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PRESS RELEASE: Carerix emphasises the need for a privacy statement

Delft, 16 February 2016 – A transparent policy, as well as appropriate tools for safeguarding and implementing this policy, are a must for recruitment & staffing companies that approach, introduce and assign candidates to clients on a daily basis. The expansion of the Data Protection Act (Wbp) has increased the need for a privacy statement which is honoured by the whole organisation. A privacy statement clearly shows candidates, and the organisation as a whole, how information is handled within the organisation. Carerix has formulated several practical recommendations about the Wbp, which identify tasks and responsibilities aimed at supporting companies in the recruitment sector when monitoring and acting in accordance with the Wbp.

Need for a privacy statement
A major goal of the Data Prot ection Act (Wbp) is to transparently explain how organisations handle personal data and for what purpose this information is processed. Besides a technological aspect, the protection of privacy also involves a behavioural aspect which can be managed by recruitment & staffing organisations. When doing so, the first step could be to establish a privacy statement which openly and transparently defines common behaviour when processing and registering personal data. A privacy statement can be used to clarify how data is processed while making a distinction between:
• visitors to the website;
• flex workers, candidates, job applicants, self-employed entrepreneurs without staff and (directly employed or seconded) employees;
• employees or representatives of (potential) business relations.
Reporting obligation for data breaches

The government has announced extra measures in relation to enforcing the Data Protection Act (Wbp). Even though the underlying legislation has not changed, elements like the ‘reporting obligation for data breaches’ have been added as of 1 January 2016. If unauthorised persons appear to have accessed an application or system, then the concerned organisation must examine whether it is obligated to report the matter. A data breach will only have taken place if an actual security incident has been encountered, like, for example, losing a USB stick, theft of a laptop or a system being compromised by a hacker. Not all security incidents are also data breaches. A security incident is only categorised as a data breach if personal data has been stolen, or if unlawful processing of personal data cannot be reasonably excluded.

Reinald Snik, director Carerix: “‘Thursday 28 January 2016 was ‘Privacy Day’ . This annually recurring day was established to emphasise the importance of, and need to safeguard, privacy. As a supplier of software for recruitment & staffing, Carerix more than welcomes such initiatives. After all, candidates, freelancers and clients alike want to work with compliant processes and systems without having to worry about whether they are secure or in accordance with the law.”

The whole paper, including specific recommendations about how the Carerix application can be optimised, can be requested here

About Carerix
Carerix is a supplier of recruitment and staffing systems for personnel intermediaries, which are hosted via an SaaS model and supplied via secure data centres. Carerix was founded in 2003 and currently has almost 50 employees and over 650 customers, which includes (divisions of) Randstad, USG, Adecco, DPA Manpower and specialised intermediaries in ICT, oil & gas, finance and the services industry. Carerix serves more than 10,000 users in 17 countries each and every day, and collaborates with various strategic partners. Besides its main premises at TU Delft Science park, Carerix also has a development site in Kiev. For further information: www.carerix.com

Note for editorial staff:
If you require copy-related information, images or a PDF of the whole paper, please feel free to contact Influx PR, Gerline van Wijnen, telephone: 055 3663034 or e-mail: carerix@influx-pr.com

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