Article 7.1 of the GDPR requires that you demonstrate website visitors have consented to processing their personal data, including through cookies and tracking technologies used in your recruitment campaigns.

When running recruitment marketing campaigns through Wonderkind's platform, you're using tracking technologies to optimize job advertising, retarget candidates, and analyze campaign performance. All of this requires documented consent that you can prove if questioned by regulators or candidates.

Your consent management system should capture when consent was given (date, time, timezone), how it was obtained (cookie banner interaction), what information was disclosed to the visitor, which cookies and tracking technologies were accepted or rejected, and what version of your privacy policy was active at that moment.

For recruitment campaigns specifically, you should also log the campaign source that brought visitors to your site, which job advertisements they viewed, and any integration touchpoints like your career site or application portal.

The European Data Protection Board recommends keeping detailed consent records as evidence for compliance. The Dutch Authority for Consumers & Markets emphasizes that these logs are critical for responding to complaints and regulatory inquiries.

Use a Consent Management Platform that automatically logs all interactions and integrates with your ATS so consent follows candidates through your recruitment funnel. Retain these logs for 3-5 years to cover potential audits, and ensure landing pages for Wonderkind campaigns have compliant consent mechanisms before any tracking begins.