Is Employment History PII?
Employment history is increasingly becoming a part of the personal information (PII) that is requested from job applicants. From employers to human resource departments to recruiters, employers are asking for detailed information about employees’ past jobs and work experience. It’s important to understand what constitutes PII and how employers can protect it.
What is PII?
PII, or personally identifiable information, is any data that can be used to identify an individual. It can include a person’s name, address, Social Security number, driver’s license number, or account numbers. PII also includes sensitive information such as medical records, financial information, and employment history.
Employment History as PII
When employers request employment history, they are asking for personal information that could help them identify a person. Employment history includes job titles, salary, start and end dates, and other information about a person’s past employment. All of this information is considered PII and must be protected.
Why is Employment History Requested?
Employers request employment history for a variety of reasons. They may want to verify a job applicant’s work experience or to check for discrepancies in their work history. Employers may also want to assess a person’s qualifications for a job or to make sure they are a good fit for the organization.
What is the Risk of Unsecured PII?
Unsecured PII can be vulnerable to data breaches and identity theft. If an employer collects and stores PII without proper security measures in place, this data can be accessed and misused by unauthorized individuals. This can lead to identity theft and other crimes, resulting in financial and reputational damage for both the employer and the employee.
How to Protect Employment History PII
Employers must take steps to protect the PII they collect from job applicants. This includes implementing strong security measures such as encryption, secure storage, and access controls. Employers must also ensure that any third parties they share PII with also have appropriate security measures in place. Finally, employers must take steps to ensure that any PII they collect is properly disposed of when it is no longer needed.
Conclusion
Employment history is considered PII and must be protected to prevent identity theft and other risks. Employers should take steps to ensure that they have strong security measures in place and that any third parties they share PII with also have appropriate security measures in place. By taking the necessary steps to protect PII, employers can help ensure the safety and security of their employees’ personal information.
