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GDPR

FAIR PROCESSING/PRIVACY NOTICE

We care about your information

Direct Response Employment Services is a data controller and data processor for the purposes of data protection legislation. Relevant, authorised members of our staff will have access to the information.

We ask you to share information with us so that we can provide you with work-finding and related services.

This document tells you what you can expect from us and how we will protect your rights.  It applies to information we collect about agency workers, staff members and individuals who work at the companies we do business with.

We have a full Data Protection Policy and Data Retention Policy which you are invited to view on our website www.direct-response.co.uk

If you wish to exercise any of your rights, please contact: Miss Diane Mills Partner 01225 776500

Why do we process your information?

We process information about you known as ‘personal data’ to enable us to carry out our business as an employment agency for the purposes of permanent recruitment services is as an employment business for the purposes of temporary recruitment services.

By law, we have obligations to ensure that the candidates we place into vacancies are suitable for those positions and that the vacancies are suitable for those candidates.  We have a duty of care to look after the best interests of our customers and to do that we need to collect and process relevant information.

We process some other information to help us make sure we are delivering a service that treats people legally and fairly, prevents human rights abuses, and is always improving.

Who will we share information with?

Client organisationsIn order for our client organisations to consider workers for opportunities within their businesses, we need to share worker information with them. We have contracts in place with these organisations that require them to treat worker information as confidential before we share worker information with them.
WorkersIn order to perform our recruitment services (such as arranging interviews, for example) we often need to share client contact information (such as name, job title and contact details) with workers.
Auditors & InspectorsFrom time to time we may be audited by third parties to ensure that we are operating a legally compliant and ethical business.  These third parties may include: Government regulatory and enforcement audits independent social compliance audits Client audits
OtherIf we would like to share your data with anyone not covered in this privacy notice (such as sharing testimonials with potential customers, for example), we will only do this where we have a legitimate reason to do so and where required will ask for your specific consent to do so.

What are your rights?

All individuals have the following rights regarding their personal information (also called ‘personal data’)

The right to be informedYou have the right to know what information we hold about you, what we are using it for, who we are sharing it with, how long we are keeping it, and on what basis we are processing the data.  While we always prefer to process data based on your explicit consent, as a recruitment organisation we also have a ‘legitimate interest’ in processing your data to ensure we are matching you to suitable vacancies.  There are also times when we have to process your information because we are required to by law.
The right of accessIf you would like to see the records we hold on file for you, please contact Miss Diane Mills.  All requests must be made in writing and will be dealt with within 30 days.
The right to rectificationIf you believe we are holding incorrect information, you can ask us to correct it.
The right to erasureYou can ask us to remove your information from our records.  As long as there is no legal requirement for us to keep them (for example, HMRC require us to keep payroll records for 6 years), we will remove your details. This will mean that we won’t be able to contact you with any work opportunities in future.
The right to restrict processingInstead of asking to be removed, you can ask us to stop processing it – so you can ask us to stop contacting you about work opportunities, for example.
The right to data portabilityIf you want to take your data to another organisation, please contact Miss  Diane Mills Partner 01225 776500.
The right to objectYou have the right to object to your data being processed on the basis of legitimate interests, direct marketing, and processing for statistical purposes.  We will stop processing your information immediately unless there are legal reasons for us not to do so.
The right not to be subject to automated decision-making (including profiling)You have the right to object to automated decision-making. We do not use automated decision-making in our recruitment process.

What information do we collect? How do we use it? How long do we keep it?

This privacy notice has been divided into sections, so that you can read the information relevant to you. Each section tells you what information we collect, how we use it, and how long we will keep it for.  These sections are:

  • Agency workers
  • Staff members
  • Individuals who work at the companies we do business with

You may wish to have 3 separate documents or one combined document. If you have separate documents each one will need to include the sections above

AGENCY WORKERS

Agency Workers are workers we supply to work with our client companies.

What information do we collect?

We collect personal data from you in order to fulfil our contract with you, to comply with our legal obligations and where it is in our legitimate interests in order to provide you with work seeking services and to supply our clients with labour.

This will include:

  • Your name and contact details
  • Your right to work status (and to take copies of your passport/other allowable documents)
  • Your skills, experience and qualifications (where relevant)
  • Details about the type of work you are looking for
  • Your next of kin
  • Whether you require any reasonable adjustments in the recruitment process
  • Questions about your work seeking activity, to help us make sure we are protecting your welfare and your rights.
  • Your national insurance number and bank details in order to pay you for any work you do

We may also ask for further information to confirm your suitability for work, which may include:

  • Reference details
  • Health questions relevant to the type of work you are applying for
  • Whether you have any unspent criminal convictions

Once a contract has been offered, we will also ask for the following information:

  • Whether you require any reasonable adjustments to undertake any roles

For some roles, we may use assessments as part of the recruitment process literracy numeracy Manual Handling and these results will be held on file.

How do we use it?

The information we collect will only be used for the purposes of progressing your application for work, or to fulfil legal or regulatory requirements if necessary.  The information we ask for helps us to assess your suitability for work.  You don’t have to provide the information we ask for, but it might affect our ability to provide you with work if you don’t.

How long do we keep it?

We keep the information for either the minimum period we are required to keep it by law, or as defined in our Data Retention Policy or for as long as you give us consent to keep the information.

STAFF MEMBERS

Staff members are those people who work directly for and within our organisation.

What information do we collect?

We collect personal data from you in order to fulfil our contract with you, to comply with our legal obligations and where it is in our legitimate interests as an employer/labour provider to recruit new workers to fill vacancies in our business.

As part of our recruitment process, in order to assess your suitability for employment, we will ask for the following information:

  • Name and contact details
  • Your right to work status (including taking copies of original passport/visa documents)
  • Your skills, experience and qualifications
  • Whether you require any reasonable adjustments in the recruitment process
  • Questions relevant to your ability to carry out the role
  • Whether you have any unspent criminal convictions

Once a job offer has been made and accepted, we will also ask for the following information:

  • Bank details
  • National Insurance Number
  • Your next of kin
  • Whether you require any reasonable adjustments to undertake the role

How do we use it?

The information we ask for helps us to assess your suitability for employment, to enable us to employ you and to fulfil legal or regulatory requirements with us.  You don’t have to provide the information we ask for, but it might affect our ability to employ you if you don’t.

This information is collected, processed and retained because employers have a ‘legitimate interest’ under data protection law to do this.

How long do we keep it?

If you are successful in your application for employment with us, we keep the information you provide for either the minimum period we are required to keep it by law, or as defined in our Data Retention Policy or for as long as you give us consent to keep the information.

If you are unsuccessful in your application for employment with us, the information will be kept on file for one year after the end of the recruitment process for that role.

Once you are working with us, your employee record will include other relevant information, including:

  • Training records
  • Appraisal and performance review records
  • Sickness absence records
  • Correspondence records (including disciplinary and grievance meeting notes where relevant)

Your employee record will be retained for the duration of your employment and for differing periods depending on the records as defined in our Data Retention Policy following the end of your employment.

EXTERNAL BUSINESS CONTACTS

External business contacts means individual members of staff at the supplier, support, client and other organisations we work with to perform the legitimate activities of our business.

What information do we collect?

We collect personal data in order to comply with our legal obligations and where it is in our legitimate interests as an employer/labour provider to do so.

Individuals within the companies we work with are also entitled to have their personal information protected.

We will only share information where it is allowed by law and relevant to our legitimate business activities, such as providing name, job title and contact details when arranging an interview. 

We may also share professional information that is already in the public domain (such as company website pages, LinkedIn profiles, and similar media).

How do we use it?

The information we ask for will only be used in connection with the legitimate activities of our business.

How long do we keep it?

We keep the information for either the minimum period we are required to keep it by law, or for as long as you give us consent to keep the information, whichever is longer.

We will retain contact details for individuals within client organisations while the organisation remains a current or prospective client organisation. 

Individuals within the organisations we work with have the same rights as any other individual (including the right to be forgotten).  Anyone wishing to exercise their rights under data protection legislation should contact Miss Diane Mills 01225 776500

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Interview Tips

When it comes to an interview, you can never be too prepared. 

Being selected for an interview is already a success – you have been chosen amongst many candidates, who applied for the position, so research and preparation is essential to for interview success.

To help you organise and plan ahead, we have come up with some useful tips to help you along the way and ensure your interview gets off to a great start.

  • Do your research.

Find out as much as you can about the company – start few days before the interview. Go on their website, find out what sector they specialise in, have they recently completed any major projects?

Does the company have a page on social media? If yes, have a look at posts, feedback, reviews so you can see what the company and its employees are talking about.

Make notes, read them couple of times before the interview and memorise the information. This will help you to be more confident when talking about the knowledge you have of the company.

  • Read the job advert:

Have a look at the job description again to refresh your memory. It is vital you explain why you think you would be suitable for the position and whether you match the qualification and skills required.

  • Common Interview Questions:

Google some of the most common interview questions and write down some of your answers, this will ensure you are prepared and ready to answer. Common questions such as describing yourself, focus on positive points and skills which are relevant for the job. Don’t go into too much detail just a quick summery is enough.  Ensure you write down your strengths for the role and any weaknesses, this is often an awkward question but think of positive ways to overcome these weaknesses to finish on a positive note. 

Some other important points include:

Outfit – many companies still expect interviewees to dress smartly, so make sure your outfit is suitable.

Punctuality – make sure you arrive at least 15 minutes before your interview to avoid your stress level going up and giving the employer a bad impression.

After the interview – give the interviewer a firm handshake and thank for the time and opportunity to attend the interview.

As you can see interviews can be less stressful if you take time and effort to thoroughly prepare. If you have any further questions, please feel free to comment below or email us.

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CV Writing Tips

Writing your CV is an important document when job hunting and its important that this is kept regularly updated and is written clearly and easy to read by potential hirers. 

We have included a quick guide to help you in getting your CV in tip top shape. 

  • Use bullet points.

This is a great way to break up text and make it more readable for employers. You do not want to end up with long and detailed sentences that take half of the page, so use bullet points to outline your duties/responsibilities in a simple and neat way.

  • Keep it to two pages.

The most effective CVs are not just informative, they’re also concise. Try and get straight to the most important points, and ideally take up no more than two sides of A4, 3 at the max. If you have had had a long career history focus on the last 10 years. 

  • Include a personal statement.

A significant number of people neglect to include this at the start of their CV which is a big mistake, as this can be the selling point. Write few sentences right at the top of the first page, illustrating your unique skills that make you a perfect match for the role. Ensuring you update this for every role that you apply for. Clearly outline the kind of role you are applying for and why and try to include the top three most relevant skills very briefly.

  • Work in chronological order.

Whether you are writing about your experience or your education, the most recent information is the most important. Always put it first.

There is also some common mistakes to avoid when creating your CV which we have detailed below. 

  • Do not choose inappropriate font and size.

Times New Roman is one of the most commonly used fonts, but you may find that Cambria or Calibri are better options for you. The ideal font size is 11 – remember, the hiring managers will be scanning your CV, so it needs to be nice and easy to read.

  • Do not Include irrelevant person information.

You don’t need to include your nationality and you definitely don’t need to mention your age. Although employers aren’t legally allowed to dismiss your application based solely on how old you are, you’ll never know if that’s the reason they rejected you, so it’s best to avoid mentioning these types of details.

  • Do not Include negative information.

If you are thinking of putting on your CV reasons why you left your previous positions, or perhaps that you have driving licence points or that you failed exams – forget it now. This is something you can explain in a job interview, so make sure you don’t include any negative information that would discredit you.

Once you have completed your CV, don’t forgot to read through and double check, use spell check to correct any spelling mistakes and ask a friend or family member to look it over. 

If you are struggling to write you CV there are services out their which can assist, most known job sites have a free CV builder tool or the national career services can assist for free.