With a clear recruiting strategy, innovative tools and sound insider know-how, we find the digital experts and talents that really fit you and accompany your path to success. We are your top recruiting partner when you are looking for the best for your company!
We find exceptional leadership personalities and high potentials at C-level for you, who will lead your company confidently into the digital future. We combine innovative search methods and scientifically based personality diagnostics with a personal consulting approach that goes far beyond the classic process.
With Interim Recruiting & HR, we provide you with customised support for your recruiting and HR processes. You choose the desired support flexibly and according to your needs from our modular service catalogue – we calculate the required person days and set up a project timing. Your advantage: Transparent billing on a plannable daily rate basis and close cooperation that relieves your core team.
You have temporary capacity bottlenecks and are looking for quick support for your project and day-to-day business? With our extensive pool of freelancers and consultants, we can quickly and directly provide you with professional, independently acting interim managers who, with their expertise and professional experience, ensure that your project runs smoothly.
Systematic success: All our search and recruiting activities follow a proven and innovative process. In all phases of the process chain, we not only rely on our specialist expertise, but also use cross-channel screening technologies, intelligent diagnostic tools and AI-based personality tests for the precise evaluation of cognitive and social skills.
Data Protection in Human Resource Management
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Data protection in human resources is a top priority in order to protect the personal rights of employees. The following article explains what you need to watch out for.
The aim of data protection is to protect the personal rights of applicants and employees. The Federal Data Protection Act has regulated data protection for employees since 2017 and gives them clearly defined rights. Accordingly, every employee has the right to request and have access to information from their employer about the data stored on them, including their personnel file.
The employer also has to inform the employee about the following:
What data has been collected?
How is the collected data processed?
Who has access to the data?
How long and after what criteria is the data being stored?
If the collected data is incorrect or outdated, the employee has a right to have their data deleted or corrected.
The employer is obliged under the Data Protection Act to keep personal information strictly confidential. In return, the employee is obliged to provide all necessary data for employment.
If personal data is transmitted to third parties, e.g. for the purpose of payroll accounting, this transmission may only take place in encrypted form. The data has to be protected from access by unauthorised third parties within the company. In case the company works with modern software, it can rest assured that the data protection requirements are being fulfilled. In order to document the individual data processing steps, the software creates a register of processing activities in accordance with Art. 30 (2) GDPR.
There are also certain requirements that have to be met when it comes to application management. For example, the application documents and all related data can only be stored for a maximum of six months. Applicant data may be forwarded to other persons involved in the application process. However, after six months all data pertaining to the applicant has to be entirely deleted, including emails. Upon request by the applicant, the HR department must be able to prove to whom the documents have been forwarded and that the deletion has taken place.
This goes to show that data protection in human resources is a very important topic. A breach of data protection regulations can result in fines of up to €20 million or up to 4% of the company’s annual worldwide turnover (whichever is higher).