So-called right to be forgotten laws are as futile as DRM. I believe culturally we will adapt to the availability of this information. We can change our opinions about whether evidence of poor choices a long time ago means a candidate would be a poor hire. But the information still being available allows us to make more informed choices because maybe those poor choices a long time ago, along with more recent information, is relevant. The candidate knows this evidence exists and can contextualize it and/or compensate for it with evidence of better, more recent choices.