What NOT to Include in Your Job Application

It's been four years since the introduction of Europe's data privacy and security law on 25 May 2018 and we continue to share our personal data multiple times a day without giving it much thought.

Our printers, scanners (and faxes if you still use them) are storing data we likely have forgotten about, we're using our computers and mobile devices constantly, whilst adding devices like Alexa to our homes.

After the fuss around the new regulations, we all relaxed again and have stopped thinking about what data is being collected, where it's stored and what it's being used for.

So what about the job application process specifically?

Do you know what you should and shouldn't be sharing? And has it ever occurred to you that even if you are comfortable sharing lots of information, many businesses are really not OK receiving it?

In short - don't overshare. It's not necessary, it's not helpful, it's dangerous and it's not welcome.

As a professional recruiter, I'd strongly advise you against sharing what is called 'Special Category Data'.

What is Special Category Data?

This is data which is deemed to be particularly sensitive and should be carefully considered before sharing or storing anywhere. For example, information about your:

race;
ethnic origin;
politics;
religion;
trade union membership;
genetics;
biometrics (where used for ID purposes);
health;
sex life; or
sexual orientation

Yes, hirers need to know if you have the Right to Work in the UK. But please don't send a copy of your passport as a matter of course. When the right time comes and this check needs to occur, you'll be asked.

Anyone collecting data has a huge responsibility to you and we don't want too much of it. Really, we don't.

The not-so-new GDPR legislation is giving you greater control over your data, quite rightly. Take responsibility for that data and how it is used.

Don't overshare.

Clare Wight is the founder and Managing Director of Clarity Appointments, an independent recruitment specialist. She served as a Regional Director for The Employment Agents Movement, supporting other independent recruiters.

She remains an active member of Recconnect (formerly Members Only), a recruitment leadership network promoting high ethical standards, collaboration, diversity, equity and inclusion.

She believes business owners are more fulfilled and higher-performing when they provide emotional and professional business support to other business owners, even those they deem to be competitors. She does this actively, whilst challenging and updating her skills and knowledge of the recruitment sector, enabling her to offer the best advice to firms looking to make their next hire.