The low number of new advisers in the profession continues to fall as more baby-boomer advisers retire each year. The industry saw its sixth consecutive year of decline in 2015, to around 23,900 advisers, from a peak of 27,100 in 2009, according to APFA.
Believe it or not, your LinkedIn profile is the shop window to potential employers when looking to gain an insight into you. This is also… Read More »10 tips for optimising your LinkedIn profile when searching for jobs.
For most of our candidates, using job boards is not the solution to their job search, in fact our research shows that they can be little more than a time wasting tool. Most job boards have two aspects to them, the ability to search and apply for a job and the “option” of having your details on a CV database.
Trying to decide which career to go into when you finish university? You may think there is only a limited ‘type’ of job on offer for you based on your choice of study.
Have you ever experienced the onslaught of hundreds of nuisance recruiter calls after simply updating your CV on a job board?
Background: Recruit UK Limited understands that your privacy is important to you and that you care about how your personal data is used. We respect and value the privacy of all our customers and will only collect and use personal data in ways that are described here, and in a way, that is consistent with our obligations and your rights under the law.
1. What Does This Notice Cover?
This Privacy Information explains how we use your personal data: How it is collected, how it is held, and how it is processed. It also explains your rights under the law relating to your personal data.
2. What is Personal Data?
Personal data is defined by the General Data Protection Regulation (EU Regulation 2016/679) (the “GDPR”) as ‘any information relating to an identifiable person who can be directly or indirectly identified in particular by reference to an identifier’. Personal data is, in simpler terms, any information about you that enables you to be identified. Personal data covers obvious information such as your name and contact details, but it also covers less obvious information such as identification numbers, electronic location data, and other online identifiers.
3. What Are My Rights?
Under the GDPR, you have the following rights, which we will always work to uphold:
a) The right to be informed about our collection and use of your personal data. This Privacy Notice should tell you everything you need to know, but you can always contact us to find out more or to ask any questions.
b) The right to access the personal data we hold about you.
c) The right to have your personal data rectified if any of your personal data held by us is inaccurate or incomplete.
d) The right to be forgotten, i.e. the right to ask us to delete or otherwise dispose of any of your personal data that we have.
e) The right to restrict (i.e. prevent) the processing of your personal data.
f) The right to object to us using your personal data for a particular purpose or purposes.
g) The right to data portability: This means that if you have provided personal data to us directly, we are using it with your consent or for the performance of a contract, and that data is processed using automated means. You can ask us for a copy of that personal data to re-use with another service or business in many cases.
h) Rights relating to automated decision-making and profiling: We do not use your personal data in this way
i) For more information about our use of your personal data or exercising your rights as outlined above. Further information about your rights can also be obtained from the Information Commissioner’s Office or your local Citizens Advice Bureau. If you have any cause for complaint about our use of your personal data, you have the right to lodge a complaint with the Information Commissioner’s Office.
4. What Personal Data Do We Collect?
We may collect some or all the following personal data (this may vary according to your relationship with us):
5. How Do You Use My Personal Data?
Under the GDPR, we must always have a lawful basis for using personal data. This may be because the data is necessary for our performance of a contract with you, because you have consented to our use of your personal data, or because it is in our legitimate business interests to use it. Your personal data will be used for or may be used for one of the following purposes:
With your permission and/or where permitted by law, we may also use your personal data for marketing purposes, which may include contacting you by email and/or telephone and /or text message and/or post with information, news, and offers on our services. We will always work to fully protect your rights and comply with our obligations under the GDPR and the Privacy and Electronic Communications (EC Directive) Regulations 2003, and you will always have the opportunity to opt out.
6. How Long Will You Keep My Personal Data?
Due to the nature of recruitment, a significant number of candidates reconnect with our organisation periodically. It is not uncommon for this to occur years after we have placed them in a role. For this reason, your consent includes explicit consent to retain your personal details until you wish us to delete your records from our database or refrain from further engagement.
7. How and Where Do You Store or Transfer My Personal Data?
We will only store or transfer your personal data in the UK or elsewhere in the EU. This means that it will be fully protected under the GDPR.
a) we no longer have a relevant use for it
b) it has passed the relevant expiry date
8. Do You Share My Personal Data?
We will not share any of your personal data with any third parties for any purposes, subject to one important exception. In some limited circumstances, we may be legally required to share certain personal data, which
might include yours, if we are involved in legal proceedings or complying with legal obligations, a court order, or the instructions of a government authority.
If any of your personal data is required by a third party, as described above, we will take steps to ensure that your personal data is handled safely, securely, and in accordance with your rights, our obligations, and the third party’s obligations under the law.
9. How Can I Access My Personal Data?
If you want to know what personal data we have about you, you can ask us for details of that personal data and for a copy of it (where any such personal data is held). This is known as a “subject access request”.All subject access requests should be made in writing and sent to the email or postal addresses shown below.
There is not normally any charge for a subject access request. If your request is ‘manifestly unfounded or excessive’ (for example, if you make repetitive requests) a fee may be charged to cover our administrative costs in responding.
We will respond to your subject access request within 14 days and, in any case, not more than one month of receiving it. Normally, we aim to provide a complete response, including a copy of your personal data within that time. In some cases, however, particularly if your request is more complex, more time may be required up to a maximum of three months from the date we receive your request.
You will be kept fully informed of our progress.
10. Contact details
Contact us at [email protected]
Alternatively, you can contact us by writing to us at:
GDPR Compliance Officer
Recruit UK Limited
1 Victoria Street,
Redcliffe,
Bristol,
BS1 6AA
11. Complaints procedure
If you have a complaint about the way your data is stored or handled by Recruit UK Limited, please
contact us at [email protected]
Alternatively, you can contact us by writing to us at:
GDPR Compliance Officer
Recruit UK Limited
1 Victoria Street,
Redcliffe,
Bristol,
BS1 6AA
Escalated Complaints
If you remain unhappy with the handling of your data, you can complain to the ICO.
Information Commissioner’s Office
Wycliffe House
Water Lane
Wilmslow
Cheshire
SK9 5AF
12. Changes to this Privacy Notice
We may change this Privacy Notice from time to time. This may be necessary, for example, if the law
changes, or if we change our business in a way that affects personal data protection.
Any changes will be made available on our website recruitukltd.co.uk
Inclusivity and fairness are of paramount importance to us. Recruit UK embraces equality, diversity and inclusion and will seek to promote their benefits in all of its business activities. We will further develop our business culture to encourage, value and manage that belief.
We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.
Our policy purpose:
Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
Oppose and avoid all forms of unlawful discrimination. This includes:
Who is responsible for equal opportunities?
Achieving an equal opportunities workplace is a collective task shared between the employer and all its staff. This policy and the rules contained in it, therefore, apply to all staff of the employer irrespective of seniority, tenure and working house, including all employees, directors,
consultants, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as staff).
All staff have a personal responsibility to ensure compliance with this policy, to always treat colleagues with dignity, and not to discriminate against or harass other members of staff, visitors, clients, customers, suppliers and former Recruit UK, employees.
Managers and Directors must take all necessary steps to:
Our Commitments
Agreement to follow this policy
The equality, diversity and inclusion policy is fully supported by senior management at Recruit UK.
Details of Recruit UK’s grievance and disciplinary policies and procedures can be found in the employee’s handbook. This includes with whom an employee should raise a grievance – usually their line manager.
Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
