Capco Job Candidate Privacy Notice
Purpose and legal basis for processing
Our purpose for processing this information is to assess your suitability for a role you have applied for.
The legal basis we rely on for processing your personal data is article 6(1)(b) of the GDPR, which relates to processing necessary to perform a contract or to take steps at your request, before entering a contract. The legal basis we rely on to process any information you provide as part of your application which is special category data, such as health, religious or ethnic information is article 9(2)(b) of the GDPR, which also relates to our obligations in employment and the safeguarding of your fundamental rights and article 9(2)(h) for assessing your work capacity as an employee.
What will we do with the information you give us?
We’ll use all the information you provide during the recruitment process to progress your application with a view to offering you an employment contract with us, or to fulfil legal or regulatory requirements if necessary.
We will not share any of the information you provide with any third parties for marketing purposes.
We’ll use the contact details you give us to contact you to progress your application. We’ll use the other information you provide to assess your suitability for the role.
What information do we ask for, and why?
We do not collect more information than we need to fulfil our stated purposes and will not keep it longer than necessary.
The information we ask for is used to assess your suitability for employment. You don’t have to provide what we ask but it may affect your application if you don’t.
If you use this online application system, your details will be collected by a data processor on our behalf (please see below).
We ask you for your personal details including name and contact details. We’ll also ask you about previous experience, education, referees and for answers to questions relevant to the role. Our recruitment team and relevant business lead will have access to all this information.
You will also be asked to provide equal opportunities information. This is not mandatory – if you don’t provide it, it won’t affect your application. We won’t make the information available to any staff outside our recruitment team, including business leads, in a way that can identify you. Any information you provide will be used to produce and monitor equal opportunities statistics.
Our recruiters and business lead shortlist applications for interview. The business leads will not be provided with your equal opportunities information if you have provided it.
We may ask you to participate in assessment days; case studies; attend an interview (including by video); or a combination of these. Information will be generated by you and by us. For example, you might complete a written assignment or we might take interview notes. This information is held by us.
If you are unsuccessful after assessment for the role, we may ask if you would like your details retained in our talent pool. If you say yes, we would proactively contact you should any further suitable vacancies arise.
If we make an offer of employment, we’ll ask you for information so that we can carry out pre-employment checks. You must successfully complete pre-employment checks to progress to employment.
We must confirm the identity of our staff and their right to work in the relevant country, and seek assurance as to their trustworthiness, integrity and reliability.
You must therefore provide:
- Proof of ID (passport – if no passport, birth certificate and national insurance documents)
- Proof of Right to Work in country where job is based
- Proof of Address
We will therefore perform a:
- Criminal Record Check
- Credit Check including a full 5 years address history
- Financial Sanctions Check
- Compliance Check
- Media Search
- Proof of Professional Qualifications check
- Proof of Education check
- Proof of Five Year Employment References check (gaps of over 1 month to be verified)
How long is the information kept for?
This will depend on whether your application is successful or not and the period will be based on business need.
Successful Recruitment Candidate Information (including third party referee details provided by the applicant) will be destroyed 6 months after the end of employment. Except in France, where candidate information is retained for 12 months.
Unsuccessful Recruitment Candidate Information (including third party referee details provided by the applicant) will be destroyed 6 months after the last action. Except in France, where candidate information is retained for 12 months.
How we make decisions about recruitment
Final recruitment decisions are made by members of our recruitment team and business leads. We take account of all the information gathered during the application process.
You can ask about decisions on your application by speaking to your contact in our recruitment team.
As an individual, you have certain rights regarding your own personal data.
Do we use any data processors?
Yes – we use several processors to provide elements of our recruitment service for us as follows:
In other countries we may use a local employment vetting company. Please refer to your local Capco Recruitment Team for further information.