Privacy Policy
About this policy
Atlas Professionals B.V. and its related entities* trading as “Atlas NextWave” (Atlas NextWave) are committed to protecting the privacy of individuals’ Personal Data. Atlas NextWave is bound by the various applicable Privacy Acts worldwide and the privacy principles set out in them . As Employer we are the Data controller: We determine the purpose of collecting candidate personal data. This makes us data controllers who are fully responsible for protecting candidate data and using it lawfully. Candidates are the data subjects because they can be identified through personal data they give to us. For example, their resumes may include their names, physical addresses or phone numbers. The GDPR exists to protect this kind of data.
The hiring parties we do business with are also considered data subjects under GDPR, but their data will not be processed in the same extent that candidate data will. Personal Data is information or an opinion (whether true or not and whether recorded in material form or not) about an identified individual, or an individual who is reasonably identifiable. This privacy policy outlines how Atlas NextWave manages Personal Data, including the type of information, how it is collected and held, the purposes for which it is collected, held, used and disclosed and as well as how individuals can access their information and make enquiries, notifications or complaints about breaches of the legislation or privacy principles. Atlas NextWave deals with Personal Data in accordance with the applicable legislation and this policy.
Types of Personal Data
Atlas NextWave collects Personal Data about individuals, e.g., candidates for employment and employees, clients and prospective clients, consultants, subcontractors, suppliers and industry participants.
This can include information such as name, address, telephone number, email address, date of birth, age, gender, marital status, banking details, driver’s license and other occupational license details, passport number and/or passport copies, tax file number, information about financial status, credit history and insurances, proof of the right to work in certain countries, resumes, qualifications, next of kin, employment history, references and use of Atlas Nextwave’s services.
How the GDPR affects the daily work of our recruiters and hiring teams:
- We need legitimate interest to process candidate data. GDPR obliges us to collect data only for “specified, explicit and legitimate purposes.” This means, for example, that we can source candidate data as long as we collect job-related information only and we intend to contact sourced candidates within 30 days.
- We need to have candidate consent to process sensitive data. GDPR requires us to ask for consent when we want to process data like disability information, cultural, genetic or biometric information or information gathered for a survey or a background check. In these cases, we must ask for consent in a clear and intelligible way and provide candidates with clear instructions on how to withdraw their consent should they wish to.
- We need to be transparent about processing candidate data. We must have clear privacy policies and we are obliged to make those policies available to candidates. We must also disclose where we store candidate data and state that we will use this data for recruitment purposes only.
- We need to assume responsibility for compliance (accountability). We need to be able to demonstrate compliance with the GDPR. For example, under GDPR, we are responsible for who we do business with. If our contractors fail to comply with the law, we are accountable as well.
Also, we are obliged to comply when candidates exercise their rights under GDPR:
- Candidates have the right to ask us to delete and stop processing their personal data. In that case we must locate every place that we keep their information (e.g. Customer Relationship Management) and delete it within one month after receiving the candidate’s request.
- Candidates have the right to ask what data of theirs we hold. They can also request that we make corrections to any inaccuracies (rectify). We must grant both requests within one month and provide candidates with a free, electronic copy of their own personal data.