Find jobs. Company reviews. Find salaries. Upload your resume. Sign in. En English. View all 24 questions about HCL Technologies. HCL Technologies Limited is committed to protecting and securing the privacy and confidentiality of the Personal Data which it collects directly or indirectly from you when applying for a job at HCL either directly or through a third-party human resources agency. The aim of this Notice is to provide you with information on what Personal Data we process, why we process your Personal Data, how we process your Personal Data including details on the principles we will abide by, as well as informing you of certain rights that you may be able to exercise on your Personal Data.
In some cases, we may present to you an additional Personal Data processing notice, depending on the circumstances as they may exist. Typically, these additional notices would provide requisite information pertaining to, but not limited to, additional purpose s for processing of your Personal Data which are not covered under this Notice.
Such a notice shall apply only for those respective cases referred to therein and shall not affect the validity of this Notice. Personal Data may be either provided to us by you or collected through a third-party as part of your recruitment process with HCL.
Such Personal Data may include but is not limited to:. Furthermore, we maybe required from time-to-time to process your Special Categories of Personal Data in order to carry out our obligation s and exercise our right s in relation to employment law or any other law as it applies to us at any given point in time.
HCL takes the protection and security of your Special Categories of Personal Data seriously, and the highest level of technical and organisational security controls are applied when we process your Special Categories of Personal Data. We process your Personal Data, for the purposes including but not limited to the ones enlisted below, via both manual and automated means.
We also use ATS applicant tracking system which stores your Personal Data once you have made an application in order to enable the relevant recruiting manager and recruiter to consider your application.
We will always have human intervention in your candidacy assessment and never solely rely on automated decision-making, including profiling. To process your personal information in order to comply with a legal obligation, such as keeping records for tax purposes or providing information to a public body or law enforcement agency;. Compliance with legal obligations which we are subject to, particularly in relation to tax law, employment law, social security law and immigration law.
To process equal opportunities data, such as racial or ethnic origin, religious or philosophical beliefs, and data concerning health or sexual orientation. To analyse the diversity of our workforce. Also, to accommodate your application and interview and for compliance with legal obligations as well as to provide a suitable working environment, we may collect disabilities information.
Only selected employees of HCL — such as your potential future manager s , employees of HR and IT for maintenance purposes only - and selected employees of our external service providers who support us with the admission of recruitment application, may have access to your Personal Data.
Whenever we permit a third party to access Personal Data, we will make sure the data is used in a manner consistent with this Notice and any applicable internal data handling guidelines consistent with the sensitivity and classification of the data. Please note, in some circumstances third parties may qualify as controllers who process your Personal Data for their own purposes. Otherwise, all third parties are Processors acting on the instructions of HCL.
Wherever we engage a Processor, we require assurances that such Processors have implemented appropriate safeguards and controls in relation to the protection of your Personal Data. Topics Employee background verification.
Find the purpose of conducting the background check and the things that are usually checked. Also learn to deal with any discrepancies in your profile. Useful for all freshers and experienced candidates. Employee background verification has slowly become a new norm before hiring a new employee. ISO has made background verification mandatory for all the employees - be it freshers or experienced ones. And, a failed background verification may cost you the opportunity, even if you have cleared the interview.
In this article, we make you aware of some very common mistakes that candidates commit during their career and ultimately fail the background check at the time of interviewing for their dream job. If you want to avoid getting into such a situation, you are at a right place. Now guys, the first thing that we need to know is - What are the things the employers try to check during background verification? See, the purpose of conducting this whole exercise is to establish that a candidate is genuine and actually is what they claim to be.
After all, the security of their employees, assets and information is very important. And, this process also boosts the confidence in their stakeholders and clients. For this, they check your - i. Work History ii. Want to resign in probation period - Can the company take any legal action against me?
How common is ghosting - ie employee disappearing after taking offer letter or not showing up at work on day one? Appointment Letter Resignation - is it necessary to work and should I wait for my resignation to be accepted by the manager? Can a private company employee start an NGO? Is it legally allowed? Experience Letter Background Verification - Is it mandatory to provide an experience letter? Relieving letter and experience letter post termination.
Not received my experience letter - had quit my job within 3 months.
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