How we collect and process personal data related to job applications.
We need to process personal data prior to, and when entering into, an employment contract with you.
In some cases, we need to process data to ensure it complies with legal obligations. For example, it is required to check a candidate’s eligibility to work in the UK before employment starts.
We have a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data for job applicants allows us to manage the recruitment process, assess a candidate’s suitability for employment, and decide who to offer a job.
We may also need to process data from job applicants to respond to and defend against legal claims.
We may process special categories of data to monitor recruitment statistics. These include:
We may also collect information about disability. This is to make reasonable adjustments during the recruitment process for candidates with a disability or a health condition.
We process such information to:
We are required by law to publish anonymised equalities monitoring data on an annual basis.
The equalities monitoring data is held on a separate section of the application form, which is not seen by the recruiting manager and does not affect recruitment decisions. The exception is when a disability is disclosed. The applicant will then be guaranteed an interview if they meet the minimum requirements of the role.
For some roles, we are obliged to seek information about criminal convictions and offences. This is necessary to carry out our obligations and exercise specific rights in relation to employment.
We will not use your data for any purpose other than the recruitment exercise for which you have applied, other than for equalities monitoring purposes as outlined above.
