Data Controller: Zenobe Energy Limited (Zenobē)
Data Protection Manager: Anne Darnell – Head of HR firstname.lastname@example.org
As part of our recruitment and employment offer of employment process, Zenobē collects and processes personal data relating to job applicants. We are committed to being transparent about how we collect and use that data and how we meet our data protection obligations.
What information does Zenobē as a recruiter and potential employer collect?
Zenobē collects a range of information about you during the recruitment and employment offer process. This includes:
We may collect this information in a variety of ways. For example, data might be contained in your CVs, obtained from your passport or other identity documents, collected by recruitment companies or online networking sites, or collected through interviews or other forms of assessment including online tests.
We also collect personal data about you from third parties, such as references supplied by former employers and in some cases information from employment background check providers. We will only seek information from third parties only once a job offer to you has been made and will inform you that we are doing this. Data will be stored in a range of different places, including on your application record, in HR management systems and on other internal IT systems (including email, SharePoint and on our applicant tracking system).
Why does the Zenobē process personal data?
We need to process data to enable us to assess your application and, where relevant, to prepare to enter into a contract of employment with you. We need to process data to ensure that we are complying with our legal obligations. For example, we are required to check successful applicant’s eligibility to work in the UK before employment starts. Zenobē has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows us to manage the recruitment process, assess and confirm a candidate’s suitability for employment and decide to whom to offer a job. We may also need to process data from job applicants to respond to and defend against legal claims.
After acceptance of an offer of employment, we also collect information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. We process such information to carry out our obligations and exercise specific rights in relation to employment.
Who has access to data?
Your information may be shared internally for the purposes of the recruitment exercise. This includes members of the HR and recruitment team, interviewers involved in the recruitment process, managers in the business area with a vacancy, the Founder Directors and IT staff if access to the data is necessary for the performance of their roles. Zenobē will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. Zenobē will then share your data with former employers to obtain references for you, and if needed employment background check providers to obtain necessary background checks. We will not transfer your data outside the European Economic Area.
2. How does Zenobē Energy protect data?
Zenobē takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties. For example, our IT systems are password protected and access to confidential data is restricted and monitored.
How long does Zenobē keep data for?
As a data subject, you have a number of rights. You can:
If you would like to exercise any of these rights, please contact email@example.com.
If you believe that Zenobē has not complied with your data protection rights, you can complain to the Information Commissioner.
3. What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to Zenobē Energy during the recruitment process. However, if you do not provide the information, Zenobē Energy may not be able to process your application properly or at all.
4. Automated decision-making
Recruitment processes are not based solely on automated decision-making.
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