Category: News


Preparing for GDPR

By Steve Riley   November 30, 2017  
New GDPR legislation is coming in May 2018 and will affect all digital data businesses (you're a digital data business by the way, whether you realise it or not!). The change extends the current Data Protection Act, 1988 in the UK and is unaffected by the decision to leave the European Union.The change has been signposted for some time but it's only now that many organisations are waking up to the implications. Reverse Delta has been working hard on product changes to support client's obligations under the law and has started discussions on rolling those changes out to the client base.It's important to note that Reverse Delta and our software is part of the solution for our client companies — it's not the entire solution. Your business will have data protection concerns beyond your use of FXRecruiter ...just thought it worth pointing out! This advice relates to Reverse Delta's recruitment clients but much of the information is also relevant to anyone with a website holding personal data.Data requests Do you want an electronic copy of your data? This generates a request to your site administrator by email for an electronic copy of the candidate data. It is your responsibility to supply that data.


We don’t anticipate heavy use for this feature but it must be available.Tip: this one’s a manual process. The request creates an email request to the site admin email address. You need to supply the candidate with a copy of their candidate record from FXRecruiter AND any other information held electronically elsewhere in your organisation (we can’t help with this part!).


Delete my data Candidates must have the ability to delete their account completely – the ‘right to be forgotten’. All websites must have this ability. You also need to be able to do this on their behalf. The candidate dashboard has a Delete Account function. The Delete action is not reversible.


 You can login as the candidate and use the same Delete function on their dashboard or you can use the Delete function from the FXRecruiter Admin panel.  Where an account is deleted, all records of applications still exist but any personal information is entirely wiped from the site’s database.Tip: this is a one-time only function. Deleting the account is not reversible – it can’t be reversible under the terms of the legislation.


One-click unsubscribe Candidates must have the ability to unsubscribe from email alerts easily. We make this as simple as possible by adding a one-click unsubscribe to the bottom of every email alert sent.


The unsubscribe takes candidates to a personalised web page showing their current subscriptions to confirm their removal.  Because the page is personalised, candidates don't need to login with their email address and password.Tip: remove all or fine tune from the same place. Candidates can also fine tune their preferences if they don't want to be completely removed, eg stop alerts for 'Digital Marketing, London' but keep the subscription for 'Marketing, Manchester'


Lazy email alerts Candidates can add their email addresses to be notified of job alerts without going through the full registration process. You will need the ability for these candidates to be deleted from your system.


These candidates have given you their email address but are not registered with you, nor have they applied for any jobs.Tip: people are lazy and need things quickly. We give them a link in their email alert to unsubscribe and totally erase their email record from your site's database.


Registration form CMS element We provide a CMS element that is shown as a preface to the ‘Registration’ or ‘Upload Your CV’ form. You can customise the text to reassure candidates that you are safe custodians of their data and correctly respect their privacy under GDPR legislation.


This is a simple option and we give you a 'get you started' boilerplate text, covering the basics. If you want to customise the language to your brand, that's fine — it's all in the Admin system for you to get the message just so.Tip: keep the message simple. Keep it compliant but friendly, so candidates aren't intimidated by the small print.


Extra tickboxes Related to the above. Your site has extra tickboxes, for example a sign-up to newsletter or blog updates option. These are also covered by GDPR and candidates should be able to manage each type of subscription separately.


For example candidates can unsubscribe from email alerts once they’ve found a job, but stay on your newsletter distribution list so they can stay in touch. They can do this in the Candidate Dashboard.Tip: let candidates and contacts fine tune their own preferences. They may have found a job now but want to stay in touch with you. The more people read your updates the better positioned you’re organisation is. If they share, even better.


  And finally... This advice covers only the information held in FXRecruiter. You must also consider anywhere else candidate data is held within your organisation and have processes for managing it. This includes data exported from FXRecruiter and now held elsewhere. For example, candidate data exported to Excel from FXRecruiter. We don’t control that data, but you are still responsible for its management. Premium service We can work with clients to customise the end user experience and admin to be exactly how they’d like it. Contact your account manager or support.   Resources from our FXRecruiter site Candidate data requests Delete my candidate data Lazy email alerts Registration form CMS element Extra tickboxes One click unsubscribe 

The recruitment ‘Oscars’ — NORA awards

By Dave Haygarth   October 7, 2015  
Anyone in the recruitment sector is probably familiar with the NORAs (National Online Recruitment Awards).We're delighted to have been nominated for our work on two different websites for 2015. Nominated websites... People Marketing – a boutique recruitment agency specialising in the fashion and lifestyle industry. Finalist in the Best Small Recruitment Agency Website category.The eResponse Group – an award-winning recruitment, training and development specialist with six offices spread across central England. Finalist in the Best Large Recruitment Agency category.An astonishing 25,000 nominations for 542 separate recruitment websites were received this year and we're happy to say we made it through to the finals for both our nominated websites. What's next? Whilst the initial nomination was open to anyone, the shortlisting and selection of finalists was from a panel of industry insiders. Sites are judged from the point of view of a jobseeker, and what benefits candidates best. Those recruitment websites which aren't mobile friendly received an immediate strike-out!The final judging panel now assesses all finalists to select this year’s winners. Winners are revealed at an awards event on 12 November in London. The full list of finalists is here.Fingers crossed and good luck to all nominees! The sites...More about People Marketing here.More about eResponse Group here.

Why recruitment is all about the mobile

By Dave Haygarth   May 21, 2015  
The world is heading mobile and the recruitment industry is probably travelling faster in that direction than many others.Our stats show that close to 50% of website visitors are using mobile devices (iPhones, iPad, Android smartphones, etc) to browse recruitment websites, and the trend is upward.We recently analysed around 100,000 emails generated from recruitment sites (job alerts, 'positions you may be interested in', etc) and saw that those figures were even higher. As an interesting aside job hunters seem to be increasingly wedded to their Apple devices, with IOS taking the lion's share of operating system use.Think about it for a moment: job hunters need to be discreet and responsive — they're bound to be avoiding corporate networks. But it looks like they're increasingly reliant on mobile devices outside of work too.The lesson for us all is: ignore these users at your peril. Make sure your website is mobile friendly. Think about the devices your users are reading emails on. Design accordingly. 

New Chrome browser (version 32) causing many users much pain!

By Dave Haygarth   January 23, 2014  
So Google has now taken it upon itself to adopt the Microsoft software release method. You know the one I mean... "We don't care what the customer wants or needs, you get what we want you to get..." Why?  Well it seems that in the version 32 release of the Chrome Browser that happened last week, Google has decided to make some rather unilateral decision about how your browser should operate and look. Firstly, have you noticed that the scroll bars are different.  Thinner, not the same as other applications on your system?  Well that's because Google feels that we should be in line with their Chrome OS look and feel.  That'll be the reason the up and down "stepper" arrows in the scrollbar have also disapeared.  Don't fit into the new 50% thinner, sleek design.  Not great wth mouse control or have accesibiltiy problems?   Tough. Many people have taken to the Google Product Groups to "congratulate" Google on this move and :!topic/chrome/KCvRExwNxdE%5B1-25-true%5DSo is all the fuss just about a little bit of the UI change?  Unfortunately not. Seems Google has broken Chrome in other ways too, mostly stemming from the scroll changes. The most alarming problem for public users is the 'known issue' of the inability to highlight the lower most option of a dropdown list. You can select it still, but it isn't highlighted to show you're selecting the right one.  Sure you have the pointer in the right location? Just click and Hope!!topic/chrome/xiJuwZWXcj4 Oh and if you're dropdown is a large one, it won't scroll either using the scroll bar, only with the mouse wheel (if you have one). The cursed "Microsoft blue screen of death" also now has it's Google equivalent: the "Page(s) unresponsive" popup.  A much more frequent visitor these days, affecting users in their day to day browsing.  Gmail users who do this will suffer greatly as will developers using Developer tools.   ( So after all this has been said, can't we simply turn off these Updates? Well unless you like hacking around in the Windows Registry (NOT recommended) or you are able to set some permissions in the Group Policies Console to stop this happening, then the short answer is NO.Our advice is to use a different browser while Google sorts out this mess.  Don't email your poor IT support people  and expect them to resolve this, you'll find that they are also struggling with this mess themselves, just like you!

Cookie Compliance and Implied Consent

By Dave Bancroft   September 4, 2012  
More sites are starting to add functionality in order to become compliant with the "Cookie Law" that is now in effect.  Early solutions that sought "Explicit Consent" (as per compliance with original ICO guidelines) are now being overtaken by "Implied Consent" solutions, due to an 11th hour change by the ICO in the guidelines, (download) . They say "Implied consent is certainly a valid form of consent but those who seek to rely on it should not see it as an easy way out or use the term as a euphemism for “doing would still be necessary to follow the steps set out in the Information Commissioner’s existing guidance. ...For implied consent to work there has to be some action taken by the consenting individual from which their consent can be inferred. This might for example be visiting a website, moving from one page to another or clicking on a particular button. The key point, however, is that when taking this action the individual has to have a reasonable understanding that by doing so they are agreeing to cookies being set." With this in mind, we now have developed an alternate to our "explicit consent" solutions, to cater for clients who want an "implied consent" solutions. Fingers crossed that the ICO don't have any more changes of interpretation in the pipeline.

Lost internet connections a reality for some 300,000 people

By Dave Haygarth   July 9, 2012  
Today, the FBI will shut down a number of Internet servers which may cause  300,000 people to lose their ability to connect to the internet. The servers in question are DNS servers which act like an address book for the internet, telling computers where to find the sites that users are looking for. These servers where being controlled by a criminal gang and misdirecting internet connections, netting the cyber-criminals money for doing so. This was achieved using "malware"(malicious programmes) downloaded by unsuspecting users, changing the internet settings to use the rogue DNS servers, rather than normal DNS servers. The rogue servers were seized by the FBI and altered to run 'correctly' so that people could have time to repair the damage to their PCs before the servers were dis-connected, as this malware is still on peoples machines, and still trying to use the Rogue servers.  The date for this disconnection is today. More details on the story and links for a tool to check if you are infected is here.            

Employers asking candidates for Social Media passwords during recruitment process

By Dave Haygarth   May 22, 2012  
It seems that employers in the US are being rather invasive with regards to vetting candidates during recruitment and interview processes. We all know that prospective employers will potentially look at candidates facebook pages or twitter accounts to attempt to get a better insight to their prospective employees. However, recently stories indicate that there is now an increasing number of companies who actually want to have the passwords for candidate social media accounts so they can login and "have a look round" at information not normally available on public profiles. This is being done through direct questions on an application form or during the interview process, with some interviewers asking the candidates to login to their accounts there and then.  Other methods involve employers asking the candidates to "friend" a member of the the HR team so that they can see the information normally reserved for people considered as a friend. Is this invasion of privacy or legitimate screening of a candidate?  Probably both depending on the circumstances and position being applied for. One thing for sure is that people are bound to have very strong views on this topic and this debate will surely be another 'battle' over privacy on the internet. You can read the full story here.    

Cookie Law – Are you ready?

By Dave Bancroft   May 14, 2012  
On the 26th May 2012, legislation comes into effect that require companies with websites to ensure that user consent is obtained to store non "essential use" cookies on their PC. The onus falls upon the owners/operators of websites to ensure compliance and at the current estimate is expected to cost business in the UK £10bn to implement. Obviously, in this climate, this is a burden that most companies could well do without and like many in the industry, ever since we heard about the law we've been waiting for a clear and concise directives from the ICO (Information Commisioners Office) but even so close to the deadline, clarity is the one thing missing in all this. (More general information on this topic can be found at the ICO here - In general cookies will fall into two categories:essential - which are exempt (job / shopping baskets) non-essential - fall under these regulations (tracking & analytics cookies)With our FXRecruiter recruitment websites, we feel the vast majority of cookies used fall into the "essential use" category and thus would be exempt. However, there is one cookie that a huge number of sites use and will soon fall under the "non-essential" category, is the cookie used for Google Analytics (GA).  As this GA cookie is used on millions of websites, there is a major concern about this legislation and there are ongoing discussions about how this can be resolved without the cost to UK business, which up to now have yielded little help from the ICO. In fact in one of their earlier updates several months ago, they state that analytics cookies are well down on their list of priorities for action: "Although the Information Commissioner cannot completely exclude the possibility of formal action in any area, it is highly unlikely that priority for any formal action would be given to focusing on uses of cookies where there is a low level of intrusiveness and risk of harm to individuals.”So there, in a nutshell is the problem.  Google Cookies are "non-essential", thus consent must be gained before storing them on a users PC. But hey - if you don't then we are unlikely to fine you.  Confused ?  Join then masses. How do I become compliant? Firstly, as the onus of the regulation falls onto the site owner, we strongly urge you to review the regulations at the ICO site and  ensure that the requirements are met. If you are unsure about them, take appropriate legal advice. We can advise on technical issues only and are not legal advisers. We do have a solution for our FXRecruiter sites that we can discuss individually with our clients and depending on their legal advice.  For other bespoke sites then clients can approach us for advice. There are also other solutions out there on offer which a Google search should find and we can advise you on the best way to integrate with your site should you be advised to display an option to site users. Watch this space...