Privacy information
How CIAR uses recruitment and pre-employment information
CIAR Property Services is responsible for the personal information collected through these forms. This summary explains what we collect, why we need it and how it is handled.
Candidate applications
We use your contact details, experience, availability, work preferences, references and photographic identity document to assess your suitability for work with CIAR, confirm your identity during interview and communicate with you about opportunities. CIAR also asks every applicant for an accepted right-to-work evidence route. Depending on the route, this may include a Home Office share code and date of birth or an image of an accepted document. Candidate forms do not ask for bank or payroll details.
Pre-employment checks
If you progress beyond interview, CIAR may invite you to provide referee, payroll, tax, emergency-contact and banking information so that remaining checks and payroll preparation can be completed. CIAR may also carry out a live video identity check and retain a dated screenshot in the restricted candidate HR folder to record that the person interviewed was matched to the photographic identity document supplied. Providing this information does not confirm an offer or appointment. Any offer or engagement remains subject to satisfactory checks, including at least one satisfactory reference, and written confirmation from CIAR.
Drafts and your device
These forms do not save your answers in your browser or on your device. Please complete the form in one session and use a private device where possible.
Who can access it
Access is limited to authorised CIAR staff and service providers who need the information for recruitment, HR, payroll, compliance or secure technology support. Right-to-work evidence is restricted to staff responsible for the check. We do not sell candidate or employee information.
Retention
Candidate and pre-employment information is kept only for the recruitment period and CIAR’s applicable recruitment retention period. Information for people who join CIAR becomes part of their employment record. Right-to-work evidence and payroll records are retained for the periods required by law and are then securely deleted.
Your choices and rights
You may ask CIAR to correct inaccurate information and, where applicable, request access, restriction, deletion or objection. You can also complain to the Information Commissioner’s Office. For questions, contact the CIAR hiring team using the details in your invitation or through the main CIAR HR site.
Private test version. CIAR must approve the detailed recruitment and employee-record retention schedule before public release.