The human resources recruitment industry shall ensure compliance with applicable legislation before the collection, processing and use of personal information provided under Paragraph 1, Article 6 of the Act.

The human resources recruitment industry shall establish the following procedure with regard to the obligation of notification in accordance with Articles 8 and 9 of the Act:
1.Adopt a proper notification method based on the situation of information collection.
2.Confirm the reasons based on which the owner does not need to be notified.

The human resources recruitment industry shall establish the following procedure with regard to the collection, processing or use of personal information other than the information provided under Paragraph 1, Article 6:
1.Confirm the specific purpose and legal conditions for the collection and processing of personal information.
2.Ensure that the use of personal information is within the necessary scope of the specific purpose. For any use of personal information outside the specific purpose, verify whether the conditions for use outside the legally defined specific purpose are met.

The human resources recruitment industry shall establish the following supervisory procedure if the collection, processing or use of personal information is subcontracted in whole or in part:
1.Confirm the scope, type, specific purpose and period for the subcontracted collection, processing and use of personal information.
2.Ensure that the subcontractor adopts necessary security measures.
3.In case of further subcontracting, verify the identity of the second-level subcontractor.
4.If the subcontractor or its employee breaches any personal information protection legislation or the subcontracting agreement, require the subcontractor to inform the principal of the relevant measures and adopt remedy measures.
5.If the principal has any other instructions to the subcontractors, such instructions must be considered.
6.Upon termination or cancellation of the subcontracting relationship, must request the subcontractor to return the media in which personal information is stored and destroy or delete personal information stored and held by the subcontractor.
7.Ensure that the subcontractor performs the requirements under subparagraphs 1 to 6.

The human resources recruitment industry shall establish the following procedure if personal information is used for marketing purposes:
1.Upon the initial marketing, the owners of information shall be provided with a method of refusing the marketing, with the necessary cost paid by the human resources recruitment industry.
2.When the owner refuses to receive marketing, immediately stop using the owner's personal information for marketing purposes and inform the relevant staff.

The human resources recruitment industry shall verify whether any restriction is imposed by the central industry competent authority in accordance with Article 21 of the Act before international transmission of personal information.

The human resources recruitment industry shall establish the following procedure when the information owner exercises the rights with regard to its personal information under Article 3 of the Act:
1.Verify that the person is the owner of the personal information.
2.Provide the owner with a method to exercise its rights and proceed within the deadline required under Article 13 of the Act.
3.Verify whether there is any reason to refuse the owner's exercise of its rights under Articles 10 and 11 of the Act and inform the owner of such reason.
4.Inform the fees to be charged.

The human resources recruitment industry shall establish the following procedure to maintain correct personal information:
1.Verify whether there is any mistake in the collection, processing or use of personal information.
2.Regularly review the information and make correction or supplement if any mistake discovered. If the correction or supplement is not made, inform the persons who have used the information after correction or supplement.
3.In case of any dispute, establish a relevant procedure for the processing and use of disputed information in accordance with Paragraph 2, Article 11 of the Act.

The human resources recruitment industry shall regularly verify whether the specific purpose for the personal information it possesses has ceased to exist or whether the period has expired.
If the specific purpose for the personal information has ceased to exist or if the period has expired, Paragraph 3, Article 11 of the Act shall be applicable.