Recruitment Applicants

Generally, we will use your personal data for the purposes of the application process. We have set out in the table below further detail in this regard.

INFORMATION

WHY WE COLLECT IT

LEGAL BASIS

SPECIAL CATEGORY DATA CONDITION

EFFECT OF NOT PROVIDING THE INFORMATION IF LEGAL CONDITION OR CONTRACTUAL CONDITION

Your name (first name and surname), title and contact details (e.g. telephone numbers (mobile and landline), postal address, email address)

To contact you in relation to your application

To take steps to enter into contractual relationship – employment contract

N/A

We will be unable to consider you for a position.

Details of your qualifications, skills, experience and employment history

To assess whether you have the correct qualities for the role

To take steps to enter into contractual relationship – employment contract

N/A

We will be unable to consider you for a position.

Information about your entitlement to work in the UK

To verify that you are eligible to work in the UK

Legal Obligation

N/A

We will be unable to consider you for a position.

Diversity monitoring information such as sex, age, religion, race and disability

To ensure we make reasonable adjustments during the recruitment process (if applicable).

On the basis of your and our legitimate interest

Necessary for the purposes of carrying out the obligations and exercising our rights or your rights in the field of employment.

We will be unable to consider you for a position.

Specific retention periods for recruitment applicants

  • Speculative applications (e.g. vacancy enquiries or non-specific applications) - will be will be held within the HR records for a period of 6 months after receipt before being deleted or destroyed.
  • Unsuccessful applications (e.g. not short-listed after initial application or unsuccessful after interview) - will be held within the HR records for a period of 6 months once the recruitment campaign has closed before being deleted or destroyed. This information is mainly used for providing candidate feedback, monitoring and statutory reporting purposes and should we need to contact a reserve candidate, if agreed in advance, in the event of a withdrawal or a similar position were to become vacant within a 6-month period. 

  • Successful applications - once a successful candidate has taken up employment with TAE, they should refer to the HR Privacy Policy. Once employment with TAE has ended, we will retain your information in accordance with the requirements of our retention schedule and then delete it. Generally this is 1/2 years after employment has ended unless records form part of accounting records, they are held for 7 years after termination of employment.