Personnel management or recruitment

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Appoint a person who will be responsible for ensuring that the legislation is respected Grant access to the user so that they can access and possibly recover their data Allow complete erasure of data upon user request No longer store data indefinitely and provide a retention period consistent with its purpose GDPR and recruitment Recruiters, with the digitalization of recruitment methods, are collecting more and more data about their candidates.


In what context can they use this information, what are the limits that should not be crossed? For recruiters The recruiter must inform employees and candidates of what he does with the information collected, he must also inform staff representatives before using personnel management files or using recruitment assistance techniques.


Employees and candidates must be informed: On the objective pursued :The identity of the person responsible for the file The legal basis of the system Recipients of the information belarus cell phone number list The duration of data retention The conditions for exercising their rights The possibility of making a complaint to the CNIL For candidates With GDPR, candidates have control over their data , so it is illegal to circulate data without their knowledge.


Candidates have the right to: Forgetting: They can request to delete their data from databases Opposition: they can request that data processing be stopped Rectification: they can request that their data be updated Limitation of processing: they can request the suspension of the processing of their data in the candidate database By applying this law you are strengthening transparency and the feeling of trust.


If you have any questions, do not hesitate to consult the CNIL website to be sure of being in compliance.