN AND HOW – a practical hands-on analysis of all your sourcing channels (job boards, company career sites, job fairs, recruitment companies, general/ spontaneous applications received via email, social networks recruitment, referral programs, professional communities etc.)
  • WHERE DOES YOUR RECRUITMENT DATA “LIVE” AND “LEAVE”? – understanding options and selecting the best fit for your organization (e.g.: using job boards as CV repositories vs using ATS OR outsourcing vs insourcing CV collection and screening)
  • ARE YOU CREATING NEW PERSONAL INFORMATION DURING THE SELECTION PROCESS? You probably do! – what you need to know to make sure you comply with the transparency and portability principles)
  • PROFILING AND AUTOMATED DECISION MAKING! Are you sure you don’t use it?
  • WHEN SHOULD YOU DELETE DATA? Rethinking your CVs retention policy for maximum impact and getting ready to handle the right to be forgotten
  • ADJUSTING YOUR RECOMMENDATION AND BACKGROUND CHECKING PROCESS

A closer look at best practices & top operational responses to GDPR that are required to support the cultural and behaviour shift involved for long term governance and compliance.

  • PRIVACY BY DESIGN, PSEUDONYMISATION & ENCRYPTION in your recruitment process
  • HOW TO HANDLE DATA SUBJECTS (CANDIDATES) RIGHTS – your biggest challenge yet
  • RISK MANAGEMENT APPLIED TO YOUR RECRUITMENT PRACTICE
  • THE DIFFERENCE BETWEEN TECHNICAL AND ORGANIZATIONAL MEASURES – ex. you can use a software for recruitment or an excel database but there are still organizational measures to be taken like setting the right functions and the right number of functions that are allow to access the data
  • HOW TO DEMONSTRATE COMPLIANCE – must does, fast wins & priorities for future
  • THE CANDIDATE EXPERIENCE – from vulnerability to opportunity
  1. DO’S AND DON’TS FOR YOUR RECRUITMENT PRACTICE AND TEAM
  2. CANDIDATE PRIVACY AGREEMENT – template and recommendations
  3. CONSENT – templates & recommendations for each sourcing channel
  4. RETENTION POLICY AND CONSENT LOOPS
  5. DATA SUBJECTS RIGHTS – a comprehensive procedure that can be easily customized to match your internal workflows
  6. DETAILED RECRUITMENT DATA FLOWS
  7. TECHNICAL AND ORGANIZATIONAL MEASURES – sample controls catalogue

WHERE: Can be organized on your premise or a location selected by you

WHEN: 2 days in the same week – according to your schedule

PRICE: 1.200 EUR + VAT

WHERE: Check out our calendar

WHEN: 2 consecutive days – Check out our calendar

PRICE: 275 EUR + VAT/ attendee

WHY THIS WORKSHOP

HR is considered a high-risk business function with a high likelihood of data subject complaints, regulatory enforcement actions, and potential fines for non-compliance. Although it can be tempting to see 25 May as a finish line unfortunately this isn’t the case. True GDPR compliance is not measured in your alignment with the rules on the day it gets implemented, but more so your entire organisation’s alignment thereafter. The first step, as with any big looming project, is to break it down into more manageable buckets of work, prioritising them, assessing the risks and just working slowly but surely to a good place. We run the GDPR Workshops for Employers to give HR professionals positive and practical advice on what needs to be done and when.

Dedicated to understanding how GDPR impacts your HR processes and practice, what decisions you should make and what changes you should implement.

 

  • WHO ARE ‘YOUR EMPLOYEES’? – The most obvious ones are the standard full-time employees. Then, depending on what information the company collects, your ‘employees’ under GDPR can also include casual workers, flexi staff, agency workers as well as potentially consultants and other independent contractors. Even if you collect very little personal data on these categories of data subjects, they are entitled to the same rights as any other data subject under GDPR.
  • DATA MINIMIZATION, PURPOSE LIMITATION & LAWFUL BASIS FOR PROCESSING
  • WHERE DOES YOUR HR DATA “LIVE” and “LEAVE”?
  • FAIR AND TRANSPARENT HIRING – Employers can meet the obligation to be transparent by providing clear, concise, understandable and accessible information.
  • WHEN SHOULD YOU USE CONSENT IN THE EMPLOYER – EMPLOYEE RELATIONSHIP? – a full review of employee data lifecycle (hiring, onboarding, time & attendance, payroll, performance management, training, compensation and benefits etc.)
  • INFORMATION THAT MUST BE PROVIDED TO EMPLOYEES – how and when
  • EMPLOYEE SURVEILLANCE AND USE OF CCTV IN THE WORKPLACE
  • TERMINATION OF EMPLOYMENT – what should happen to employee data when a contract for employment is terminated

A closer look at best practices & recommendations that are required to support the cultural and behavior shift involved for long term governance and compliance.

 

  • THIRD PARTY RELATIONSHIPS: SAFE HAVENS? – data controllers vs data processors
  • HOW TO HANDLE DATA SUBJECTS RIGHTS – extra rights means extra resources?
  • EMPLOYEE GDPR AWARENESS AND TRAINING – from design & delivery
  • THE DIFFERENCE BETWEEN TECHNICAL AND ORGANIZATIONAL MEASURES – ex. you can use a software or an excel database for hr data but there are still organizational measures to be taken like setting the right functions and the right number of functions that are allow to access the data
  • PRIVACY BY DESIGN, PSEUDONYMISATION & ENCRYPTION applied to business as usual
  • INTERNAL AND EXTERNAL COMMUNICATION CHANNELS – internal newspapers, magazines, events
  • HOW TO DEMONSTRATE COMPLIANCE – must does, fast wins and priorities for future
  1. DO’S AND DON’TS FOR YOUR HR TEAM
  2. EMPLOYEE DATA PRIVACY AGREEMENT – template and recommendations
  3. REVIEW OF RECRUITMENT PROCEDURE – how to handle consent in recruitment
  4. CONSENT for HR processes –  templates & recommendations
  5. DATA SUBJECTS RIGHT TO TRANSPARENCY – template – the right to be informed
  6. DATA FLOWSscope of processing and storage period
  7. GDPR AWARENESS AND TRAINING – template and recommendations
  8. TECHNICAL AND ORGANIZATIONAL MEASURES – how to be compliant with minimization, proportionality and purpose limitation
  9. DATA PROTECTION RESPONSIBLE – purpose and job description

WHERE: Can be organized on your premise or a location selected by you

WHEN: 2 days in the same week – according to your schedule

PRICE: 1.500 EUR + VAT

WHERE: Check out our calendar

WHEN: 2 consecutive days – Check out our calendar

PRICE: 325 EUR + VAT/ attendee

GDPR FOR RECRUITMENT

WHERE: BUCHAREST

WHEN: TBD

PRICE: 275 EUR/ attendee (plus VAT)

GDPR FOR RECRUITMENT

WHERE: CLUJ-NAPOCA

WHEN: TBD

PRICE: 275 EUR/ attendee (plus VAT)

HR UNDER GDPR

WHERE: CLUJ-NAPOCA

WHEN: TBD

PRICE: 325 EUR/ attendee (plus VAT)

HR UNDER GDPR

WHERE: ORADEA

WHEN: TBD

PRICE: 325 EUR/ attendee (plus VAT)