By Zadeh N.
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5. In exceptional cases an employer might be justified in collecting information about members of the family or close associates of the applicant. This is most likely to arise in connection with the recruitment of police or prison officers. 6. Employers should use all reasonable means to ensure that any external sources used as part of the vetting process are reliable. Where the vetting results in the recording of adverse information about an applicant, the applicant should be made aware of this and should be given the opportunity to make representations, either in writing or face to face.
Notes and examples 1. Where an organisation is recruiting for a specific job, it is unnecessary to explain how the information will be used if this is self-evident. For example there is no need to explain that information will be passed from the personnel department to the department where the job is located. However, if an organisation is, for example, conducting an initial trawl of applicants for a range of different jobs, perhaps to keep on file and return to as needed, this should be explained.
In such cases there is no obligation to act. 8. g. a previous employer that the applicant has not given as a referee. If the information is subject to a duty of confidentiality, the third party will need some basis on which to justify its release. The employer might obtain consent for this from the applicant in order to avoid the need for the third party to contact the applicant to seek consent. THOROGOOD PROFESSIONAL INSIGHTS 33 2 RECRUITMENT Retention of recruitment records Chapter 3 looks at Records in general in the area of data protection and employment, but in the recruitment side of things records also need to be considered.
A bad network problem for the simplex method and other minimum cost flow algorithms by Zadeh N.