Fidelity International logo
page title image

Privacy statement

The information you provide on this form will be used to progress your application for employment and, if your application is successful, to administer your personnel record. Before starting your online application and inputting your personal details, please read our Privacy Statement that sets out the terms of use of the site. This contains details of our data collection policies and use of personal data. By choosing to “Submit Registration”, you consent to the terms of the Privacy statement and are agreeing to your information being held and used as described above, particularly, you agree to your personal details being disclosed to prospective employers as part of the recruitment process.

RECRUITMENT PRIVACY POLICY

This Policy contains important information about how Fidelity Investment Management Limited and its associated companies (together "Fidelity") will process your personal data in connection with your application for employment. You are asked to read the Policy carefully before completing the application form. In the event that you have any questions on this Policy, please contact the recruitment team via email - careers@fil.com

WHAT DATA WILL FIDELITY COLLECT ABOUT ME AND WHY?

Fidelity will collect your personal data as may be necessary to process your application for employment as part of its recruitment and selection procedure. This personal data will include (but is not limited to): your name, address and previous addresses, date of birth, employment history, education and qualifications, referees, hobbies, outside interests and memberships of professional bodies etc.

This information may be collected from a number of sources, including interview notes, correspondence and any other documents generated during the recruitment process.

The primary purpose for processing your personal data is to consider your application for employment as part of Fidelity's recruitment process. In the event that your application for employment is successful, this data may also be retained and processed for the purpose of the ongoing employment relationship (further information on this processing will be provided to you as needed). Finally, as explained below, the information which you provide may also be used to assess your suitability for employment as part of Fidelity's background vetting procedure.

Sensitive Personal Data
Certain information about an individual is known as sensitive personal data. Fidelity may process your sensitive personal data during the recruitment process as follows:-

  • Criminal convictions and pending proceedings - The Background Vetting Form includes a number of questions relating to each applicant's criminal convictions and pending proceedings. Fidelity requests and processes this information in order to monitor and maintain the honesty and integrity of its workforce, particularly in view of Fidelity's range of business activities (including fund management).

When answering these questions on the Background Vetting Form, you do not have to declare any criminal convictions which are "spent" under the Rehabilitation of Offenders Act 1974 unless you are applying for a position which is covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 e.g. as a solicitor or a certified/chartered accountant. In this case, all convictions (both spent and unspent) and all pending proceedings must be declared. In the event of a successful application, appropriate background checks will be undertaken (including a request for a CRB Disclosure). A criminal record will not necessarily be a bar to employment with Fidelity. If you have any doubt over whether you must declare any spent convictions, please contact the recruitment team via email - careers@fil.com

  • Medical conditions and disabilities - During the recruitment process each applicant is asked to provide details of any medical conditions which may be relevant to the job role in question. Fidelity will process this information in order to assess each applicant's fitness for the role (in accordance with health and safety legislation). Applicants will also be asked for details of any disabilities to assist Fidelity to comply with its obligations to disabled persons under the Disability Discrimination Act 1995.
  • Equal Opportunities Monitoring - Fidelity is an equal opportunities employer and does not discriminate upon the basis of an applicant's racial/ethnic origin, sex, pregnancy, marital or family status, sexual orientation, religion or belief, age or disability. Fidelity asks applicants to provide certain information (on a voluntary basis) to assist it to monitor how its policy on equal opportunities is working in practice. Any information of that nature which you provide will be stored securely and used only for the purposes outlined in this paragraph. Further details on how Fidelity will use this information can be found in the introduction to the Equal Opportunities section of the application form.

HOW WILL FIDELITY USE MY PERSONAL DATA?

(a) Recruitment and Selection
Your personal data will be used by Fidelity's HR Department, managers and other relevant employees during all aspects of the recruitment process, for example to assess your application, during any interview and when finalising any recruitment decision.

(b) Background Vetting
Fidelity considers it owes a duty to its customers, clients and business to ensure that it maintains the highest standards of honesty and integrity when recruiting for its workforce. As a result, it is Fidelity's policy to undertake background checks on all applicants who are offered employment following the recruitment process.

The checks described below will only be undertaken once a successful applicant has signed and returned an offer of employment.

The checks are as follows:-

  • verification of the applicant's identity;
  • verification of the applicant's right to work in the UK;
  • confirmation of consistency in the information provided;
  • evaluation of employment references over the previous three years (subject to a minimum of two employers);
  • evaluation of character reference;
  • verification of highest level of education;
  • verification of relevant professional certifications, qualifications or affiliations (if any);
  • verification of any regulatory authorisations (if any).
  • evaluation of publicly available credit information - i.e. a credit reference check; and
  • evaluation of publicly available directorship information.

With regard to the last two checks listed above, this is limited to a "Non-Credit Application Search" of publicly available information such as the Electoral roll, the Postal Address File, the Association & Alias File and the Public Information File (which is based on information from the Registry Trust Ltd, Official Gazettes and the Insolvency Service). Details of County Court judgments and bankruptcies are also searched.

If you are offered employment, it is essential that you complete Fidelity's Background Vetting Form in full and that any information which you provide on the Form (and otherwise during the recruitment process) is honest, accurate and not misleading. In the event that a discrepancy is discovered during the conduct of the background checks, an applicant will usually be given the opportunity to provide an explanation. However, all applicants should note that, should such explanation be unsatisfactory, or if Fidelity otherwise determines (in its absolute discretion) that the results of the background checks are a cause for concern, this could lead to any offer of employment being withdrawn or, where employment has commenced, the immediate termination of the employment relationship (including summary dismissal in appropriate cases). In line with the above, all offers of employment made by Fidelity are expressly conditional upon a satisfactory background check being completed in relation to each applicant.

WHAT HAPPENS TO MY PERSONAL DATA?

(a) Access and Storage
Documents containing your personal data will be accessed and stored by the following individuals:-

  • managers and employees of the HR Department for the purposes of the recruitment and selection process - for this purpose, certain details will be stored on Fidelity's electronic Recruitment Database which operates on a Europe wide basis;
  • managers and employees of the Investigations & Intelligence Department for the purposes of conducting background vetting checks (in relation to applicants who have accepted an offer of employment); and
  • managers and employees who are otherwise directly involved in the recruitment process (e.g. line managers involved in the interviewing process).
  • The Council will securely store electronic and/or paper copies of your information.

In all cases, Fidelity takes appropriate steps to ensure that the documents are stored securely (whether in hardcopy or softcopy) and that access is restricted only to those employees with a legitimate purpose.

(b) Transfer to third parties (including other Fidelity Group companies)
If you accept an offer of employment, your personal data will be transferred to Experian Limited as part of the background vetting checks as described in Section 2(b) above. This transfer takes place under the terms of an agreement between Fidelity and Experian Limited which deals with the protection of your personal data.

In a very limited number of cases, an applicant's personal data may be transferred to other third parties for the conduct of the background vetting checks. Such transfer will only take place (i) where an applicant has accepted an offer of employment; and (ii) he/she has worked or resided abroad for a significant period within the last three years. In this event, personal data may be transferred as follows for assistance with the conduct of the background vetting checks (third party/relevant location(s)): Kroll PRM, UK and Poland (Europe), FMR Corporation, Boston (US, Canada), Brooke Consulting, Tokyo (Japan), Pinkerton Consulting Services, Taipei (Taiwan), Quest Research Limited, Hong Kong (Far East and Australia), Quest Research Limited, Delhi (India). In each case, the transfer takes places under the terms of an agreement which deals with the protection of your personal data.

(c) Retention of personal data
Successful applicants - If your application for employment is successful, any information which you have provided during the recruitment process will be retained only if it is relevant to the ongoing employment relationship. Full details of how Fidelity processes personal data during the employment relationship will be provided in due course as needed. Any other information which you have provided during the recruitment process will be destroyed within a period of no longer than two years following the completion of the initial application form. This includes all documents generated during the conduct of background checks including the Background Vetting Form, although a summary note of the results of the checks and any significant points will be retained (along with any related documents).

Unsuccessful applicants - In the event that your application for employment is unsuccessful on this occasion, any information which you have provided during the recruitment process will be retained for a period of no longer than two years in order to deal with any queries or issues relating to your application, and to provide background information to any subsequent application, following which it will be destroyed. The HR Department may write to an unsuccessful applicant to state that his/her application form will be retained on file for the purposes of future recruitment - individuals will be given the opportunity to object to their application forms being retained for this purpose at the relevant time.