What about the LinkedIn.com platform in connection with the ban on verifying candidates on social media?

ANSWER

As a platform dedicated, among other things, to establishing business contacts and searching for suitable candidates, it is appropriate for obtaining information about candidates. According to the UODO position presented in the UODO Guide Personal data protection in the workplace: "Such portals, by enabling job candidates and employers to contact each other, allow jobs or employees to be found effectively. Users of such portals (job seekers) most often, before they begin using the services offered by the portals, must read the terms and conditions and privacy policies and accept them.

If using such a portal is linked to an obligation to provide data — which may be the case, because in order to create an account and for data from that account to be made available to potential employers, the portal must have a legal basis for this — the provision enabling the collection, storage and sharing of users' data (job candidates) will be the consent of the data subject and/or the necessity of performing a contract (or possibly taking steps at the request of the data subject prior to entering into a contract). A separate issue, however, will be the possibility for the employer to contact the candidate in another form, e.g. by email (outside the portal on which contact was made)."