This notice explains how Adisham House uses personal information about people who apply for work with us. If you become employed or engaged by Adisham House, the Staff Privacy Notice will apply to the ongoing employment relationship.
Adisham House is the data controller. Adisham House, Pond Hill, Adisham, Near Canterbury, Kent CT3 3LH. Telephone: 01304 840170. Email: adishamhouse@btinternet.com.
The Data Protection Officer is Mr Jamie Bishop (Service Provider). In his absence, contact Mr Leigh Crocker (Registered Manager).
During recruitment we may process:
We obtain information from you directly and may also obtain relevant information from referees, former employers, recruitment agencies, the Disclosure and Barring Service, professional or regulatory bodies and other lawful sources.
We use applicant information to receive and administer applications; assess suitability for a role; communicate with candidates; arrange interviews and assessments; verify qualifications, identity and right to work; obtain references; make recruitment decisions; make reasonable adjustments; undertake lawful safeguarding/DBS checks; keep evidence of a fair recruitment process; and establish, exercise or defend legal claims where necessary.
Depending on the processing, we rely on taking steps at your request before entering into an employment contract, complying with legal obligations, and our legitimate interests in recruiting suitable staff, maintaining safe services, administering recruitment fairly and efficiently, and handling potential claims. Where another lawful basis is required, we will identify and document it.
Health/disability information may be used where necessary to make reasonable adjustments, assess working capacity where lawful, or meet employment and social-protection obligations and rights. Equality-monitoring information, if collected, will be handled separately and used only where an appropriate legal condition applies. We will not use consent where you do not have a genuine choice.
Because Adisham House provides residential care, some roles require appropriate safeguarding and DBS checks. Criminal-offence information will only be processed where necessary, proportionate and permitted by law. We will document the applicable legal condition and maintain any Appropriate Policy Document required by the Data Protection Act 2018.
DBS certificate/copy and detailed certificate information will normally be retained for no longer than 6 months after the recruitment or other relevant decision unless DBS approval or an exceptional documented need applies. Thereafter, only the necessary check outcome, level, date and reference should be retained.
Applicant information may be shared with managers and staff involved in recruitment and, where necessary, with recruitment agencies, referees, DBS/identity/right-to-work checking services, occupational-health or professional advisers, IT/service providers, regulators or public authorities. Information is shared only where there is a proper reason.
We will identify whether any recruitment, email, cloud or IT provider processes applicant information outside the UK. Where a restricted transfer occurs, appropriate safeguards will be used.
Under the Adisham House Data Retention Schedule:
Some information is needed to consider your application or meet legal and safeguarding requirements. If you do not provide information that is necessary for those purposes, we may be unable to progress or confirm your application.
We do not intend to make recruitment decisions about you solely by automated means where the decision would have a legal or similarly significant effect.
Depending on the circumstances, you may have rights of access, rectification, erasure, restriction, portability and objection, as well as the right to withdraw consent where consent is relied upon. These rights are not absolute. Contact the Data Protection Officer to exercise a right.
If you remain concerned after contacting us, you have the right to complain to the Information Commissioner's Office (ICO).
We review this notice at least annually and when our recruitment practices, systems, providers or legal requirements materially change.
