Compliance in Recruitment

What is compliance?

Compliance is the act of conforming to rules, regulations and laws set by authority. There is a large importance to compliance within businesses such as legal protection, by adhering to the laws and regulations set by authority businesses can avoid fines and penalties. Complying to data protection regulations is also important for business to avoid fines, having the correct compliance procedures in place can enhance customer trust as people feel confident that their data is being sorted correctly.

Types of compliance

Regulatory compliance – This type of compliance is adherence to laws and regulations imposed by authority. Regulatory compliance covers sectors such as healthcare, finance, manufactory and much more. An example of a Regulatory compliance law In the UK is The Health and Safety at Work Act (HSWA), this is the general obligation on employers to protect employee’s health, safety and welfare.
Corporate compliance – This is a companies internal polices such as workplace conduct or environmental policies. Corporate compliance ensures a company adheres to their internal standards.
Data Privacy and Security Compliance – Compliance within this sector ensures the safety of personal information. With regulations such as GDPR ensures you are adhering to this type of compliance.

What does a compliance officer job involve?

The overall job of a compliance officer is to ensure the business operates within the applicable laws, regulations, and internal policies.

A compliance officers main responsibilities include:

Create and implement compliance programs that include clear policies, procedures, and controls.
Keep up to date with changes in laws, regulations, and industry standards to ensure the business stays compliant.
Help develop compliance knowledge throughout departments within the company.
Regularly update management and other stakeholders about compliance issues, changes, and improvements.

Meet the Team

What is General Data Protection Regulation?

General Data Protection Regulation (GDPR) is a regulation put in place by the European Union in 2018, this was put in place to protect privacy and personal data. GDPR has regulations on how companies collect, store and process personal data ensuring that everyone’s privacy is respected.

GDPR has an impact on recruitment as it has rules on the ways you store, send and deal with an individual’s data. When collecting data from candidates you must be transparent with them on how their data is being stored and what it is being used for.

GDPR In compliance refers to the business’ adherence to the rules and regulations, GDPR sets out strict guidelines for how personal data should be collected, processed, and stored, and it’s especially relevant in recruitment, where sensitive personal data is handled regularly. Recruiters collect and process large amounts of personal data, including resumes, identification documents, contact details, and employment history. Under GDPR, this information must be handled with care, ensuring that it is stored securely, used only for its intended purpose, and kept up to date. Penalties for failing to comply with GDPR can be severe, including fines up to 4% of a company's annual global turnover or £17.5 million— whichever is higher.

Right to Work in Recruitment

The right to work in a particular country is a crucial factor when recruiting candidates, particularly in the context of immigration laws and regulations. In the UK, for example, employers are required to verify that a candidate is eligible to work by checking and retaining copies of relevant documentation, such as passports, visas, or biometric residence permits. The same applies in many other countries, each with its own regulations. Additionally, recruitment companies should keep accurate and secure records of the right-to-work checks they have conducted. This not only provides proof of compliance if ever challenged by authorities but also helps streamline the recruitment process in the future. right-to-work checks are a crucial aspect of recruitment not only do they ensure compliance with immigration laws, but they also protect the recruitment firm from potential legal repercussions.