---
esco_uri: http://data.europa.eu/esco/skill/73e7e2f4-7e5f-4e6c-86c2-3b5fbd191172
esco_label: "maintain privacy of service users"
relation: essential
onet_soc: 13-1071.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# maintain privacy of service users — Recruiter

As a Recruiter, 'maintaining privacy of service users' isn’t just about GDPR compliance; it’s woven into *every* interaction with candidates. Daily tasks like reviewing resumes, conducting interviews (often including sensitive personal details like salary expectations or reasons for leaving previous roles), and sharing candidate profiles with hiring managers all require strict confidentiality. You're handling people's career aspirations – their livelihood depends on you protecting that information. Tools used - ATS systems, email, messaging apps - must be secured and access controlled. 

A common pitfall is 'casual conversation'. Discussing candidates with colleagues *outside* the hiring team (even seemingly harmlessly) breaches privacy. Another is failing to get explicit consent before sharing a candidate’s information beyond what's necessary for the specific role they applied for, or keeping data longer than legally required. Remember, even publicly available LinkedIn profiles don't give you carte blanche – treat all candidate data as confidential until permission is granted.

Good practice looks like proactively explaining your privacy policy to candidates during initial contact (how their data will be used, stored, and protected). It means redacting sensitive information from resumes when sharing with hiring managers unless directly relevant to the job requirements.  It also involves securely deleting candidate data after a reasonable period or upon request, documenting all consent received, and being able to clearly articulate your firm’s data handling procedures.

Finally, remember 'service users' aren't just those actively applying. It includes past applicants whose data you retain. Regularly audit your processes – are you truly minimizing data collection? Are access controls robust?  A breach isn't just a legal issue; it destroys candidate trust and damages your firm’s reputation.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
