AeroProfessional Limited: Registered in England No. 05532247
AeroProfessional Recruitment Limited: Registered in Ireland No. 641747
Preparing for the introduction of GDPR in aviation recruitment should be high on your priority list right now.
With new rules set to come into force from 25 May (and, heavy penalties to be levied for non-compliance), you urgently need to review your stored data, data processing and protection processes.
Let’s take a closer look:
The introduction of the General Data Protection Regulation (GDPR) is an EU initiative designed to reinforce data protection for all EU citizens.
Effectively, this brings the law into line with how consumers (or ‘candidates’ in recruitment terms) expect their personal data to be used today.
In short, GDPR will give candidates more say over their data, requiring it to be processed:
These rules apply to all data ‘controllers’ and ‘processors’ when dealing with any EU resident, even if the company in question is based elsewhere.
The legislation covers all data defined as ‘personal’. The EU has expanded the scope of this definition to include all economic, cultural, mental health and IP information, in addition to other personal details.
Candidates can also request an overview of the personal data you store on them and request the deletion of their data.
In practice, this will severely limit how you use both the data you already have, and that which you will acquire in future.
To enforce this new legislation, the EU has outlined fines for data breaches or non-compliance of up to €20 million, or 4% of your global annual turnover if this figure is greater.
Here’s a quick introduction to how you should get ready for GDPR in aviation recruitment:
Start by deleting any data that doesn’t meet the relevant protection and authorisation thresholds.
Then, map out all the places you store candidate information, including:
Next, create a list of all the ways you gather data, such as via email, website registration forms, call notes and event lists.
Review your data gathering systems
Review all these data gathering systems to check they adhere to the new criteria. And, ensure you provide candidates with plenty of information about how you intend to use their details.
Document your processes in writing in case you need to provide them to a third party. And, convert your candidate data into an accessible format (such as CSV) to issue to candidates, or transfer to another organisation on request.
Look closely at your data protection processes (get professional assistance if required) and ensure they’re as watertight as possible.
Establish a process by which you’ll notify the Information Commissioner’s Office (ICO) within the allotted 72-hour window in the event of any breaches.
Take all this into account, and you’ll be well on your way towards preparing for GDPR in aviation recruitment.
Stay the right side of GDPR legislation and keep your hiring processes running like clockwork by calling on AeroProfessional.