In less than a year, Europe's data protection rules will undergo their biggest changes in two decades. Since the data protection rules were created in 1998, the amount of digital information we create, capture, and store has vastly increased. Simply put, the old regime was no longer fit for purpose. Without question, it will change how businesses and public-sector organisations handle customer information.

After more than four years of discussion and negotiation, GDPR was adopted by both the European Parliament and the European Council in April 2016.

The GDPR will apply in the UK from 25 May 2018. Interestingly, the government has confirmed that the UK’s decision to leave the EU will not affect the commencement of GDPR.

With so many businesses and services operating across borders, international consistency around data protection laws and rights is crucial to businesses and organisations, as well as private individuals like you and me.

So what do GDPR changes mean for recruitment?

From my understanding of GDPR, I believe it will be a good thing for recruitment. Hopefully it will stop my pet hate, which is ‘speccing’. For those who don't understand recruitment terminology, this is when agencies who do not have the permission to work a role from the client, ‘spec’ a CV into businesses and then charge a ludicrous fee for not doing the hard yards or any of the work involved to justify the fee.

GDPR also mandates that the sharing of personal data cannot be on a basis of implied consent, such as from a job board, and must come directly from the candidate. Again, another good thing!

PIE is looking at the changes we need to make here and how we'll be adapting our working processes to incorporate the new legislation - welcome to the brave new world!