---
esco_uri: http://data.europa.eu/esco/skill/8d202e22-85e9-47b1-a1e0-3296d17244cd
esco_label: "observe confidentiality"
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
---

# observe confidentiality — Recruiter

As a Recruiter, 'observing confidentiality' isn’t just about legal compliance – it *is* your core credibility. Daily, you handle incredibly sensitive data: candidate resumes detailing work history, salary expectations, reasons for leaving previous roles (often negative!), and sometimes even medical information disclosed during accessibility discussions. You also receive confidential company info regarding budgets, internal restructuring plans impacting hiring needs, and competitor intelligence gleaned from candidates. This isn't just 'personal data'; it’s competitive advantage for both the candidate *and* the client.

Practically, this means meticulous data security: locking computers when stepping away, using secure ATS systems (Applicant Tracking Systems) with robust access controls, avoiding discussing candidates or roles in public spaces (even vaguely), and never forwarding resumes via unencrypted email. A common pitfall is 'water cooler talk' – casually mentioning a strong candidate to a hiring manager outside of formal channels. Good looks like proactively asking clarifying questions about data handling protocols *and* documenting all confidential information access/sharing within the ATS, demonstrating accountability.

The competence extends beyond active disclosure. You must be vigilant against *inadvertent* breaches. For example, accidentally leaving a laptop open in a coffee shop or failing to redact sensitive info when sharing candidate profiles internally (e.g., removing salary details before sending to the hiring manager).  Remember that even seemingly innocuous information can be pieced together to reveal confidential details. You're often the first point of contact for candidates; building trust through demonstrable confidentiality is paramount.

Finally, understand your obligations under GDPR, CCPA and other relevant data privacy regulations. This isn’t just a legal tick-box exercise; it’s about respecting candidate rights and maintaining ethical recruitment practices.  Regular training on data protection best practices is crucial, as laws evolve. A good recruiter proactively stays informed and applies these principles consistently.

## Weitere Anreicherung

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