@AC ...Re: From the Hire product page
No, not all detail should be expunged.
Suppose you apply for a position and are a finalist but there's a better candidate?
By your reasoning, they should remove the data, right?
However, you have two issues.
1) The act of interviewing is information that is an interaction between the company and the candidate. therefore not just about the candidate. So you have the right to retain said interaction and in some cases must retain it for a period of time.
2) Suppose there's another opening that the candidate would be a good fit. Do you want to force them to resubmit everything? Or not take advantage of information gathered from the process?
3) Suppose the candidate raised some red flags. Therefore you would want to highlight those issues so that the candidate couldn't apply again and waste your time or actually get a job within your organization.
Note: I said that it was required to retain... its possible that the company could get sued for discrimination or that a specific recruiter is discriminating against a certain pool of candidates. So you, the company, would be required to retain information about candidates for a certain period of time so that you can show no bias.
Remember that the interview process is an interaction between two entities, so you, the company have certain rights to the data. I can see why GDPR is such a headache.