Privacy Policy

Introduction

During the recruitment process, the Employer collects and processes personal data relating to job applicants.

The Employer is committed to being clear and transparent about how that data is collected and used and to meeting data protection obligations.

What information does the Employer collect and process?

The Employer collects and processes a range of personal information (personal data) about you. This may include:

• Personal contact details, such as your name, title, address and contact details, including email address and telephone number;
• details of your qualifications, skills, experience and employment history, including start and end dates;
• any other information included in any CV, cover letter, application form, online form, test or interview notes;
• copies of qualification certificates;
• copies of identification documents and proof of address;
• background check documentation; and
• information about your entitlement to work in the UK.

In some cases, the Employer collects personal data about you from third parties, such as references supplied by former employers, information from employment background check providers and information from criminal records checks permitted by law.

Data is stored in a range of different places, including on your application record, in the Employer's HR management systems and in other IT systems (including the Employer's email system).

Why does the Employer process personal data?

The Employer needs to process data to assist in making a recruitment decision about you. The Employer also needs to process data when entering into an employment contract with you and to meet obligations under that employment contract.

In addition, the Employer needs to process data to ensure that the Employer is complying with legal obligations. For example, the Employer is required to check a potential employee's entitlement to work in the UK before employment begins.

The Employer has a legitimate interest in processing personal data during the recruitment process and in keeping records of that process. Processing such data from job applicants enables the Employer to manage the recruitment process, assess the suitability of candidates and make informed decisions as to whom the Employer wishes to recruit.

The Employer processes health information if the Employer needs to make reasonable adjustments to the recruitment process for candidates with a disability. The Employer may also process health information if this is necessary to assess capacity to undertake the role in question.

For certain positions it is necessary to carry out criminal records checks to ensure that the candidate is permitted to undertake the role.

If you fail to provide personal information

You are under no obligation to provide the Employer with data during the recruitment process. However, if you do not provide certain information when requested, the Employer may not be able to process your application for employment properly or at all.

You are under no obligation to provide information for equal opportunities monitoring purposes and there are no consequences for you if this information is not provided.

Automated decision-making

Automated decision making occurs when an electronic system uses your personal information to make a decision without human intervention.

The Employer does not envisage that any recruitment decisions will be taken about you based solely on automated decision-making.

Your rights

As a data subject, you have a number of rights. You can:

• access and obtain a copy of your data on request (known as a "data subject access request");
• require the Employer to change incorrect or incomplete data;
• request erasure of your personal information. This enables you to ask the Employer to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing;
• object to the processing of your data where the Employer is relying on its legitimate interests as the legal ground for processing; and
• ask the Employer to suspend the processing of your personal data for a period of time if data is inaccurate or there is a dispute about its accuracy or the reason for processing it.

If you would like to exercise any of these rights, or you have any questions about the privacy notice, please contact the Data Controller.

If you believe that the Employer has not complied with your data protection rights, you have the right to make a complaint to the Information Commissioner's Office. However, you are encouraged to try to resolve the issue with the Employer first.

For how long does the Employer keep data?

The Employer will not hold your personal data longer than we need it. If unsuccessful, generally the Employer will keep the majority of your information for the duration of the recruitment process plus an additional 12 months thereafter.

If you are successful in your application, information collected as part of the recruitment process will be transferred to your personnel file and retained during your employment period. The periods for which your data will be held will be provided to you in a new privacy notice.

Who has access to data?

Your information may be shared internally for the purposes of the recruitment process.

The Employer will not share your data with third parties unless you are made an offer of employment. In those circumstances, the Employer shall share your data with third parties where required by law and where it is necessary in order to administer the working relationship with you or where the Employer has another legitimate interest in doing so. For example, the Employer may then share necessary data with former employers to obtain references for you.

How does the Employer protect data?

The Employer takes the security of your data seriously. The Employer has internal policies and controls in place to prevent your data being lost, accidentally destroyed, misused or disclosed, and is not accessed except by its employees in the performance of their duties.

The Employer and the Data Controller: Medical Professionals Homecare

The Employer's Confidential Information

It is also understood that by attending interview you agree to respect the Employer's privacy and confidentiality. To be more specific:

"Confidential Information" means information relating to the affairs, health, finances, private business, family business, relationships with others and wellbeing of the Employer, neighbours, friends, family and acquaintances of the Employer, for the time being confidential, whether or not explicitly designated as confidential.

Whether or not you gain employment with the Employer, you shall not (except in the proper course of duties while employed by the Employer), use or disclose to any person, employer or other organisation (and shall use your best endeavours to prevent the publication or disclosure of) any Confidential Information. This shall not apply to: any other use or disclosure authorised in writing by the Employer or any information which is already in, or comes into, the public domain other than through unauthorised disclosure or required by law.