Alison Owen
by Alison Owen
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In this blog series, we at Volcanic look at the eight principles concerning GDPR and in-house recruitment. This post looks at the two principles of the right to restrict processing and the right to object for in house recruitment.  


The right to restrict processing


Individuals have a right to block or suppress processing of personal data. When processing is restricted, data may be stored but not further processed.


What does this mean?

  • You are permitted to store the data but not further process it, and you may only retain enough information to ensure the restriction is respected in future.
  • One simple way to achieve this in your web platform is to suspend the user. This will prevent any further processing of data relating to that individual.


The right to object


Candidates have the right to object to processing based on legitimate business interest, the performance of a task in the public interest or in exercising official authority including profiling, direct marketing or processing for purposes of research and statistics.


What does this mean?

  • You must inform the individual of their right to object at the point of first communication, which can be handled automatically by your website once you’ve uploaded your privacy notice.
  • You must stop processing personal data for direct marketing purposes instantly, as soon as you receive the objection.
  • Individuals can be unsubscribed through logging in to their dashboard and withdrawing consent or unsubscribing to email alerts. This should also be able to be managed directly by the recruiter.

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This blog was updated January 2019.


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