Algerian Data Protection Authority Regulates CV Usage in Recruitment

The Algerian National Authority for the Protection of Personal Data (ANPDP) has established a new regulatory framework for the collection and storage of curriculum vitae (CVs) by employers. This move aims to prevent abuses observed during recruitment procedures. The ANPDP's decision, dated November 11, 2026, emphasizes the protection of sensitive data and outlines the conditions for handling candidate dossiers. Employers, both public and private, must adhere to these regulations to ensure compliance with the law.

The ANPDP highlights that CVs contain not only basic information such as identity, diplomas, and professional experience but also sensitive data like racial or ethnic origin, political opinions, religious convictions, union membership, or genetic data. The treatment of such information is strictly regulated by Article 18 of Law No. 18-07 on the protection of individuals in the processing of personal data. The Authority stresses that the general principle is to prohibit the processing of sensitive data, except in exceptional situations authorized by law and under specific conditions.

Employers are not allowed to systematically collect all information from candidate dossiers under the pretext that it was provided by the applicants. The ANPDP insists that data processing must be limited to relevant and strictly necessary information for a legitimate and clearly defined objective, while respecting individuals' fundamental rights and freedoms. Employers must not require candidates to provide sensitive data unless justified by law and must delete or mask unnecessary sensitive information to ensure dossier security and confidentiality.

The ANPDP imposes several obligations on those handling CVs, warning against the risk of using CVs as a tool for collecting personal information unrelated to job requirements. The Authority advises recruiting bodies to adopt preventive measures to collect and exploit only necessary data for evaluating candidates' skills and qualifications. It also recommends that candidates be cautious when preparing their CVs and avoid including sensitive information not required to justify their competencies or meet specific legal conditions related to the targeted job.

The ANPDP's deliberation also addresses the duration of conservation for candidate dossiers. CVs of unsuccessful candidates must now be kept for one year from the date of closure of the recruitment or professional selection procedure. This period may vary if a legal text provides for or justifies a specific conservation period. After the set deadline, CVs and personal data must be deleted or securely destroyed to prevent recovery or consultation.

The new regulations aim to protect individuals' personal data and promote responsible handling of sensitive information during recruitment processes. By setting clear guidelines, the ANPDP seeks to balance the needs of employers with the rights of candidates. Employers must implement measures to ensure compliance with these regulations and avoid potential sanctions for non-compliance.

The ANPDP's move is expected to have a significant impact on recruitment practices in Algeria, promoting a culture of data protection and respect for individuals' rights. By emphasizing the importance of handling sensitive data responsibly, the Authority aims to create a fairer and more transparent recruitment environment. Candidates can now feel more confident that their personal data will be handled in accordance with the law.

Key points

• The ANPDP has set a one-year deadline for conserving CVs of unsuccessful candidates.
• Employers must delete or mask sensitive information in CVs that is not necessary for recruitment purposes.
• The regulations aim to prevent abuses observed during recruitment procedures and promote responsible handling of personal data.