Privacy policy

WasteRecruit is a specialist recruitment consultancy for the waste, resource management, recycling and renewable energy sectors. WasteRecruit is a trading name of Connect Search & Selection Group Limited. That is the legal entity behind this notice. We are the data controller for the personal information described here, which means we decide how and why it is used.

Registered office: 19 Howard Drive, Farnborough, GU14 9TQ. Registered in England & Wales, company number 04897157.

Questions about this notice, or about how we handle your information, go to admin@wasterecruit.com or 01252 353 080.

What we hold depends on how you deal with us.

If you are a candidate:

• Your name, contact details and location.
• Your CV and the information in it — employment history, qualifications, skills, professional memberships and licences.
• What you are looking for: target roles, salary expectations, notice period, willingness to travel or relocate, and your right to work in the UK.
• Records of our conversations with you, interview feedback, and notes made by the consultant handling your application.
• Assessment results where you complete one — personality profiling, aptitude tests and situational judgement exercises — and the reports produced from them.
• References, where you have given us referee details.

If you are a client contact:

• Your name, job title, work contact details and employer.
• Records of vacancies discussed, briefs given and correspondence with us.

If you visit this website:

• Anything you type into a form on the site — the CV upload, the vacancy submission and the application forms.
• Standard server request information, including your IP address, which our hosting provider records in order to keep the service running and secure.

We do not run advertising or analytics tracking on this website. See our cookie notice for the detail.

Most of what we hold comes directly from you. We also obtain candidate information from other sources, which UK data protection law requires us to tell you about:

• Job boards and professional networking sites where you have made a profile or CV available to recruiters.
• Referrals, where a colleague or contact suggests we speak to you.
• Referees you have nominated.
• Publicly available sources such as company websites and professional registers, when researching a market for a search assignment.
• Background and qualification checks, where a role requires them and you have been told in advance.

Where we obtain your details from somewhere other than you, we will tell you within one month of getting them, or when we first contact you, whichever is sooner.

We must have a lawful basis for every use of your information. Ours are as follows.

Legitimate interests

Identifying people who may suit a role, maintaining our candidate and client records, and running and improving our business. We use this basis where we have judged that doing so does not override your rights — you can object at any time, and we will stop unless we have compelling grounds not to.

Performance of a contract

Delivering recruitment and assessment services under our terms of business with a client, and taking steps at your request before entering into a contract.

Consent

Storing your CV and contacting you about this and other relevant roles — that is the wording you ticked when you applied, and it is the basis we are bound by. Also sending your CV to a named employer, keeping it on file beyond our standard retention period, and any marketing you asked to receive. Where we rely on consent you can withdraw it at any time, and doing so does not affect anything done beforehand.

Legal obligation

Checking right to work, keeping records we are required to keep, and responding to lawful requests from regulators, HMRC or the courts.

We never send your CV to an employer without asking you first.

You are not obliged to give us any of this. Some of it we simply cannot work without: with no CV and no way to reach you, we cannot put you forward for anything. Where the law requires something — proof of your right to work, or a licence a role legally depends on — we cannot place you without it. Everything else, including diversity information and taking part in an assessment, is optional, and declining it has no bearing on how your application is treated.

Some information needs extra protection under data protection law. We collect it only where there is a clear reason to:

• Health and disability — where you tell us about an adjustment you need for an interview or assessment, or where a role has a genuine health requirement. We rely on the employment condition in UK data protection law, or on your explicit consent.
• Diversity information — where a client runs equal opportunities monitoring. Providing it is always optional, it is used in aggregate, and it plays no part in whether you are put forward.
• Criminal records — only where a role legally requires a check, and only through the proper channels, with you told in advance.

We use personality profiling, aptitude tests and situational judgement exercises, designed by our in-house business psychologists. Where you complete one, the results form part of a written briefing shared with the employer as part of an agreed recruitment process.

No decision about you is made by a computer alone. Assessment results inform a judgement made by a consultant and, ultimately, by the employer. You can ask us to explain how an assessment was used, ask a person to review it, and give us your point of view on the result.

Scoring you against a trait model is profiling as data protection law defines it, even though a person makes the decision. So that you know what is being done: your responses are compared with a norm group to produce scores across five trait areas, which are mapped onto the competencies the employer and our psychologist agreed matter for that specific role. The report sets out likely strengths, likely risks and questions worth asking at interview. It is evidence for a conversation, not a pass mark.

You can decline an assessment. Say so and we will tell the employer that the assessment stage was not completed — your application carries on without it, and we do not record a reason. If you need an adjustment to take one fairly, because of a disability, a health condition or because English is not your first language, tell us and we will arrange it. We review results for adverse impact, because a test that systematically screens out a protected group is unlawful under the Equality Act 2010 however good its statistics look.

• Employers, as part of a recruitment process, and only with your agreement.
• Referees you have nominated.
• Our suppliers, who process information on our instructions and cannot use it for their own purposes: our website hosting, cloud database and file storage providers, our email provider, our recruitment and assessment systems, and our IT support.
• Professional advisers — accountants, insurers and lawyers — where they need it.
• Regulators and authorities, where the law requires it.
• A buyer or successor of our business, if it is sold or reorganised, so that your information continues to be handled as this notice describes.

We do not sell your personal information, and we never have.

Your information is held within the UK or the European Economic Area wherever possible. If a supplier we use stores or accesses it elsewhere, we make sure a transfer mechanism recognised under UK law is in place — an adequacy decision, or the International Data Transfer Agreement or Addendum — so that it keeps the same protection it has here.

In practice the categories of supplier that may process your information outside the UK are our email, file storage and CRM providers. Where a transfer relies on the UK Extension to the EU–US Data Privacy Framework, an adequacy decision or an International Data Transfer Agreement, you can ask us for a copy of the mechanism we rely on and we will send it, along with the current list of suppliers it covers.

We keep your CV for 24 months, then delete it unless you ask us to keep it longer.

• Candidate records, including your CV, are kept for 24 months from our last meaningful contact with you — a call, an application, a reply to an email. After that they are deleted unless you have asked us to keep them longer.
• Placement and assignment records are kept for at least one year from the end of the assignment, which the Conduct of Employment Agencies and Employment Businesses Regulations 2003 require, and for six years where they carry payroll, invoicing or tax information.
• Assessment results — the personality, aptitude and situational judgement reports — are kept for 24 months and then deleted. Ability and preference change, and an old profile stops being a fair reflection of you long before it stops being readable.
• Client records are kept for the life of the relationship and for six years afterwards, to cover contractual and tax obligations.

You can ask us to delete your information sooner, and we will unless we are required to keep it.

Under UK data protection law you have the right to:

• Be informed about how your information is used — which is what this notice is for.
• Access a copy of the information we hold about you.
• Rectification — have inaccurate information corrected and incomplete information completed.
• Erasure — ask us to delete information where there is no good reason for us to keep it.
• Restrict processing — ask us to pause using it while a question about it is resolved.
• Data portability — receive information you gave us in a portable format, or have it sent to someone else.
• Object — to processing based on legitimate interests, and to direct marketing at any time.
• Withdraw consent at any time, where we rely on it.
• Not be subject to a decision based solely on automated processing that significantly affects you — see assessments and automated decision-making.

To exercise any of these, email admin@wasterecruit.com. We will respond within one month. There is no charge, and we will only ask you to confirm who you are so that we do not disclose your information to somebody else.

If you are unhappy with how we have handled your information, please tell us first so we can put it right. You also have the right to complain to the Information Commissioner’s Office, the UK regulator:

Information Commissioner’s Office, Wycliffe House, Water Lane, Wilmslow, Cheshire SK9 5AF
Helpline 0303 123 1113 · ico.org.uk

Access to candidate records and CVs is limited to the people who need it. Information is transmitted over an encrypted connection, uploaded CVs are kept in private storage that is never publicly accessible, and we review who has access as people join and leave. No system is perfectly secure, but we take this seriously: if a breach puts your information at risk we will report it to the ICO, and where the risk to you is high we will tell you directly, as the law requires.

This website sets no advertising or analytics cookies. The detail, including what the staff login area uses, is in our cookie notice.

We review this notice when how we work changes, and at least once a year. The date at the top shows the last substantive update. Where a change materially affects you, we will tell you directly rather than relying on you noticing it here.