Once an offer has been made and accepted, employers will then need to think about the retention and transfer of information relating to the successful candidate from their application and recruitment processes into their HR management systems. It is important that successful candidates are made aware of this, and that any underlying compliance requirements are met. 

If an employer operates an international HR function, it will need to consider the extent to which any additional obligations will apply and what additional information should be provided to the candidate. Similarly, if any employer uses global HR management systems, cloud based systems or systems with servers based overseas, it will need to consider the extent to which any additional obligations will apply and what additional information should be provided to the candidate

One of the key aspects of any onboarding program should be the provision of appropriate training to new joiners. This should include guidance on (i) acceptable use of the company's systems and devices, (ii) treatment of other people's personal data (both that of clients / customers and of other staff members) and (iii) treatment of the new joiner's personal information by the employer. Specialist training should be given where appropriate (e.g. for HR teams). A record should be kept of all training attended by each new joiner (preferably stored on their personnel file).

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