Your Personal Information
When you supply any personal information to any Alexander Hughes Group companies (i.e.: job application, newsletter subscription, etc.) we have legal obligations towards you in the way we deal with that data.
Any information you provide will only be used within the Alexander Hughes companies. It will never be supplied to anyone outside the Alexander Hughes Group without first obtaining your consent, unless we are obliged or permitted by law to disclose it.
We will hold your personal information on our systems for as long as you wish to be registered with us and remove it in the event that you no longer wish to continue your registration with Alexander Hughes Group. For safety reasons, however, Alexander Hughes Group may store messaging transcript data (including message content, member names, times and dates) for a period of six months. We will ensure that all personal information supplied is held securely, in accordance with the European Union Directive 97/66/EC, the Data Protection Act 1998, and all other national data protection laws.
We may contact candidates to advise them of specific opportunities we consider to be relevant to them.
We may contact clients with services or candidates we consider may be of interest to them.
You can notify us at any time if you wish to cease receiving such information.
Access to your personal information
You have the right to request a copy of the personal information Alexander Hughes Group holds about you and to have any inaccuracies corrected. The personal information communicated to Alexander Hughes is only used for the purpose of recruitment. With your approval, this data can be passed on to our clients. In the event that this information is inaccurate, incomplete or not pertinent, you can ask for it to be corrected or erased. If you wish the exercise this right, please address your request to firstname.lastname@example.org or by post to:
100 avenue de Suffren
Please remember that any emails, which you send to us, will pass over the public network and this cannot be assumed to be secure. However, once we receive your email we will treat the information it contains as being proprietary and confidential.
We do not post cookies.
If you have any questions or wish to access your personal data, please contact Alexander Hughes at:¬†email@example.com.
Here is an outline of the main steps in our process, as well as the mutual commitments involved.
– The aim of the interview is to exchange information about a candidate‚Äôs achievements and career objectives, and about the opportunity with our client. This way both parties, the candidate and the Alexander Hughes consultant, can decide whether a meeting with our client makes sense.
– We guarantee the highest level of confidentiality. Any details and information which we gather about candidates will be communicated to our client only with their consent. We expect the same confidentiality from candidates with regards to any information which we, and possibly our client, may provide.
– We are committed to submitting candidate applications only if we feel their professional experience and personal profile are judged to be a good fit and there is a genuine interest in this opportunity.
– If both parties agree that a candidate is a good match, we will forward a confidential report to our client. This will include information from a candidate‚Äôs curriculum vitae, which will have been given to us. This information will be the candidate‚Äôs responsibility and may require validation (such as copies of qualifications, certificates of employment and pay-slips). Candidates may be asked to undergo tests, results of which are available upon request.
– If and when our client confirms his interest in a candidate‚Äôs application, a first meeting with him or her will be organised either at the Alexander Hughes’ or client’s offices.
– We are committed to keeping candidates informed of any developments during the recruitment process. After each contact with our client we expect the candidate to reaffirm the genuine interest they have for the post and to bring up any points which they feel may need to be clarified.
– At the appropriate time we will need to take up references. We will inform candidates beforehand and will go over the question of confidentiality with them.
– Subsequently, if they join the organisation to which we have introduced them to, we will maintain contact with them as well as their new employer during the first few months to ensure that they settle in satisfactorily.