HR Privacy Statement

Your data after application

After applying via our website, your submitted application will be imported into our preferred Third party recruitment system. All subsequent information regarding your application will be generated from apps.trac.jobs. You will not be able to track the progress of your application or receive messages, and furthermore, that as an employer, we will not be able to respond to any e-mails sent to us.

Storage of applicant details

By applying for a post you are agreeing to general practice solutions (gps) transferring the information contained in this application to its preferred applicant management system. If you are offered a position information will also be transferred into our general practice specialist associate (gpsa) database.

Personally identifiable information

This privacy notice is about how your personally identifiable information will be managed from application through to starting work.

Personal details for backgrounds checks

The information is needed to help recruit the best people, perform the necessary employment checks, arrange a casual worker agreement, get new recruits started in their work. These are necessary steps prior to being able to establish, continue or vary a casual worker agreement. In some special cases your information may have been entered without you having completed an application form. For example, where students are being placed from a training provider (and your information has been received from that training provider) or where employment checks need to be carried out on existing staff.

During recruitment, gps considers the information provided on the application form and that provided for assessments and interviews. As you get further through the process, employment checks may need to be performed such as identity, right-to-work (immigration), criminal records, professional registration, qualifications, references, occupational health and other checks. More information or documentation, such as proof of identity documents, may be needed from you.

Sharing your information

Only the necessary information is shared with organisations where they assist us with these checks and it is only for the purpose of performing those checks. To get a new recruit started in their work, induction training and some administrative requirements are completed. Some information will be requested from you at that time, such as bank details for payments and emergency contact details in case you have an emergency at work. The information for those who have been recruited is entered into the casual worker database and records keeping systems that are used by the employer.

Equality act

If you do not provide information as needed, this may hinder or prevent your causal worker application. Any information you provide about your ethnic origin, religious beliefs and sexual orientation is used only for equal opportunities statistical monitoring of the recruitment process and workforce. It is protected throughout the process, is not visible to those assessing your application or to hiring managers, and cannot be used in a way which can identify you. It will not affect your application if you choose to not provide this information.

Disability discrimination act

If you indicate that you can be considered for a preferential or guaranteed interview owing to a disability you have, that information is used only for the purposes of arranging interviews. If you decide that you wish to leave a application process, you can email us at enquiries@generalpracticesolutions.net and your details will be securely and permanently discarded. For special cases (examples above) you should instead contact the employer.

Erasure

Your information about your application through to starting work is automatically deleted from this recruitment management system once it is no longer regarded as necessary for the purpose for which it was collected. This is 399 days after the date the application was entered in this recruitment system or 199 days after your proposed/actual start date, whichever is the greater. This period allows obligations relating to lawful employment practices to be fulfilled such as statistical reporting and the defending of potential legal claims.