Privacy Notice

• Candidates, who are individual recipients of our career services and associated jobs and opportunities, which may include opportunities with ManpowerGroup or its end clients; 
• Representatives of our business partners and clients, who are organizational recipients of our career services. 

• First name, last name, preferred name and, if you register on our Sites, your username and password; 
• Email address, telephone number, social media URL; 
• Your preferred contact channels;
• Your CV/Resume, which may include a personal/professional summary, employment and education history, professional memberships, qualifications, licenses, language proficiencies and other work-related skills and abilities;
• Employment related details from your social media or job board profile. If we provide the ability to parse your social media or job board profile instead of uploading your CV/Resume, you will be able to edit and amend the parsed information, giving you full control over what information you use to create your profile; 
• Information you provide to confirm we can offer you opportunities, for example, that you are over 18 years old and have the to work in a particular country;
• Information you provide regarding your career interests, salary expectations, and other information about your employment suitability and preferences; 
• Information you provide about other people you would like us to contact, for example, for references. When you provide us with this information, we assume the individual gave you authorisation for such communication; 
• Call recordings, call transcripts and call summaries;
• Message transcripts and message summaries;
• Essential and non-essential cookies, web beacons and web server logs by automated means, consistent with your consent preferences;
• Dates, timestamps, and other records of our interactions with you in relation to the career sites and services we provide;
• Device information and browser locale preferences, e.g. your language and time zone;
• Results of assessments - reports and/or scores; 
• Date of birth;
• Other information you may provide to us directly in any form (during an interview or other related communication).

• First and Last Name;
• Organization name;
• Business email address and contact information;
• Job details, such as your role, your office/work location;
• A record of communication, which may include call recordings, call transcripts and call summaries. 

1. providing career services and connecting you to opportunities;
2. assessing your suitability for available positions and/or talent pools, including job matching and scoring;
3. scheduling screening calls/interviews with you;
4. identifying you and/or authenticating your identity;
5. managing your WorkMyWay account if you have chosen to register on our site. You can edit your profile and adjust the optional information you have disclosed to us at any time;
6. sending you updates and notifications regarding the services you are receiving, and other related communications, consistent with your communication preferences;
7. optimizing and personalizing your user experience (please also consult the “Terms of Use” and Cookie Notice we publish on our site footer);
8. tailoring and personalizing the support we offer based on eligibility, suitability, and other criteria;
9. responding to queries, claims, and requests for assistance;
10. performing data analytics, such as; i.    analysing interactions and usage across WorkMyWay and associated careers sites, ii.    analysing our job candidate base, 
    iii.    assessing individual performance and capabilities,
    iv.    identifying skill shortages,
    v.    using information to match individuals and potential opportunities, 
    vi.    analysing pipeline data (trends regarding hiring practices),
    vii.    determining the effectiveness of our engagement strategy,
    viii.    determining the effectiveness of our recruitment marketing/advertising campaigns, and
    ix.    overall, determining the effectiveness of our products and services.
11. aggregating data as part of our analytics efforts;
12. anonymising or pseudonymising data as part of our analytics efforts;
13. enhancing, modifying, personalizing, or otherwise improving our services for the benefit of our candidates, clients and our own operations; 
14. auditing our interactions, transactions, accounting and other internal compliance functions;
15. protecting against, identifying, and seeking to prevent fraud, deceptive practices and other unlawful activity, claims and other liabilities;
16. enhancing the security of our network and information systems;
17. complying with and enforcing applicable legal requirements, exercise or defence of legal claims, relevant industry standards, contractual obligations, and our policies; 
18. managing our business partner relationships;
19. communicating around the services we offer, programs, events, offers, surveys, evaluations, and market research;
20. in a way consistent with the cookie notices we place on our Sites.

1. Acceptance of our Terms / Contract of Service;  
2. Legitimate business purpose, for example, to enhance, modify, personalize or otherwise improve our services;
3. Legal obligation, to the extent the processing is necessary to help us comply with our legal and regulatory obligations.

• Candidate CV/Resume parsing: We use AI to parse both an individual's CV/Resume and job descriptions. Parsing this information creates a semantic representation of both, which can be used at a later point for job matching, scoring and ranking. Semantics are learned from publicly available data and job taxonomies using machine learning, while neural networks are trained to learn the representation of each skill. For example, the technology can recognise the explicitly mentioned skill of ‘catering’ and associate it with other nearby skills that do not explicitly mention catering, like ‘restaurant management’ ‘private events’ ‘hospitality industry’ ‘food & beverage’ etc.
• Candidate scoring / ranking: We use two separate AI models to helps recruiters match, score and rank candidate experience, skills, and other job-related criteria available against job opportunities. With the first model, scores are derived based on how closely the candidate’s skills profile matches the required skills/attributes obtained from the job description. The candidate is scored only against the job/skills match and not against other candidates. Our second model is used for talent rediscovery within the existing talent pool; it creates a match score that is derived from a combination of both the job/skills profile match and its ranking adjustment relative to the matches of the rest of the candidate population in the talent pool.
• Candidate sourcing: AI agents help to scan our talent pool to identify candidates that are a potential match to new opportunities.
• Candidate engagement: Our voice and text AI can engage with candidates to provide visibility on career opportunities, gather supplementary information to update the candidate profile and perform some automated candidate qualification, determining whether the candidate meets minimum requirements such as right to work. The engagement agent can send information updates and reminders where applicable.
• Interview scheduling: AI helps us coordinate interviews between the candidates and recruiters or client representatives and recruiters.
• Interview transcript and summarization: Based on transcriptions of the AI agent or human recruiter voice call, and/or the AI agent SMS/WhatsApp message interactions, we use AI to summarise the communications, enhancing productivity and supporting faster recruitment related processes.
• Data quality: we use AI to timely and accurately update the database with the information obtained during the activities mentioned above.

• Encryption of data at rest and in transit using industry standard encryption algorithms with appropriate key lengths;
• Strong user authentication and role-based access controls;
• Network monitoring solutions with events logging;
• Hardened network infrastructure;
• Measures for ensuring physical security of locations at which personal data are processed;
• Business continuity and disaster recovery plans with periodic testing;
• Incident management policy and processes;
• Periodic vulnerability and penetration testing;
• Certification/assurance of processes and products;
• Periodic employee privacy and security training and awareness program;
• Third party privacy and security assessments;
• Risk assessments to ensure data protection by design and default;
• Robust data processing and confidentiality agreements; and
• Organizational measures for ensuring data minimization, purpose limitation, retention, data quality and accountability.

• the necessity to store the information collected to offer services to the user; 
• the existence of specific legal obligations that make the processing and related storage necessary for specific period of times.

1. binding corporate rules; 
2. standard contractual clauses (SCCs) adopted by the European Commission, along with the mandatory adoption provisions required for the UK and Switzerland to the extent the processing involves UK or Swiss residents.

1. The legal practices of the recipient country relating to access to data;
2. The technical and organizational measures adopted to protect the data; and
3. The nature of the processing to ensure purpose limitation and data minimization.

1. Right to know: you have the right to obtain confirmation about whether personal data concerning you is being processed, and, where that is the case, to know the specific pieces of personal data belonging to you that we hold.
2. Right of access: you have the right to obtain confirmation about whether personal data concerning you is being processed, and, where that is the case, to understand what personal data belonging to you that we hold and provide you with access to it.
3. Right to rectification: you have the right to request we correct or update of any inaccurate or incomplete data held about you, in order to protect the accuracy of such information and to adapt it to the data processing.
4. Right to erasure: you have the right to request that we delete and/or destroy information about you and no longer process that data. There might be latency in deleting information from servers and backed-up versions might exist for a short period after account deletion. Please note that erasure is not an absolute right; there may be legal or regulatory reasons to retain some, or all, of the data collected and this will be made clear to you if this is the case, for example to comply with our tax and accounting regulations.
5. Right to restriction of processing: you can request that we restrict the processing of your data.
6. Right to data portability: you have the right to receive the personal data you have provided to us in a structured, commonly used, and machine-readable format. You have the right to request we transmit this data directly to another data controller/business.
7. Right to object: you may object, at any time, to the data processing on a number of grounds as set out under applicable laws, without needing to justify your decision. If you object, the previous processing of data will remain lawful.
8. Right to obtain human intervention to express your point of view and/or to contest any automated decisions. You can request human intervention to review and contest any automated decisions.  Please note, in our processes, the final decision to reject qualified candidates for an opportunity is always made by a human so this right is non-applicable.
9. Right to Opt-Out of the selling and sharing of your personal information: please note, we do not and will not sell or share your personal information as defined in USA privacy laws, so this right is not applicable to our processes. 
10. Right to lodge a complaint with a supervisory authority: you have the right to lodge a complaint with a supervisory authority in the country or state of your habitual residence, place of work or place of the alleged infringement, if you consider the processing of your personal data infringes privacy law.