Everything You Need to Know About Candidate Information in MN
When companies are looking to hire new employees, the hiring process involves collecting a lot of information about potential candidates. In Minnesota, there are specific laws and regulations that govern how companies can collect, use, and store candidate information. Understanding these laws and regulations is essential for businesses to avoid legal issues and provide a fair hiring process for all candidates.
What is candidate information?
Candidate information is any information that companies collect during the hiring process. This includes resumes, job applications, interview notes, pre-employment test results, background checks, and reference checks. This information is used to assess the qualifications of potential candidates and determine if they are a good fit for the position.
Minnesota laws and regulations surrounding candidate information
In Minnesota, companies must follow certain laws and regulations when collecting, using, and storing candidate information. The Minnesota Government Data Practices Act states that candidate information is private data that companies must protect. Companies must obtain written consent from candidates to collect and use their information, and they cannot share it with anyone outside of the company without the candidate’s consent.
Additionally, under the Minnesota Human Rights Act, companies cannot discriminate against candidates based on race, color, creed, religion, national origin, sex, marital status, status with regard to public assistance, disability, sexual orientation, or age. Companies must also make reasonable accommodations for candidates with disabilities during the hiring process.
How should companies protect candidate information?
Companies should take steps to protect candidate information from being accessed or used by unauthorized individuals. This includes storing information in secure locations, limiting access to employees who need it, and regularly deleting information that is no longer necessary. Companies should also have clear policies in place for how candidate information is collected, used, and stored, and should regularly train employees on these policies.
Conclusion
Understanding Minnesota laws and regulations surrounding candidate information is essential for companies to protect themselves from legal issues and provide a fair hiring process for all candidates. By collecting and using candidate information appropriately, and taking steps to protect it, companies can create a more efficient and effective hiring process while respecting the privacy and rights of potential candidates.
