As part of the implementation of the principle of transparency, we have fulfilld the information obligation towards the candidate. As a rule, the clause should contain information that we delete the candidate’s data immdiately after the recruitment process is completd. “The data collectd in the recruitment process will be deletd immdiately after the recruitment is completd.” If we use technological solutions providd by an external company that has a sewn-in retention mechanism, automatic deletion of data after a specific period – for example three months – we can include such information in the information obligation.
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Data collectd in recruitment processes will be processd for a period not longer than 3 months from the date of completion of the Latest Mailing Database recruitment process.” Data deletion actually It seems that by commissioning recruitment activities outside the organization or using ready-made technological solutions, the issue of data retentio their removal, is securd. However, you should remember about those resources from which data is not automatically deletd, documents stord in mailboxes.
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You should remember about each mailbox functional and personal, inbox (if we receivd a CV), outbox (if we sent the candidate’s application USA Business to another person) and deletd items; network resources – local and shard: folders: “Downloads”, “Documents” and any other in which we savd candidate data, “Bin”, data on the corporate server. If we analyze the data from the CV in a separate sheet, entering information collectively in order to compare the experience and qualifications of candidates, also in this situation the scope of the savd data should be analyzd in terms of possible deletion.
