Personal data are processed:
- for the purpose of entering into an employment contract or at the request of the data subject prior to entering into an employment contract on the basis of Article 6(1)(b) RODO;
- on the basis of the job applicant’s consent on the basis of Article 6(1)(a) RODO and Article 9(2)(a) RODO, which may also include the processing of personal data for subsequent recruitment
The processed data is limited to information required by labour legislation and necessary for contract conclusion. This includes first name(s), surname, date of birth, and contact details provided by the person, education, professional qualifications, and previous employment history. Additionally, job applicants may provide voluntary information such as a photo, other contact details, personality and/or psychological test results, fluid intelligence test results, and a video recording of the interview.
In the case of an online recruitment interview, personal data in terms of name, surname, username in Zoom, data provided during the recruitment interview and image if displayed during the recruitment interview are used exclusively for the purpose of on – line recruitment, which is the Administrator’s legitimate interest under Article 6(1)(f) RODO.
Processing personal data is a necessary requirement for participating in the recruitment process for a job with the Administrator.
However, providing personal data is voluntary if processing is based on consent.
It is important to note that personal data will be processed during and after the recruitment process, as long as consent is not withdrawn, but no longer than one year.
Each job applicant is entitled to:
- pursuant to Article 15 of the DPA, the right of access to personal data;
- pursuant to Article 16 RODO, the right to rectification of personal data;
- pursuant to Article 17 of the DPA, the right to request the erasure of personal data;
- pursuant to Article 18 RODO, the right to request the restriction of the processing of personal data, subject to the cases referred to in Article 18(2) RODO;
- pursuant to Article 20 RODO, the right to data portability only to the extent that personal data is processed by automated means;
- the right to lodge a complaint with the President of the Office for Personal Data Protection, ul. Stawki 2, 00 – 193 Warsaw in the event thatthe processing of personal data is deemedto violate the provisions of the RODO.
In the case of the processing of personal data on the basis of consent, the job applicant has the right to withdraw the consent, which, however, does not affect the validity of the acts carried out on the basis of consent during the period between the granting of the consent and the withdrawal.
Due to the nature of the processing of personal data during the on line recruitment interview, the job candidate does not have the right to access the data, the right to obtain a copy of the data, the right to erasure, the right to restrict the processing of the data, the right to data portability and the right not to be subject to automated decision making.
The job candidate does not have the right to object to the processing of personal data on the basis of Article 21 RODO, as the legal basis for the processing of personal data is not Article 6(1)(e) or (f) RODO.