EU: For private and public sector employers
Ideal integrates directly with your existing ATS.
If your organization collects demographic data on your applicants in your ATS, Ideal can ignore these demographics during its screening and matching, analyze the conversion rates for different groups, and reduce potential bias to remain compliant with the EU’s hiring discrimination laws.
GDPR: For employers who collect, process, and store personal data of EU residents
Under the General Data Protection Regulation (GDPR), Ideal is a data processor. Here are the details of how Ideal’s system will maintain compliance with the GDPR.
Screening
Processing resumes and other relevant information is a “legitimate interest” of a company (“controller”) who is trying to evaluate candidates for employment per Article 6; Ideal does not need to obtain consent from job applicants to screen, rank, and grade their resume data and other candidate data.
Ideal’s customers do not need to obtain consent from job applicants to transfer their personal data from the EU to the US or Canada per Article 46; Ideal’s data center holds SOC2, Type II certification.
Ideal has features to allow for the correction or deletion of personal data at predetermined time intervals as well as on-demand from our own systems per Article 17.
Matching
Matching may involve contacting candidates for job opportunities they did not directly apply for.
For the purpose of matching, Ideal will work with software applications (e.g., applicant tracking systems, Human Resources Information Systems) that collect consent from their candidates that includes the ability to be contacted for relevant future job opportunities that they did not explicitly apply for per Article 7.
Candidate Messaging
To remain compliant with the right to restriction per Article 18 and objection to processing per Article 21, Ideal’s candidate messaging feature (e.g., chatbot) allows for job applicants to opt-out at any time.