Let’s continue this series looking at Generally Accepted Privacy Principles (GAPP) and how they relate to HR in general and onboarding in particular. Here is a peek at Principles 4 and 5.
HR sometimes unintentionally toes the line between appropriate and inappropriate collection and use of private information. With the advent of GINA, there’s been a big kerfuffle over whether it’s OK to dig through the internet to accumulate personal data on candidates and employees. The fear is that such data gathering efforts might be prejudicial against individuals with medical conditions. Two recent stories have hit the news about city and state government agencies requiring employees to fork over their FaceBook passwords – with predictable outrage as the result.
Until the dust settles, it’s probably best to act conservatively in collecting information without employees’ knowledge or consent. The GAPP folks rightly point out that gathering more data than necessary can increase liability, raise administration costs, and make it more likely that information will be used inappropriately or disclosed unintentionally. With Universal Onboarding, the information you collect on data panels and through third party screening partners can be customized based on business necessity. That way, you’ll avoid overstepping the bounds of your new hires’ privacy.