[Skip to content]

Recruiter
Search our Site
Tuesday 28 February 2017
CURRENT ISSUE
To read the latest issue, Recruiter cover
To view past issues, click here

Subscribe

SPECIAL REPORTS
March 2017 start up supplement
HOT 100 - 2017
FAST 50 - 2017
Guide to Recruitment Software 2017
Recruitment industry suppliers 2016/17
Managing agency workers & contractors
Start-up
Software Guide
Fast 50
HOT 100
Digging His Scene
Guide to Recruitment Industry Suppliers
Managing agency workers 2015
Recruiter - Guide to recruitment software 2015
Fast 50 2015
Recruiter Software Supplement
Hot 100
.

Right to privacy on Google may impact recruitment

June 2014 | By Colin Cottell

FROM JUNE 2014’s RECRUITER MAGAZINE

The implications of the recent ruling by the Court of Justice of the European Union in the so-called ‘right to be forgotten case’ could be many and varied, recruiters have told Recruiter.

The ruling gives individuals in the EU the right to ask Google to remove links to web pages about themselves by completing an online form (see below for more details). 

Martin Lee, director of sourcing and recruitment for Social Media Research, a Norman Broadbent company, told Recruiter the ruling “will make it slightly harder to find people, but not impossible … We all use Google but there are other search engines”. 

Lee predicted that it would be the most passive candidates that would take advantage of the ruling. He suggested that this might lead to “a reverse effect”, the irony being that “anybody who does that might be more interesting to sourcers”. 

Jonathan Coxon, managing director of social care recruiter Liquid Personnel, told Recruiter that he saw the ruling “as a real positive in our market”. 

He added: “People want a certain amount of anonymity: you don’t want your clients to be able to find you online.” 

Coxon said that he didn’t expect unsuitable candidates to be employed in the sector as a result of removing themselves from Google. “Social work is a market where it is incredibly important to vet people, and Google would never be used on its own when assessing the suitability of a candidates,” he said. 

David Lawrence, MD of specialist telecoms recruiter Vine Resources, told Recruiter that the ruling reinforced the need for recruiters to do “proper due diligence” on candidates, including cross-referencing CVs against other sources of information.

The right to be forgotten ruling

Spanish citizen Mario Costeja González claimed that Google had violated his privacy rights under the European Commission’s Directive on Data Protection, which guarantees a “right to be forgotten” in cases where information is incomplete or inaccurate.

Anyone wishing to have a Google link removed is asked to explain why the link is “irrelevant, outdated or no longer relevant, or excessive in relation to the purposes for which they were processed”.

Colin Cottell

• Want to comment on this story? The Comment box is at the bottom of the page. Sorry for the glitch but just scroll right down and share your opinions!

Page Comments
Please enter your comments below
Fill out the all the boxes and click the 'Submit' button to make a comment on this page
*Comments are added to the bottom of the page. They are moderated and will not be published until approved by the Recruiter team. They may be edited.