1. ABOUT THIS POLICY
1.1 As part of any recruitment process, London Bridge Hotel collects and processes personal data relating to job applicants. London Bridge Hotel is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.
2. WHAT INFORMATION DOES THE COMPANY COLLECT?
2.1 The hotel collects a range of information about you. This includes:
(a) your name, address and contact details, including email address and telephone number;
(b) details of your qualifications, skills, experience and employment history;
(c) information about your current level of remuneration, including benefit entitlements;
(d) whether or not you have a disability for which the organisation needs to make reasonable adjustments during the recruitment process; and
(e) information about your entitlement to work in the UK.
2.2 The hotel may collect this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews or other forms of assessment.
2.3 In some cases we may collect personal data about you from third parties, such as references supplied by former employer. The organisation will seek information from third parties only once a job offer to you has been made and will inform you that it is doing so.
2.4 Data will be stored in a range of different places, including in your personal file, in the Company’s HR management system and other IT systems (including the Company’s email system)
3. WHY DOES THE COMPANY PROCESS PERSONAL DATA?
3.1 The hotel needs to process data to take steps at your request prior to entering into a contract with you. It may also need to process your data to enter into a contract with you.
3.2 In some cases, we may need to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.
3.3 The hotel 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 the organisation 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.
3.4 The hotel may process information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
3.5 If your application is unsuccessful, we may keep your personal data on file in case there are future employment opportunities for which you may be suited. We will ask for your consent before we keep your data for this purpose and you are free to withdraw your consent at any time.
4. WHO HAS ACCESS TO DATA?
4.1 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 and IT staff if access to the data is necessary for the performance of their roles.
4.2 The organisation will not share your data with third parties, unless your application for employment is successful and it makes you an offer of employment. The organisation will then share your data with former employers to obtain references for you.
4.3 London Bridge Hotel will not transfer your data to countries outside on the European Economic Area.
5. HOW DOES THE COMPANY PROTECT DATA?
5.1 London Bridge Hotel takes the security of your data seriously. It has internal policies and controls in place to try to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by its employees in the performance of their duties.
5.2 Where the Company engages third parties to process personal data on its behalf, they do so on the basis of written instructions, are under a duty of confidentiality and are obliged to implement appropriate technical and organisational measures to ensure the security of data.
6. FOR HOW LONG DOES THE COMPANY KEEP DATA?
6.1 If your application for employment is unsuccessful, the organisation will hold your data on file for 6 months after the end of the relevant recruitment process. If you agree to allow the organisation to keep your personal data on file, the organisations will hold your data on file for a further 6 months for consideration for future employment opportunities. At the end of that period or once you withdraw your consent, your data is deleted or destroyed.
6.2 If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment. The periods for which your data will be held will be provided to you in a new privacy notice.
6.3 As a data subject, you have a number of rights. You can:
(a) access and obtain a copy of your data on request;
(b) require the Company to change incorrect or incomplete data;
(c) require the Company to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing; and
(d) object to the processing of your data where the Company is relying on its legitimate interests as the legal ground for processing.
6.4 If you would like to exercise any of these rights, please email Gregory Bogdan, email@example.com
6.5 If you believe that the Company has not complied with your data protection rights, you can complain to the Information Commissioner.
7. WHAT IF YOU DO NOT PROVIDE PERSONAL DATA?
7.1 You are under no statutory or contractual obligation to provide data to the organisation during the recruitment process. However, if you do not provide the information, the organisation may not be able to process your application properly or at all.
8. AUTOMATED DECISION-MAKING
8.1 Employment decisions are not based solely on automajted decision-making.