Is this a consulting service?

No, this is a free, interactive software tool that calculates your potential liability under the DPDP Act 2023 in 30 seconds. It provides an instant risk score and automated action plan.

What are common DPDP violations in Candidate Data Retention Audit?

Common violations include: Retaining resumes for years 'just in case' future roles open up, without explicit, time-bound consent from the candidate., Lack of clear, documented policies and automated workflows for deleting or anonymizing data of rejected candidates., Storing sensitive candidate information (e.g., medical history, caste data) beyond its legal necessity and without specific, explicit consent..

The DPDP Audit Tool

Compliance for Candidate Data Retention Audit

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Candidate Data Retention Audit
Liability Check

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Storing candidate resumes and interview data indefinitely is a ticking time bomb under the DPDP Act 2023. You're accumulating massive liability for data you no longer need, creating an easy target for penalties up to ₹250 Crore.

Why Candidate Data Retention Audit is at Risk

Every resume, every interview note, every assessment stored past its useful purpose becomes a **compliance risk**. The DPDP Act's 'storage limitation' principle demands you delete candidate data once the recruitment process is over, or if the candidate withdraws consent, unless there's a specific legal basis to retain it. Think about the thousands of applications in your ATS – are they all compliant? **Unnecessary retention** exponentially increases your risk of a data breach and makes demonstrating DPDP compliance nearly impossible. The Data Protection Board (DPB) will scrutinize your data lifecycle management, especially for 'high-value' personal data like educational qualifications, past employers, and even salary expectations.

Common Violations

1.Retaining resumes for years 'just in case' future roles open up, without explicit, time-bound consent from the candidate.
2.Lack of clear, documented policies and automated workflows for deleting or anonymizing data of rejected candidates.
3.Storing sensitive candidate information (e.g., medical history, caste data) beyond its legal necessity and without specific, explicit consent.

The Immediate Fix

Define strict, legally compliant data retention periods for all candidate data (resumes, interview notes, assessments). Implement an automated or manual workflow within your Applicant Tracking System (ATS), such as Taleo, Workday, or Zoho Recruit, to delete or anonymize data of rejected candidates within a specified timeframe, typically 6-12 months post-recruitment, unless explicit consent for longer retention for future opportunities is obtained.