Who this notice applies to
This notice applies to people who enquire about work, apply for a vacancy, register with Girocare, complete recruitment checks, join our worker pool or carry out assignments through the agency.
Information we may collect
Depending on the role and stage of recruitment, we may collect:
- Name, address, contact details and date of birth.
- Curriculum vitae, employment history, experience and qualifications.
- Availability, preferred roles, working locations and assignment history.
- Identity and right-to-work information.
- References and information received from referees.
- Professional registration and recruitment-check information.
- Bank, payment, tax and emergency-contact details when needed.
- Health or adjustment information relevant to recruitment or work.
- Communications, interview notes and portal records.
Where information comes from
Information may come directly from you, from a referee, previous employer, recruitment platform, professional body, checking organisation, care provider or another source you have authorised. We may also use relevant publicly available professional information.
Why we use recruitment information
We use information to communicate with you, assess suitability, verify information, complete appropriate checks, create and administer your worker record, identify suitable opportunities, introduce you to care providers, arrange assignments, manage pay and records, and meet legal or contractual responsibilities.
Our reasons for processing
Information may be processed to take steps before entering a contract, perform a contract, meet employment, tax, immigration, safeguarding or other legal duties, and support Girocare’s legitimate recruitment and staffing interests. Consent is used where it is the appropriate basis and can be withdrawn.
Health, equality and criminal-record information
Some recruitment information requires additional protection. Health information may be used to consider reasonable adjustments or fitness relevant to work. Equality information, where collected, should be separated from selection decisions and used appropriately. Criminal-record information is handled only where the role, law and recruitment process permit it.
Recruitment checks
The checks required may depend on the role and assignment. Information may be used to confirm identity, right to work, qualifications, professional registration, references and the status of relevant background checks. Girocare may ask for updated information where records expire or circumstances change.
Automated decisions
Girocare does not make recruitment decisions solely through automated processing. Technology may help organise applications, records and communications, but recruitment decisions involve human review.
How long recruitment information is kept
Information is kept for as long as reasonably required for the recruitment process, the worker relationship, assignments and applicable legal or contractual records. Information about unsuccessful or incomplete applications may be retained for a reasonable period to respond to queries, consider future opportunities or establish and defend legal claims.
Security and accuracy
Recruitment information is held with reasonable security measures and access is limited to authorised people. Applicants and workers should tell Girocare when important information changes so records can be kept accurate.
Your rights and contact
Depending on the circumstances, you may ask to access, correct, delete or restrict your information, object to certain processing or request a portable copy. Some rights may be limited where information must be retained by law.
Questions and requests can be sent to info@girocare.co.uk. You may also raise a concern with the Information Commissioner’s Office.