How will GDPR affect Jobseekers

karlmontgomery • March 23, 2018

How will GDPR affect Jobseekers

The new GDPR (General Data Protection Regulation) legislation comes in to effect 25th May 2018. It will replace the Data Protection Directive. GDPR has been agreed by the European Commission to improve the handling and storage of personal data and putting the person whose data it is, in greater control of how it is used.

GDPR is bringing in greater rights to the owner of the data, to include:

  • The companies holding your data have to state why they’re holding your data and why they need to process it
  • You have the right to request a Subject Access Request
  • You have the right to request that any company erase your personal data
  • You have the right to request that any company restrict the processing of your data
  • You have the right to request that your personal data be transferred to another provider
  • You have the right to object to the company processing your personal data
  • GDPR stipulates that any of your requests must be processed within one month of receipt
  • You have the right not to be subject to a decision based solely on automated processing, such as profiling

Failure to comply with the new GDPR legislation will include much tougher penalties than the Data Protection Directive, which it is replacing. Companies, recruiters and online job boards will all be required to make changes to their data protection policies, how they sign up candidates and the overall recruitment process to avoid receiving penalties.

Putting the Jobseeker in Control

Given how technology has progressed over recent times, the data protection legislation was well overdue an update. For example, it is estimated that more data was created in the last 2 years than the previous 5,000. This, in turn, has seen the process of storing and processing data a much more complicated task, this vulnerability has seen cybercrime become a much bigger problem for not only businesses but the individual.

GDPR’s aim is to put the job seeker in more control of their data and how it is processed, it has also been brought in to put the job seeker in control of what marketing material they receive and in what format. It will see the end of soft opt-in consent across the board. From May 25th 2018 for the company to gain your consent to send you any marketing material, you will have to actively tick the opt-in tick box to formally give your consent.

Companies will now need to keep a full audit trail for every jobseeker they hold data on. They will need to keep a record of how and when the jobseeker gave their consent for the storing and processing of their data when they originally register. They will also need the jobseekers consent to send their CV to a client, again they will need to keep a full audit trail of this.

The full implications of GDPR will become clearer after its implementation. If you have concerns over your personal data being held by a company, you should contact this company directly to discuss what they hold on you. If following that conversation you still have concerns, you can get in touch with the Information Commissioner’s Office.

Recruit Mint is committed to protecting your data and ensuring we only process the information you are happy for us to process. If you’re looking for work still and want to use an agency you feel safe using, then register today

August 18, 2025
Here's an uncomfortable truth for the recruitment industry: we're systematically excluding some of the most talented individuals from our candidate pools. While neurodiversity-related job postings have nearly quadrupled from 1% to 3.8% in recent years, the stark reality remains that just 31% of people with autism are in employment compared to 54.7% of disabled people overall. In a UK market where employers are struggling with talent shortages and the fight for skilled professionals has never been fiercer, this represents a monumental waste of human potential. The recruitment industry has a problem, and it's one of our own making. Traditional recruitment processes are designed by neurotypical minds for neurotypical candidates, creating barriers that systematically filter out neurodivergent talent. But here's the kicker: teams with neurodivergent professionals are 30% more productive than those without and boast a 90% employee retention rate. If you're not implementing neurodiversity recruitment strategies, you're not just missing out—you're actively disadvantaging your clients and your business in an increasingly competitive market.
By Karl Montgomery August 18, 2025
Here's a hard truth that might sting: your CV isn't enough anymore. In today's hypercompetitive UK job market, where unemployment has reached 4.6% and over 100,000 jobs were lost between April and May 2025, standing out isn't just advantageous—it's essential for survival. With 52% of working-age adults unable to complete all 20 basic digital tasks that industry and government agree are essential for work, the candidates who can demonstrate their digital competency through a professional portfolio will have a significant advantage. But here's the controversial bit: most professionals are creating portfolios completely wrong. They're either treating them as glorified CV extensions or cramming them with irrelevant work that dilutes their impact. If you're serious about career advancement, it's time to master professional digital portfolio creation properly.
By Karl Montgomery July 22, 2025
Here's a statement that will make every recruitment leader squirm: Your recruitment marketing is burning money, and you don't even know it. While you're celebrating that uptick in applications, your actual quality hires are plummeting. While you're patting yourself on the back for lower cost-per-application, your cost-per-quality-hire is spiralling out of control. And while you're obsessing over job board metrics, your competitors are leveraging recruitment marketing analytics to dominate the talent market. The harsh reality? 57% of marketers use leads to measure the success of their marketing initiatives. In recruitment terms, that's like judging a restaurant by how many people walk past the door instead of how many actually buy a meal and come back for more.
By Karl Montgomery July 22, 2025
Here's a controversial statement that'll ruffle some feathers: Your pandemic career gap is not the liability you think it is—it's actually your secret weapon. While you've been losing sleep over that employment gap between March 2020 and whenever you landed back on your feet, the recruitment landscape has fundamentally shifted. That gap you're trying to hide? It's become so commonplace that more than half (53%) of all candidates screened in the last 12 months have career gaps on their CVs, according to employment screening provider Accurate Background. The pandemic didn't just change how we work—it rewrote the rules of what employers expect from a CV. If you're still approaching your pandemic career gap resume with pre-2020 thinking, you're not just behind the curve; you're potentially sabotaging your chances with outdated anxiety.
By Karl Montgomery July 14, 2025
Here's an uncomfortable truth that most recruitment leaders won't admit: your current ATS is actively sabotaging your ability to find the best candidates . While you've been religiously adding keywords to job descriptions and hoping for algorithmic magic, the most talented professionals have been slipping through your digital fingers – not because they lack the skills, but because they don't speak your system's rigid language. The recruitment technology revolution isn't coming. It's here. And it's fundamentally rewriting the rules of candidate discovery in ways that make traditional keyword-based systems look as outdated as fax machines in a WhatsApp world. Welcome to the age of AI candidate search technology, where understanding context matters more than matching words, and where the smartest recruitment teams are already gaining an almost unfair advantage over those still stuck in Boolean search hell.
By Karl Montgomery July 14, 2025
Here's an uncomfortable truth: most of us are rubbish at negotiating our own worth . While 55% of job candidates don't even attempt to negotiate their salary, the very employers who'd benefit from their skills are sitting there wondering why talented people keep walking away from "generous" offers. But here's where it gets interesting – we're living through the biggest shift in workplace transparency since the gender pay gap reporting requirements landed in 2017. Pay transparency isn't just knocking at the UK's door; it's already reshaping how smart candidates approach salary conversations. The question isn't whether you should negotiate – it's whether you're equipped with the salary negotiation strategies that actually work in 2025.
By Karl Montgomery May 14, 2025
The UK's food manufacturing sector stands at a critical crossroads. With advanced automation technologies revolutionising production processes, a significant disconnect has emerged between the sophisticated capabilities of Industry 4.0 systems and the skills of the existing workforce. This gap isn't just a minor operational challenge—it represents an existential threat to the sector's competitiveness, productivity, and long-term sustainability.
By Karl Montgomery May 14, 2025
The explosion of e-commerce has fundamentally transformed the logistics landscape, pushing traditional warehouse and distribution models beyond their limits. In the UK, where online penetration rates have increased from 9.3% to 26.6% between 2012 and 2022, logistics providers face mounting pressure to deliver faster, more flexible solutions while maintaining efficiency and controlling costs. This revolution isn't just changing what logistics teams do – it's transforming how they're structured, the skills they need, and the roles they're creating to meet the demands of the digital commerce age.
By Karl Montgomery May 14, 2025
In today's fast-paced business environment, the ability to secure top talent quickly has become a critical competitive differentiator. Yet many organisations continue to struggle with prolonged hiring processes that not only frustrate candidates but also impact the bottom line in ways that often go unmeasured. While quality hiring decisions should never be rushed, there's a substantial difference between thorough assessment and unnecessary delays.
By Shazamme System User May 12, 2025
In the competitive landscape of technical recruitment, your CV might secure you an interview, but it's your problem-solving prowess that will land you the job. Technical interviews have evolved far beyond simple knowledge checks, becoming sophisticated evaluations of how you approach challenges, communicate solutions, and adapt under pressure.
Show More