1. Our promise to you Boots is committed to protecting your privacy. We will always keep your personal information safe and will never sell it to third parties. We’ll be clear and open with you about why we collect your personal information and how we use it. Where you have choices, we’ll explain them to you and respect your wishes.
3. Using information about you We use the personal information you provide to set up your Boots Jobs account to notify you of suitable vacancies if you have asked us to do so and process any applications you make. If you apply for a job at Boots UK, we may use your information to carry out Pre-employment checks to identify any previous criminal convictions. Depending on your location, you could be asked to complete a DBS (Disclosure and Barring Service), PVG (Protecting vulnerable groups) or an Access N.I check. For applications for a job at Boots Ireland we will use the National Vetting Bureau to verify your identity and assess your suitability for certain roles (e.g. Pharmacist). If you apply for a job with Boots, some of the information we ask you to provide may be sensitive in nature, such as information about your health. We will only ask for sensitive information where we have a specific need for it, and we will always tell you why we need it. We will not use your data in any other way or share it with unauthorised third parties. Examples include necessary adjustments for interviews and assessments, diversity equity & inclusion information including equal opportunities. If your job application is successful, the information you give during the application process will form part of your employee record and will be used to administer your employment and manage your career at Boots. If your application is unsuccessful, we will retain your information collected during the application process for 12 months, including interview notes and assessment results. If you are unsuccessful due to the level you attained on your online assessment, you may be unable to apply for the same type of role for a minimum of 12 months. If you have given us permission to do so, we may contact you during this time with details of other vacancies that we believe are suited to you and that you may be interested in. We may also contact you for feedback on our recruitment processes in order to enable us to make continuous improvements to our process. We use profiling as part of our recruitment process. This helps us provide a fair and consistent recruitment process. You can find information about why we use profiling, including the logic involved, the mathematic and statistical procedures we use below. If you have submitted an application, you can request that we close your account by emailing email@example.comAll requests will be reviewed however we may need to hold on to your information for up to 12 months in order to fulfil our legal and regulatory obligations, carry out internal validation and process any queries. If you have not been offered a role with us and your Boots Jobs account is inactive for 12 months, we will close it. If you are offered a position and start your role with us, we will need to hold on to your information for 7 years after the date you leave the business. If you subscribe to receive job alerts from us, we will only contact you for this purpose and your information will not be used in any other way without your prior consent. You will continue to receive job alert emails from us at the frequency selected until you unsubscribe. You can unsubscribe at any time via the job alerts emails you receive or you can contact firstname.lastname@example.org to request that we remove your data.
4. Information We Collect Online: Cookies A ‘cookie’ is a file in your web browser that enables us to recognise your computer when you visit the Boots Jobs website and make using the site quicker and easier. Cookies are also essential to the functioning of certain parts of the site and we use them to collect anonymous information about how the site is used. The Boots Jobs website uses the following Cookies:
- Strictly Necessary or Essential Cookies: These Cookies are necessary for the website to function and are essential so that you can move around the site and log in to your account. These cookies do not store any personally identifiable information.
- Performance Cookies: These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous.
- Functional Cookies: These cookies enable the website to provide enhanced functionality and help us provide you with a better, more personal experience by remembering choices you have made, such as your user name.
- Advertising Cookies: These cookies may be set through our site by our advertising partners. They may be used by those companies to show you relevant adverts online. They do not store directly personal information, but are based on uniquely identifying your browser and internet device.
Some parts of our site need Cookies in order to function correctly. By default, Cookies should be enabled on your computer or device, and although you can ‘disable’ them in your browser this will affect your experience of the website and you may experience technical issues with some of the site’s features. When you visit our site you will be asked to accept cookies or modify your preferences. If you later decide to restrict, block or delete Cookies from this or any other website, it’s easy to do in your internet browser. Each browser is different, so you’ll need to go to the ‘help’ menu on your browser and look for how to change your ‘cookie preferences’.
5. Privacy, Cookies and shared computers If you log in to the site from a shared computer, such as in an internet cafe or from a colleague’s computer at work, Cookies may cause your e-mail address or user name to display in the login field to anyone who uses the site on that computer after you. You can avoid this by clearing the Cookies stored by the web browser. The option to do this is normally in the ‘Tools’ dropdown menu at the top of the browser window.
8. Staying in control of your information We respect the fact that your personal information is your information, and we’ll make it easy for you to update or change your personal details. Please help us to help you by letting us know if your contact details change or if you spot any errors in the information we hold about you. If you have submitted an application and you would like a copy of the information Boots holds about you, if you would like to request that Boots delete your information, stop processing your information or have any queries about the automated decision making or the way Boots handles your personal information, please contact us at email@example.com
Profiling and Automated Decision Making as part of our recruitment process
At Boots UK & ROI we use profiling in the recruitment process for some roles, particularly when we receive a high volume of applications, as we feel it’s the fairest and most consistent way to determine your suitability to join us. It also helps you to find out as quickly as possible if your application is being considered further. Some of our online assessments ask how you respond to challenges you are most likely to face in the role. Some also ask about your personality preferences in a work place setting. These scenarios and questions have been selected because they link to the behaviours and personality traits shown to be most effective for the role. If you respond in similar way to high performing Colleagues, it is likely that you too will be a great fit for the role. As part of our online assessments we may use automated decision making such as an automatic benchmark score to determine whether your application is progressed further. Candidate information (such as eligibility to work in the UK/ROI, availability to work the required hours etc.) along with a minimum overall role match score on your assessment profile, will also determine whether we move forward with your application. Of those who are progressed, candidates who most closely match the requirements for the role are prioritised for the next stage. We have experienced members of staff on hand throughout our recruitment process to perform checks to ensure all candidates are going through the same fair recruitment process, from reviewing role match scores, reviewing responses to questions, and during the interview process. A Hiring Manager will ultimately make a decision, based on your performance during a face-to-face assessment. Your right to object to the use of Automated Decision Making or complain to the ICO (UK) or DPC (ROI) Although we hope it never comes to this, you do have the right to complain to the ICO/DPC about any of the Boots data processing activates. You can contact the ICO office in the UK at firstname.lastname@example.org. Or contact the DPC office in the ROI at email@example.com