During a job application process, employers collect a large amount of personal data about applicants, first of all from their application letters and resumes. During a job interview, people that are present may take notes of the answers given by an applicant, the way the interview develops, and the impression they get of the applicant. Finally, the application process may include a screening, assessment, psychological test, or physical (hiring examination).
Retention Period for Application Data
If an applicant did not get the job, the organization will typically remove his or her data within 4 weeks after the end of the application process.
Applicants may give consent to keep their data longer, e.g. because a suitable position may open up at a later time. A period of up to 1 year after the end of the application process is reasonable.
Yes, if this is directly relevant to the job you are applying for, e.g. if you are unable to perform key elements of this job due to an illness or disability. You do not have to reveal any other information about your health.
In the event you become unfit for work due to an illness or disability you did not reveal during your job interview, this may have consequences for the continued payment of your wages during your illness. In addition, your employer may dismiss you with immediate effect.
No, you have no obligation to do so. If you are asked whether you are or want to get pregnant, you have no obligation to tell the truth.
You can, however, say that you are or want to get pregnant if you want to say so yourself. An employer is not allowed to turn you down because you are or want to get pregnant.
In principle, this is not forbidden. You should keep in mind that any online information about you is public. An employer should realize, however, that not all online information is necessarily true. If an employer uses online information during an application process, he or she should allow you to explain any information found.
If you do not want your future employer to check out your social media profile(s), you should block access to your profiles for unknown persons, using your privacy settings.
This is only allowed if the employer meets certain (statutory) conditions. Those conditions are meant to protect your privacy. For some jobs, e.g. in childcare, screening is required by law.
Screening during an Application Process
It is important for employers to hire reliable workers. This is why an employer you are applying for a job with may decide to screen you. This means that the employer will collect more detailed information about you.
A typical screening involves checking the information in your resume. This can be done by calling the references you provided, or by googling you, for examplen.
Conditions for Screening
The main conditions for being allowed to conduct a screening are:
Legally Required Screening
If a screening is required by law, the employer may ask for a so-called Certificate Regarding Conduct (Certificate of Good Conduct).
In addition, special statutory provisions apply to screening for positions of trust, such as for police officers and some government jobs.
More Information about Screening
See Screening for more information about the requirements employers must meet when screening applicants or employees.
Yes, you have the right to inspect your application data. You can also ask to correct or remove them.
If you have a complaint about the use of your personal data during your job application, you should first go to the employer you applied with. If you cannot sort things out with the employer, there are follow-up steps you can take.