Maître Cristelle DEVERGIES BOURON

Avocat au barreau de Montpellier

Compétences : Droit du travail et social

Barreau : Montpellier

Adresse : 966 Avenue Raymond Dugrand 34060 MONTPELLIER

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Publié le 29/10/2024

Les données pouvant être collectées lors d’un recrutement

Article juridique - Droit du travail et social

Par Me Cristelle DEVERGIES BOURON

Les données pouvant être collectées lors d’un recrutement

Le processus de recrutement est encadré par des règles strictes en matière de collecte de données personnelles.

En effet, les employeurs doivent respecter des principes précis pour protéger la vie privée des candidats et éviter toute forme de discrimination.

Le principe de minimisation

Lors du recrutement, l'employeur doit se limiter à collecter uniquement les données nécessaires pour évaluer les aptitudes professionnelles du candidat. Ce principe de minimisation, rappelé par la CNIL, interdit la collecte d'informations excessives ou non pertinentes pour le poste. Par exemple, il est inadmissible de demander des informations sur l'âge, la situation familiale ou les coordonnées bancaires d'un candidat avant son embauche.

Données sensibles et informations autorisées

Les informations sur l'origine raciale, l'appartenance syndicale ou la santé du candidat sont strictement interdites à la collecte durant le processus de recrutement. En revanche, les employeurs peuvent demander des informations permettant de vérifier les compétences et qualifications du candidat, comme les diplômes, les titres obtenus et les expériences passées. Ce n'est qu'une fois le candidat définitivement retenu que des données supplémentaires, telles que le numéro de sécurité sociale et les coordonnées bancaires, peuvent être demandées pour établir le contrat de travail.

Conseils pratiques pour les employeurs

Pour respecter les obligations légales et éthiques, les employeurs doivent veiller à ne collecter que les informations strictement nécessaires à l'évaluation des aptitudes professionnelles des candidats. Par exemple, une photographie facultative peut être demandée pour figurer dans un annuaire interne, mais uniquement après l'embauche. De même, les informations sur les ayants droit du salarié ne peuvent être demandées qu'après l'embauche.

En respectant ces principes, les employeurs protègent non seulement la vie privée des candidats, mais évitent également les risques de discrimination et les sanctions potentielles.

>> En résumé, lors d'un recrutement, il est crucial de se limiter à la collecte des données strictement nécessaires à l'évaluation des compétences professionnelles des candidats. Toute information non pertinente ou sensible doit être exclue du processus de sélection.

Source : CNIL, actualité du 25-4-2024 et Guide du recrutement, publié le 30-1-2023, fiche n° 5