LinkedIn is designed for professional networking, so checking a candidate’s profile may feel like a natural part of recruitment. But a public profile is still personal data, and the GDPR still applies.
The key question is not simply whether you can see the information, but whether you have a legitimate reason to use it in your recruitment decision.
Public does not mean GDPR-free
A common misconception is that information published online can be used for any purpose.
That is not how the GDPR works.
If you view, record, compare or otherwise use identifiable information from a candidate’s LinkedIn profile as part of recruitment, you are processing personal data.
You therefore still need a purpose, legal basis and appropriate transparency.
Is LinkedIn different from private social media?
Potentially.
A professional networking profile is created specifically to present professional experience, skills and career information.
A candidate may therefore be more likely to expect a potential employer to review their LinkedIn profile than their holiday photographs on Instagram or private posts on Facebook.
But that expectation is not unlimited.
Keep the check relevant
Focus on professional information that genuinely relates to the vacancy.
For example:
- Employment history
- Professional qualifications
- Skills
- Published professional work
- Relevant industry experience
Avoid turning a simple professional check into an investigation of the candidate’s private life.
What if you find inconsistent information?
Suppose the CV says the candidate worked somewhere for five years, while LinkedIn says three.
Do not automatically assume dishonesty.
Online profiles can be outdated, incomplete or inaccurate. If the discrepancy matters, give the candidate an opportunity to explain it.
Can you save information from LinkedIn?
Saving or copying information creates additional processing.
Ask whether you really need screenshots, exported profiles or notes about everything you found.
If a hiring manager only needs to verify a particular professional fact, storing a complete copy of the profile may be unnecessary.
Tell candidates where information may come from
Where the GDPR requires it, your candidate privacy information should explain that recruitment data may be obtained from professional networking platforms or other public professional sources.
Transparency is particularly important if online research forms a systematic part of your recruitment procedure.
Create a consistent rule
Without guidance, one hiring manager may check only LinkedIn while another searches every candidate across multiple platforms.
A simple recruitment policy can define:
- Which sources may be checked
- At what stage
- For which roles
- What information is relevant
- What may be recorded
- Who may perform the check
GDPRWise helps employers document recruitment activities and the sources of personal data they use, making online candidate checks part of a controlled process.
GDPRWise records which sources feed your recruitment process, so online checks are documented instead of improvised.