Information for candidates

Operator techniczny: Jakub Hołownia – HireForge
jhrpraca@gmail.com

Purpose of processing

The data entered in the form is used to assess qualifications, contact the candidate, present job offers and prepare employment-related documents.

Legal bases for processing

Data is processed to the extent necessary to conduct recruitment, take steps prior to entering into a contract and comply with applicable employment-law requirements. Additional data supplied voluntarily and retention of a profile for future recruitment are, where required, processed on the basis of appropriate voluntary consent.

Scope of data

The portal may store contact details, professional information, qualification answers and documents uploaded by the candidate. Data marked as optional is not required at the initial recruitment stage.

Access to data

Only authorized people involved in recruitment have access. At the initial stage, a profile may be presented to potential employers or clients in anonymous or limited form. Full data and documents should be disclosed only when actually needed for the relevant process.

Recipients and processors

Recipients may include selected potential employers and recruitment clients to whom the candidate is presented, as well as authorized people and service providers supporting recruitment, such as hosting, transactional e-mail and, if enabled, translation providers. At the initial form stage the candidate does not have to be assigned to a specific company. The system records sharing history so it is possible to determine to whom and at what visibility level a profile was presented.

Candidate rights

The candidate may request access to, correction or deletion of data, restriction of processing or withdrawal of consent, unless other legal obligations require continued storage.

Right to complain

You have the right to lodge a complaint with the competent data protection supervisory authority if you believe that processing infringes data protection law.

Automated decisions

The portal organizes and displays information but does not automatically make hiring decisions or perform automated profiling that produces legal effects for candidates.

Retention period

The company should define a specific retention period for the current recruitment and a separate period for future recruitment. After that period, data should be deleted or anonymized.