title: Should we reveal everything to the employer? The problem of age disclosure during the recruitment process
metadata.name: dc.contributor.author
metadata.value: Sypecki, Piotr
metadata.lang: -
metadata.name: dc.date.accessioned
metadata.value: 2022-09-29T14:21:58Z
metadata.lang: -
metadata.name: dc.date.available
metadata.value: 2022-09-29T14:21:58Z
metadata.lang: -
metadata.name: dc.date.issued
metadata.value: 2022
metadata.lang: -
metadata.name: dc.identifier.citation
metadata.value: Sypecki, Piotr. 2022. “Should we reveal everything to the employer? The problem of age disclosure during the recruitment process”. Russian Journal of Labour & Law 12: 247–250. https://doi.org/10.21638/spbu32.2022.120
metadata.lang: en_GB
metadata.name: dc.identifier.other
metadata.value: https://doi.org/10.21638/spbu32.2022.120
metadata.lang: -
metadata.name: dc.identifier.uri
metadata.value: http://hdl.handle.net/11701/38006
metadata.lang: -
metadata.name: dc.description.abstract
metadata.value: Recruitment is a process that usually leads to an employment relationship. It is the phase during
  which the potential employee and employer gather information that will determine the
  establishment of a contract. The party interested in presenting him/herself in the best possible
  way is usually the applicant, who wants to obtain the desired employment. To achieve this, he
  or she diligently prepares documents that include information required by the employer. Over
  the last few years, the scope of this required information has changed considerably — there
  has been a gradual move away from providing data typically regarded as unnecessary for the
  recruitment process, and an objective approach has been adopted instead. Currently, finding
  data like criminal records, marital status, or even a candidate’s image in application documents
  is uncommon. Sometimes employers recommend limiting the scope of information
  and even implement anonymizing processes in which applicants indicate their experience and
  skills only. The reason for this can be attributed to the development of anti-discrimination and
  data protection legislation, and the willingness of employers to comply with these laws. Considering
  the above, all practices and regulations that allow the processing of data unnecessary
  for the recruitment process should be viewed critically. An example of such legislation is the
  Polish Labor Code, which allows for the date of birth (age) of every applicant to be obtained.
  This essay critically analyzes this regulation through several supporting arguments.
metadata.lang: en_GB
metadata.name: dc.language.iso
metadata.value: en
metadata.lang: en_GB
metadata.name: dc.publisher
metadata.value: St Petersburg State University
metadata.lang: en_GB
metadata.name: dc.relation.ispartofseries
metadata.value: Russian Journal of Labour & Law;Volume 12
metadata.lang: -
metadata.name: dc.subject
metadata.value: recruitment process
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: employment
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: personal data protection
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: privacy
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: ageism
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: discrimination
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: age
metadata.lang: en_GB
metadata.name: dc.subject
metadata.value: Polish legal system
metadata.lang: en_GB
metadata.name: dc.title
metadata.value: Should we reveal everything to the employer? The problem of age disclosure during the recruitment process
metadata.lang: en_GB
metadata.name: dc.type
metadata.value: Article
metadata.lang: en_GB
resources.filename: 247-250.pdf
resources.url: https://dspace.spbu.ru/bitstream/11701/38006/1/247-250.pdf
resources.format: Adobe PDF
resources.size: 579,55 kB