December 19th, 2017 | Sterling

The Top 5 Sterling Blog Posts of 2017

As another year ends, I find myself asking that eternal question, “Where did the year go?” From social media screening to criminal record checks to important GDPR compliance information, we shared quite a variety of human capital management industry and background screening topics on the Sterling blog this past year. Here is a compilation of the top five most popular and highly read blog posts of the past year just in case you missed them.

Sterling is offering a 10-part webinar series about the changes to the way personal data is protected in the European Union when the EU General Data Protection Regulation (GDPR) applies on 25 May 2018. Three out of our top five blog posts refer to the changes to data privacy laws due to the GDPR. We recommend starting with the first webinar in the series, “What You Need to Know with 12 Months to Go” which introduces the changes to come and proceed through the series for more detailed information.

Impact of New Process on Privacy and Personal Information in the UK

Every time a new process or policy is introduced and each time an existing process is adjusted, a careful assessment of the impact to the organisation must be made. This is especially true when a new process or system will involve the use of personal information. The General Data Protection Regulation (the GDPR) which is applicable from the 25^th May 2018 requires that new processes and systems comply with data protection principles or face the consequences of large penalties. Find out more about how the GDPR is impacting data privacy in Impact of New Process on Privacy and Personal Information in the UK.

Consent and Legitimate Interest

Consent is a major component of many privacy laws around the world and, in the case of the EU, will be greatly impacted by the GDPR. The conditions for obtaining consent will ultimately become stricter than the current Data Protection Directive (95/46/EC). Businesses will also have to find the balance between consent and legitimate interest. Find out how consent changes will impact the background screening industry and recommendations for creating a compliant consent policy in the second part of our webinar series, GDPR: Consent and Legitimate Interest.

Sensitive Personal Data and Criminal Data

Not all data is equal. Sensitive data is personal information that could result in illegal discrimination against an individual or pose a serious risk to an individual, such as financial loss or identity theft. Criminal conviction data could be considered sensitive under this description. Therefore, its handling is subject to certain conditions or requirements. Some aspects for processing sensitive data have been updated by the GDPR. Find out what they are and how to be compliant in the third part of our GDPR webinar series, GDPR: Sensitive Personal Data and Criminal Data.

Dos and Don’ts of Criminal Record Checks

Diligent background screening is the first line of defense against poor hiring decisions. Criminal background screening checks can be processed either individually or through a third party/umbrella company, such as Sterling. Learn the types of criminal checks, compliance considerations and the importance of creating a background screening policy in our webinar from earlier this year, Dos and Don’ts of Criminal Record Checks.

The World Has Become a More Social Place

Social media searches need to be compliant with discrimination and privacy laws, identify potentially negative behaviours that can impact brand value and employee safety and have a global reach. Employers should develop a clear policy towards the use of social media for recruitment purposes, in consultation with employees or their representatives where this is required under the law. Our infographic, Social Media Screening, shares tips to help prevent possible discrimination risks that could occur due to social media screening and why it is recommended to use a third-party screening provider when conducting these services.

Looking ahead to 2018, there is likely to be  be many changing regulations and technological trends that could impact the background screening industry. We will continue to keep you updated on the latest topics affecting the Human Capital Management industry and can’t wait to share them with you so stay close to Sterling Blog.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.