During the recruitment process MODEC collects a range of information about you. This includes:
your name, address and contact details, including email address and telephone number;
details of your qualifications, skills, experience and employment history;
information about your current level of remuneration, including benefit entitlements;
whether or not you have a disability for which the organization needs to make reasonable adjustments during the recruitment process; information about your entitlement to work in the country you are applying.

MODEC collects 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.
MODEC will also collect personal data about you from third parties, such as references supplied by former employers. MODEC 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.
Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).

MODEC needs to process data, at your request, prior to entering into a contract with you. It also needs to process your data to enter into a contract with you.
In some cases, MODEC needs 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 country before employment starts.
MODEC 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 MODEC to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. MODEC may also need to process data from job applicants to respond to and defend against legal claims.
MODEC processes health information if it needs to make reasonable adjustments to the recruitment process for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
MODEC will not use your data for any purpose other than the recruitment exercise for which you have applied.

Your information will 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.
MODEC will not share your personal data with third parties, unless your application for employment is successful and it makes you an offer of employment.
Your personal data may be transferred and held in different locations across the world. Data is transferred and held on the basis that our HR, Finance and IT functions are hosted in different geographical locations.

MODEC takes the security of your personal 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.

If your application for employment is unsuccessful, the organization will hold your data on file for 12 months after the end of the relevant recruitment process. At the end of that period, your data is deleted or destroyed.
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.

As a data subject, you have a number of rights. You can:
access and obtain a copy of your data on request;
require the organization to change incorrect or incomplete data;
require the organization to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing;
object to the processing of your data where the organization is relying on its legitimate interests as the legal ground for processing; and
ask the organization to stop processing data for a period if data is inaccurate or there is a dispute about whether or not your interests override the organization's legitimate grounds for processing data.
If you believe that the organization has not complied with your data protection rights, you can complain to the Information Commissioner.

You are under no statutory or contractual obligation to provide data to the organization during the recruitment process. However, if you do not provide the information, the organization may not be able to process your application properly or at all.
You are under no obligation to provide information for equal opportunities monitoring purposes and there are no consequences for your application if you choose not to provide such information.

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