Sensitive data

HR-ON holder oplæg om GDPR og rekruttering

HR-ON customers gather to hear an update on GDPR and Recruitment

HR-ON customers gather to hear an update on GDPR and Recruitment 1200 800 HR-ON

Almost a hundred users of HR-ON showed up to hear how the system, in the future, can ensure that their recruitment complies with the new EU Personal Data Regulations (GDPR).

With the EU’s new Personal Data Regulations (GDPR) coming into force, Danish companies must pay close attention to data protection relating to recruitment. It was therefore, not surprising that HR-ON’s GDPR seminar was extremely popular. In fact, extra chairs had to be brought in to accommodate the almost 100 people who came to the seminar.

After everyone had arrived, and found a seat, Ali Cevik, Director of HR-ON, along with most of HR-ON’s staff, welcomed the participants.

Applications and CVs are packed with sensitive data

The new GDPR rules place strict requirements on the documentation of how companies process sensitive, personal information. Candidate applications are of course full of personal information, and GDPR threatens with significantly higher fines for companies that are not in control of their data. Which is one more reason why many companies are nervous about how they will abide by these new GDPR rules, explained Christian Højer Schjøler, Assistant Professor at SDU.

The first speaker of the day asked the audience if they would like to hear a little about the fines, and from their reaction it would seem this is a crucial topic.

“Before the EU’s new Personal Data Regulations came into place, in Denmark you could risk having a fine of between 2000 and 25,000 DKK if you violate the Personal Data Act. Now, the fines could be up to 20 million euros, or four percent of the company’s annual turnover, for both public and private organizations. These significantly higher fines are now in place,” he said.

Many grey areas

From a legal point of view, there are still many grey areas in relation to the law. For example, according to Christian Højer Schjøler, it is not yet known how the fines will affect public organizations. Should the state pay fines to the state? What is clear, is that the fines must be significant enough to strongly discourage companies from violating the new regulations. 

“It must have a deterrent effect,” said Christian Højer Schjøler.

In terms of the information that companies provide to candidates, it is written in the new GDPR rules that this must be in easily understandable language. It cannot be like the mile long terms and conditions that we are often asked to accept online. Basically, companies need to get used to the fact that there is a lot of information which they are no longer allowed to store:

“We have to go from ‘nice to have’ to ‘need to have’,” the lawyer admonished. 

HR-ON is ready for the Personal Data Regulation

When it comes to recruiting, however, there are many things that are already very clear. This was explained by HR-ON’s Head of Concept and Development, Christian Hansen, as he subsequently spoke about the new GDPR laws which are relevant to recruitment.

He explained exactly how HR-ON will solve the challenges of classifying the large amount of data that naturally occurs during a recruitment process. In fact, HR-ON will help companies in relation to their disclosure requirements. He also discussed how HR-ON will ensure that all activities in relation to personal data is logged. He informed the audience that HR-ON is certified in the handling of recruitment data according to GDPR. 

During the seminar, time was set aside for the many attending companies to network. There were also plenty of opportunities to have a chat over a cup of coffee.

Many new initiatives in HR-ON

Before the day came to an end, Ali Cevik and System Developer, Lennard M. Sørensen, gave a presentation on behalf of HR-ON about GDPR and Recruitment. 

Among other things, they informed the audience of the possibilities of signing with digital signatures, retrieving candidates directly from LinkedIn, HR-ON’s news feed and the use of social media. They had a final feedback round, where the daily users if the system could brainstorm new ideas.

HR-ON remains a system designed to facilitate corporate life in a wide range of areas, which now has additional features to help companies adhere to the new GDPR laws, specifically in relation to recruitment. 


Click here to read about HR-ON’s focus onVærdibaseret rekruttering

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First analysis of its kind: HR-ON has asked more than 1000 Danes if they have a good understanding of GDPR

First analysis of its kind: HR-ON has asked more than 1000 Danes if they have a good understanding of GDPR 3353 2514 HR-ON

The EU’s new Personal Data Regulation with a wide range of consumer rights is being rolled out in a few months, but only one in three consumers is aware.

Even though more than seven in ten Danes have felt uneasy about providing personal information on the Internet, less than one in three Danes have heard of the comprehensive European Personal Data Regulation (GDPR), which comes into effect on 25th May this year.  This can be seen in the results of a survey conducted by the research institute A&B analysis, on behalf of HR-ON. A random sample of 1,258 adult consumers participated in the study.

“It is paradoxical that one makes such pervasive legislation to protect consumers and does not do more to inform consumers about it. Is it really about protecting the interests of the consumers or just about going after Google? More should have been done to inform ordinary people about GDPR,” Ali Cevik says.

The Personal Data Regulation will ensure that consumers’ personal information is erased and that a lot of private information is not saved in the first place. If companies violate the regulation, there will be unprecedentedly high fines of up to 20 million euros or up to four percent of the company’s global revenue.

“If a consumer demands information from a high-profile business on the use of their personal data and wins, this could create a big issue. Then others may also realise that they can raise a case and more people will probably do so if they hold a grudge against the business“, says Ali Cevik.

HR-ON has worked with GDPR for a long time

HR-ON has been worked intensively for a long time in order to be ready for GDPR. As an online recruitment system,there are particular challenges with personal data. People are writing large amounts of deeply personal information in an application, and it needs a system like HR-ON to keep track of it, so the system’s customers don’t have to worry about GDPR breaches. 

A lack of knowledge of personal data protection can, in the worst case scenario, lead to people not progressing in their careers and companies not getting the best candidates for their vacancies.

“It is important that people feel safe. We run the risk of people holding back and, for example, failing to look for jobs if they do not know the rules which protect the privacy of their data,” Ali Cevik says. 

It depends on gender and salary

The study shows that slightly more men than women have heard about the Personal Data Regulation. That is 31.9 percent vs. 27.1 percent. Also, the study shows that the knowledge of GDPR is highly dependent on the size of people’s paycheck. The awareness is less than 20 percent for household incomes below DKK 300,000, while it is more than twice as large, 49 percent, for household incomes over DKK 700,000.

“If you do not know the rules, there are many unknown factors that can make you insecure,” Ali Cevik explains.

The study also shows that general insecurity of providing information online is relatively high. In fact, seven out of ten say that they feel of have felt unsafe inputting personal information online. This insecurity increases with age. For young people it is 68.8 percent, while in the 65+ age group it is at 83.5 percent. 

“It is natural that technology alone will scare many elderly people. What is surprising is that so many young people are insecure. They are used to surfing online, posting and tagging each other in all sorts of contexts. Many slightly older people are more reserved,” Ali Cevik says.

The new Personal Data Regulation gives consumers a number of rights in relation to, for example, being informed of what information the company has stored, but Ali Cevik does not expect a burst of GDPR inquiries to companies immediately after 25th May. 

“The first few cases will determine in which direction it will go and how fast. And then, of course, it’s also not the consumer who receives the fine of up to 20 million euros if the rules are not followed,” Ali Cevik concludes.

The important points of the analysis: 

  • While Danish companies are raving about GDPR, less than a third (39.6%) of consumers have heard about it.
    • Slightly more men (31.9%) than women have heard of GDPR (27.1%)
    • Knowledge is highly dependent on income. With a high household income (more than DKK 700,000), 49% heard of it, while at the low household income (less than DKK 700,000) is at 19.3%.
  • More than seven in ten (72.8%) have felt or feel unsafe submitting information online.
    • Women feel less safe (79.1%) than men (66.6%)
    • The insecurity increases with age. For young people (18-34 years old) it is at 68.8%, while for 65+ years it is at 83.5%
    • Insecurity decreases with income. Insecurity is at 77.6% for low-income consumers, while the figure is at 67.7% for consumers in the high income area. 


You can read more about the survey here (pdf)
And here you can read more about personal data and also try our risk calculator

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