The management of non-structured data, dispersed between the different departments (HR, sales, marketing, etc.) of the company is complex. It is indeed difficult to know the storage location and the persons authorised to consult this data. In the context of recruitment, the storage of CVs in emails, Excel spreadsheets listing candidates, … are examples of non-structured and therefore not mastered data.
The use of a recruitment software or ATS (Applicant Tracking System) secures the identification of personal data and guarantees, in the event of a user’s request, its extraction, cancellation, deletion and anonymisation.
An increasing proportion of recruitment is automated using an ATS software which structures the data collected in the same place. With GDPR, the company specifies to the candidates which part of the recruitment process is automated and which data will be collected. The different functionalities of the ATS software allow to keep only the relevant candidates’ data. In the context of recruitment, if a candidate’s profile does not meet the requirements for a position, the data may be deleted from the system.