Recruitment and applicant privacy
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Recruitment and applicant privacy
Recruitment information can be sensitive. We ask you to share only what is needed, through the route identified for a genuine vacancy.
General recruitment enquiries
Queensway Homes Ltd is responsible for recruitment information it decides to collect and use. The company and contact details are on the legal-information and privacy pages.
There are no vacancies advertised on this website at present. A general recruitment enquiry should contain only your name, contact details and question. Do not send a CV, identity documents, bank details or health information through the public enquiry form.
If an application is invited
A genuine vacancy should explain the role and application route. The information needed may include experience, qualifications, employment history, contact details and role-relevant answers. We should explain any references, eligibility checks or other checks before they are requested.
Some roles may require additional checks under law or care-sector requirements. Criminal-record or health information needs particular safeguards and should not be collected casually in a general form. Details of the purpose, legal basis and handling must be given at the appropriate stage.
Purpose and lawful handling
Recruitment information is used to consider an enquiry or application, communicate with the person and carry out necessary lawful checks. The legal basis depends on the purpose and may involve steps requested before an employment contract, legitimate interests or a legal obligation.
Additional legal conditions apply to special-category or criminal-offence information. We do not treat a single consent checkbox as permission for every recruitment use. Applications should be considered by appropriate people, with access limited to what they need.
Recipients and retention
The default for unsuccessful applications is 6 months after the recruitment decision, followed by deletion or irreversible anonymisation unless a documented legal reason justifies longer retention. This is our organisational default, not a universal UK statutory period.
Successful applicants’ necessary records transfer to a separate employment retention schedule. Any talent pool requires a clear purpose, choice and stated expiry. Any new recruitment process will explain its arrangements before information is collected.
Your rights and questions
The privacy notice explains data-protection rights and how to contact us or the Information Commissioner's Office. You can ask what information is needed for a role, how long it will be kept and who will receive it before providing it.
Please ask about an adjustment to the recruitment process if you need one. Share only the information needed to explain the adjustment, through an agreed suitable route.
