How to find a good Data Protection Officer

  • Post category:News

Are you looking for a Data Protection Officer, but you don’t know how and where to look for good candidates for your company? Have you already tried to publish an ad on Linkedin, Monster and Infojobs, but in addition to having spent time screening CVs and not having found the person you were looking for, you have activated some external suppliers without satisfactory results?


You are reading the right article… read how Ricercamy supports private companies and consultancy firms in the search and selection of specialised profiles.


The Data Protection Officer is a professional figure with both legal and IT skills. His ability to organise and manage personal data within a company allows him to process them appropriately as required by EU regulations. In particular, with the EU Regulation 2016/679 or better known as the “General Data Protection Regulation” which has in fact defined a new professional profile, in fact, the regulation clearly states that public companies and large companies in the private sector are required to have a Data Protection Officer. To top management, with whom he or she is in close contact, he or she provides advice on the design, maintenance and verification of an organised system for the management of personal data, adopting a series of measures with the aim of protecting sensitive data in compliance with the requirements imposed by law.


What does a Data Protection Officer do?

Advise as well as inform the controller with regard to the obligations contained in the EU regulation, keeping the relevant documentation;
Establish that there is correspondence between the company’s personal data procedures and the EU Privacy Regulation 2016/679 (GDPR), and also that the Data Controller has understood its responsibilities, has adequately trained staff involved in data processing and the relevant control procedures;
Verify where circumstances require a Data Protection Impact Assessment (DPIA) where data processing may pose a high risk especially when using new technologies;
Provide a point of contact with the supervisory authority on matters related to the processing itself, including so-called prior consultation (Art 36 of the European Regulation);
Verifying possible breaches of personal data, recording them and communicating them to the supervisory bodies.


Main characteristics required:

He/she has a High School Diploma or a degree, but what is important is that in his/her studies he/she has acquired knowledge of computer science and law as well as having deepened the complex subject of personal data processing both Italian and EU. Today, this is much easier than it was a few years ago with the expansion of the training offer through training courses and masters;
He/she continuously uses IT tools as well as databases and software for data management and processing (GDPR software) and technologies related to IT security;
He/she is generally a senior figure in the company’s organisation chart, but can also be selected from among officials provided that he/she demonstrates a thorough knowledge of privacy regulations;
He/she has in-depth knowledge of law and risk management;
Has a strong attitude to interpersonal relations and good communication skills as well as a natural talent for problem solving.

The Data Protection Officer may be selected from within the company or, if there are no such people, as an external consultant. The DPO’s role is in any case a very complex one which, due to the transversal knowledge required, is unlikely to be easily found within the company’s organisational chart; another problem is the impartial nature of the role in order to avoid a conflict of interest. The DPO must be an independent figure, a kind of supervisor who deals exclusively with the correct application of the GDPR. The consultancy service offered by specific companies and called “DPO as a Service” offers companies and public administrations the possibility of having a team of experts in the field of privacy if they have to appoint a DPO.

Ricercamy, a revolutionary and dynamic head hunter, born in March 2012, has, since its inception, been committed to introducing innovative elements into the world of Search and Selection that would improve the redemption of Recruiting activities.


According to a study by Linkedin, 75% of talents are passive and already working, not proactively looking for new professional opportunities. Only 25% of them are more consistently interested in actively searching for new job offers. Therefore, investing the company’s budget in subscriptions and/or offers from job posting platforms cannot be the only effective solution.


It is necessary to adopt a methodology that allows you to reach the best candidates: headhunting calls! (or Head Hunting, as we call it).

This is how our specialised headhunters find qualified staff for our clients.

Our consultants’ anonymous calls are able to intercept any profile with different seniorities.

Through a very thorough pre-screening by telephone, in addition to the personal data, we collect all the specifications on the candidate’s experience necessary to assess its validity and thus allow the candidate to access the next step.

All of the above is carried out and shared in real time via a cloud file with our client company’s HR contact.


Transparency and immediate sharing is a distinctive feature of Ricercamy, which has specialised over the years in the search and selection of technical figures in the mechanical, electrical and electronic fields, thanks to the development of specific skills and knowledge of the profiles sought and the reference market.


Our headhunter’s operating method does not require the client to wait 2-3 weeks to receive the first shortlist of valid profiles. For us, headhunting means sharing in real time and working unfiltered and hand-in-hand with our HR contact.

By searching for staff on a daily basis, our headhunters have acquired know-how and specialisation in their fields, which allows us to be a leader in this market crowded with recruiters.

On the strength of our tools, since its inception, Ricercamy has helped engineering companies in the selection of qualified personnel who are difficult to find and to place. Thanks to Ricercamy’s SMART commercial offer, our clients ask us to carry out selections that they have always tended to do internally, but with certain costs and no complition fees or exclusivity, they feel free to delegate the management of their vacancies to us.


If you are also looking for this type of profile, fill in the form below and you will be contacted within 1 hour by our consultants.