DPDP Consulting for Recruitment Companies
Get a DPDP roadmap for candidate data, CVs, interview notes, background checks, client sharing and recruitment vendor controls.
Discuss this page with an LLM
Now replace the sandwich shop with your Recruitment company. Where does personal data enter? Where does it sit? Who else touches it?
Recruitment DPDP Self-Check
Start here to understand why DPDP is relevant to Recruitment. Before any other task, first understand how personal data moves through the business.
What is Recruitment?
In this context, Recruitment means the websites, apps, operations, support teams, customer records, employee systems, vendor tools and data workflows that collect or use personal data.
Children's data
- Do you collect age, class, school, parent details or learning progress?
- Can you separate child, parent and guardian data?
- Do you know which users are under 18?
Consent
- Can you prove where consent came from?
- Is consent collected before data is used for the stated purpose?
- Can consent be withdrawn without breaking the entire account flow?
Tracking and profiling
- Do you track usage, performance, attention, behavior or drop-offs?
- Is any of this used for ads, recommendations or nudges?
- Are analytics tools collecting user identifiers?
Vendors and SDKs
- Which CRMs, email tools, payment tools, analytics tools and support tools receive personal data?
- Do contracts say they process data only on your instructions?
- Can you delete or export data from each vendor?
Retention
- What happens when the service ends?
- What happens when a user leaves?
- What data is kept for certificates, invoices, disputes or regulatory records?
First action
- Map one user journey from sign-up to completion.
- Mark where data is collected, stored, shared, used for communication and deleted.
If this self-check exposed more than three unclear answers, the next useful step is a DPDP data journey map.
Book a DPDP clarity callFrequently asked questions
Can we still source profiles from public sites without direct consent?
You can view public profiles, but once you download that data into your internal CRM, you must provide a notice to the candidate. You must explain how you obtained their data and how long you plan to keep it.
Do we need new contracts for background check vendors?
Yes, your vendor agreements need an addendum. It must specify that the vendor acts as a Data Processor and must delete candidate files immediately after the verification report is finished.
How do we handle resumes sent to recruiters via WhatsApp?
You must move these files to a secure, centralized system and send a privacy notice back to the candidate via chat. Storing unorganized personal data on individual recruiters' personal phones creates a compliance gap.