DPIA (Data Protection Impact Assessment) Template for Interview Platforms

A DPIA (Data Protection Impact Assessment) is required when a hiring platform processes personal data in ways that may affect privacy or decision fairness. Interview platforms record video, voice, transcripts, behavioral signals, and evaluation summaries. Because of this, legal and compliance teams use DPIAs to confirm that the platform handles personal data ethically and securely.

Data Protection Impact Assessment Guidance for Hiring and Interview Intelligence Software

Below is a reusable template that organizations can adapt.
It focuses on transparency, proportionality, retention control, and auditability.

1. Project Overview

2. Lawful Basis for Processing

Select applicable basis:

• Legitimate interest in fair and consistent hiring outcomes

• Explicit consent from candidate at the start of the process

• Contractual necessity when hiring for employment placement

[FACT] GDPR allows processing of personal data during hiring when tied to legitimate organizational interest as long as transparency is maintained.

3. Data Processing Activities

4. Risk Assessment

5. Security & Governance Controls

• Encryption in transit and at rest

• SSO enforcement

• SCIM provisioning for controlled identity management

• Full audit logging

• Data residency selection

• Documented retention controls

[PROOF] Insert vendor SOC2 + ISO 27001 summary reference.

6. Candidate Transparency Statement (Insert in Candidate Communication)

We record and analyze interviews to support consistent, fair hiring decisions.
This helps ensure evaluations reflect demonstrated reasoning and actual experience.
You may request deletion of your interview data at any time as allowed by law.

[LEAD MAGNET] Download: Editable DPIA Word + Google Doc Version

SSO + SCIM Setup Guide

Identity, Provisioning, and Access Governance for Hiring Teams

Interview platforms should not operate as isolated user islands.
To control who can access interview recordings, notes, and evaluation data, organizations should integrate Single Sign-On (SSO) and SCIM provisioning.

Why SSO Matters

SSO lets users authenticate using your identity provider (IdP) such as:

• Azure AD

• Okta

• Google Workspace

• OneLogin

This ensures users enter with company-level authentication rules including MFA, session expiry, and conditional access.

Why SCIM Matters

SCIM synchronizes user accounts and roles:

• When an employee joins, they are auto-provisioned

• When they leave, access is revoked immediately

• Group membership determines their access privileges

This prevents security drift and shadow access.

[FACT] Most data exposure incidents in HR systems stem from delayed access removal, not platform breaches.

Setup Steps

Step 1: Confirm Required Configurations

• SAML or OIDC authentication support

• SCIM 2.0 endpoint availability

• Service provider metadata file

Step 2: Configure SSO in Your IdP

• Create a new application integration

• Upload platform metadata or manually enter audience + ACS URL

• Map user identity fields (name, email, employee ID)

• Turn on MFA enforcement

Step 3: Enable SCIM

• Generate SCIM API token from platform admin console

• Enter SCIM base URL and token into IdP provisioning settings

• Map groups to platform roles (Recruiter, Interviewer, Admin)

• Test deactivation event by offboarding a dummy user

Recommended Role Structure

Compliance and Audit Logging

Ensure the platform:

• Logs every user access session

• Logs every export or download

• Logs permission changes

• Allows exporting of logs to SIEM tools

This is required in incident response playbooks.