Minimise collection and control access
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Collect and retain information proportionate to the purpose. Prefer structured job-related evidence to broad personal notes. Grant access by role and task, and review it when people move or leave. Separate particularly sensitive information from general hiring discussion where appropriate. Use approved systems and secure transfer routes rather than personal inboxes or uncontrolled spreadsheets. Data minimisation can improve research quality because it forces a clear connection between the field and the decision. A privacy control should be operationally testable, such as verifying that a panel member cannot access unrelated applications.
Worked example
A panel needs evidence for its assigned criteria, not every candidate message or an adjustment request’s private details. The pack contains the necessary assessment material and practical arrangements only.
Put it into practice
Design an access matrix for researcher, recruiter, interviewer, hiring manager and administrator.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Explain the purpose of each permission and remove unnecessary access. Include how temporary access expires and who checks it. A job title alone should not grant unrestricted visibility.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- ICO: Recruitment and selection
UK guidance. Check its current status and updates before implementation.
- GOV.UK: Responsible AI in recruitment
UK guidance on procuring and deploying recruitment AI.