FAQ: GDPR and Assessment

Yes, provided certain rules are followed: obtaining informed consent from the candidate, limiting data collection to what is necessary, ensuring data security, and allowing the exercise of access and deletion rights.

You can collect questionnaire responses, assessment results, and necessary identification data. Sensitive data (religion, sexual orientation, health) is strictly prohibited. The data minimization principle applies.

The CNIL recommends a maximum retention period of 2 years for recruitment data. Assessment results must be deleted at the candidate's request or upon expiration of the defined retention period.

Yes, the candidate has the right to refuse a personality test. However, the employer may consider this information in their selection process. It is important to explain the test's purpose and reassure about the confidentiality of results.

Use platforms hosted in Europe with data encryption, strict access controls, and action logging. TalentAssessment hosts its data in Europe and applies the highest security standards.

Yes, it is a legal obligation. The candidate must be informed about the nature of the test, its purpose, how results will be used, and their data protection rights before starting the assessment.

Results can only be shared with individuals involved in the recruitment process and with the candidate's consent. Any data transfer outside the EU requires specific safeguards in accordance with GDPR.