There are just days left of the transition period until the UK exits the EU. Despite the narrow time frame, few terms of the exit have been finalised. And yet… you have no doubt seen those adverts and billboards reminding business owners to ‘prepare for Brexit’. But what exactly should we be preparing for?
In this post, we take a pragmatic look at the measures recruiters should put in place before any Brexit outcome is revealed.
As you read this, please remember that we are saying this is what Brexit readiness for recruiters might look like. Until a deal is finalised we cannot be sure to what extent any changes may affect existing systems and agreements. However, we have taken the opinions of several experts, and this is what we have learned:
Data could be the biggest sticking point
Remember all of that compliance work you did back in 2018 for the GDPR? Depending on how the Brexit cookie crumbles, you could be asked to re-visit that workload again.
In many ways, personal data is the cargo and commodity of the recruitment industry – and we have all seen those lorry parks in Dover. But the good news is that every early indication has suggested that the UK will follow existing EU rules. And, as a result, this should not cause too many problems for British businesses on January 1st.
However, our legal statuses will have changed, and our companies will no longer be based within the EU. Strict GDPR legislation states that the personal data of EU citizens should not be passed to, transferred or shared with recipients outside the European Union. For this reason, it is advised that you take some essential steps to ensure basic data compliance obligations.
Here’s what we think you should do:
Map your data flows
One exercise you should definitely undertake is to map your data flows and keep a record of your processing tasks.
Your map needn’t be a complex network diagram. Just list your actions and interactions with personal data. For example:
1) ACTION: Candidate personal data collected
• SOURCE: Online Form
2) ACTION: CV Data parsed and stored
• SOURCE: eBoss recruitment database automation
3) ACTION: Candidate personal data retrieved in CV search
• SOURCE: Applicant Tracking System
4) ACTION: Personal data submitted to client
• SOURCE: Applicant tracking system
If you are still unsure about your personal data responsibilities and GDPR after brexit, we have plenty of further reading on the subject.