Hiring new people is an exciting step for any company in Romania. Whether it’s a local business in Bucharest or a growing tech firm in Cluj-Napoca, finding the right talent is key to success. But while searching for candidates, it’s important to remember one big rule: handle personal data carefully.

In Romania, just like in all European Union countries, the General Data Protection Regulation (GDPR) plays a big role in how employers collect, store, and use personal data during the hiring process.

Let’s break this down in a simple and professional way so every employer—from small business owners to large HR teams—can understand how to follow the law and protect candidate information.

What Is GDPR and Why Is It Important in Romania?

GDPR (General Data Protection Regulation) is a law made by the European Union to protect people’s personal data. Since Romania is part of the EU, GDPR is fully active and enforced here by the National Supervisory Authority for Personal Data Processing (ANSPDCP).

Personal data includes things like:

A person’s name
Email address
Phone number
CV or resume details
Job application answers
Interview notes

As an employer in Romania, you must handle all candidate data with care. GDPR helps make sure you:

Are clear about how you use data
Protect it properly
Don’t keep it longer than necessary
Let people know their rights

How Does GDPR Affect the Hiring Process in Romania?

Let’s say you post a job for a sales manager in Timișoara and receive 50 CVs. Right away, you are collecting personal data. From that point on, GDPR applies.

Even if you don’t hire someone, you are still responsible for how you handle their data.

Here’s how to make your hiring process GDPR-compliant in Romania:

1. Clearly Inform Candidates About Data Use

In Romania, it’s required to let job applicants know how their data will be used. This is usually done with a privacy notice.

This should include:
What data you collect (e.g., CVs, references)
Why you collect it (e.g., to evaluate candidates)
Who has access (e.g., HR team or hiring managers)
How long you keep it
The candidate’s rights

Tip: You can include this notice in your job ad or on your careers page.

2. Collect Only the Data You Need

Don’t ask for more information than necessary during the first steps. A good rule is to keep it simple:

What’s okay to collect:

Name, contact info, CV
Cover letter
Work experience

Avoid too early:

Copies of national IDs
Personal identification numbers (CNP)
Photos or age (unless required)

Asking for too much information, especially in early stages, could be seen as a GDPR violation.

3. Store Candidate Data Securely

In Romania, companies must protect personal data from leaks or unauthorized access.

How to keep it safe:

Use secure recruitment software
Store files on password-protected systems
Limit access to only relevant staff
Avoid printing or sharing CVs unless absolutely necessary

Also, if you’re working with a Romanian recruitment agency or HR software provider, check that they also follow GDPR rules.

4. Keep Data Only for a Reasonable Time

Once your hiring process is done, don’t keep candidate data “just in case.”

In Romania, employers can usually keep job applicant data for 6–12 months, but only if the applicant agrees.

If there’s no consent, delete or anonymize the data after the position is filled.

Note: You must document your reasons and be able to prove why and how long you stored the data.

5. Get Consent (But Don’t Depend Solely on It)

If you want to keep a CV on file for future openings, ask for the candidate’s clear permission. This can be done with a checkbox during the application process.

Under GDPR:

Consent must be freely given
It must be easy to withdraw
You can’t force it or make it a condition for applying

Even if a candidate says no, you must still treat their application equally.

6. Be Ready to Respond to Candidate Requests

Under GDPR, people in Romania have rights over their personal data.

Candidates can ask to:

See the data you have
Correct mistakes
Delete their info
Object to certain uses of their data

You must respond within 30 days.

Keep a simple process ready for when someone makes a request, such as a contact form or designated email address.

7. Train Your HR and Hiring Team

Everyone involved in recruitment in your Romanian company should understand the basics of GDPR.

This includes:

Internal HR teams
Department managers
Recruiters
External HR consultants

Training doesn’t need to be long—just clear and practical. Even a short guide can help prevent mistakes.

8. Work With GDPR-Compliant Recruitment Agencies in Romania

If you use a third-party recruitment agency, make sure they also comply with GDPR.

Ask questions like:

Do you have a GDPR policy?
How long do you store candidate data?
What security measures do you use?

For example, Rina Recruitment Agency in Romania follows GDPR standards closely and ensures that all candidate data is handled professionally and safely.

What Happens If Employers Don’t Follow GDPR in Romania?

The ANSPDCP (Romania’s data protection authority) can investigate companies that break GDPR rules.

If your company mishandles personal data during hiring, you could face:

Fines (up to €20 million or 4% of annual turnover)
Public complaints
Damage to your company’s reputation

But more importantly, violating GDPR means you risk losing the trust of potential employees.

Final Thoughts

Hiring the right people in Romania is essential for business growth. But handling candidate data correctly is just as important.

By following GDPR guidelines—like giving clear information, collecting only what’s needed, storing it safely, and getting proper consent—you can build a hiring process that is smart, legal, and respectful.

At Rina Recruitment Agency, we support businesses in Romania by offering GDPR-compliant hiring solutions. We help you find the right talent while keeping your hiring process professional, secure, and fully in line with EU data protection laws.