Candidate Privacy Policy
A. CANDIDATE PRIVACY POLICY
Last Updated: 30 May 2023
Shure Incorporated and its affiliates (collectively “Shure”, "us", "we", "our") are committed to protect your privacy. In this policy we outline as to how we ensure your privacy of the personal data we have collected from you throughout the application process.
This Candidate privacy policy applies to all applicants and candidates for employment at Shure (collectively "Candidate" or "you" or "your").
1. Who controls the processing of your personal data?
The responsible data controller is
Shure Incorporated
5800 West Touhy Avenue
Niles, IL 60714
USA
Please take note that additional Shure entities may have access to your personal data, depending on the specific characteristics and location of the job to which you are applying. To review the complete list of Shure entities that may have access to your data, click here.
2. What types of personal data do we collect and process about you?
We may collect various types of personal data about you for the purposes described below in the section headed “What are the purposes and legal bases for the processing of your personal data? ” including
a. General personal information: your name, contact details (address, telephone number, email), nationality, degree, title, date of birth, gender and personal photo;
b. Recruitment data: Information obtained throughout your recruitment process, including information provided in your application (such as personal details, CV, resumes, application form, references, employment history and experience and qualifications), record of interview or interview notes, salary expectations selection and assessment information, personality profile, professional certifications, special skills, language skills, memberships of committees or other bodies and education history, vetting and verification and pre-employment screening carried out, but only to the extent required for our hiring decision with regard to the specific position you have applied for (e.g. references, credit checks, criminal record checks);
You usually provide this information directly via our application tool. You are not required to provide any of the above personal data to us, but if you fail to do so we might not be able to consider your application for our recruitment. We will let you know whether the provision of the respective data it is mandatory.
We may also obtain the above-mentioned information from third parties. We may obtain your personal data from the following categories of sources:
- previous employers
- recruitment agencies
- supplier of background checks
- e-portals the system is linked to
3. What are the purposes and legal bases for the processing of your personal data?
We process your personal data for the following purposes, based on the legal bases listed:
| No. | Purpose for processing | Legal basis for processing | Description of legitimate interest for processing if applicable |
|---|---|---|---|
| 1. | To assess whether your professional profile matches the candidate criteria we require for a certain position and decide whether to offer you employment. |
This processing is necessary for our hiring decision based on Shure’s legitimate interest.
This processing is also necessary for the compliance with legal obligations to which we are subject including the requirement to ensure we do not unlawfully discriminate in our recruitment decision. In case we are provided with special categories of your personal data (such as religion, trade union membership, racial data or sexual orientation), we will only process this data if this is necessary to exercise rights or comply with legal obligations derived from labour law, social security and social protection law, but only if there is no reason to believe that you have an overriding legitimate interest in Shure not processing the data. | Shure has a legitimate interest in ensuring that Candidates are suitable to work for Shure. |
| 2. | Vetting and verification and pre-employment screening, but only to the extent required for our hiring decision with regard to the specific position you have applied for | This processing is necessary for our hiring decision based on Shure’s legitimate interest.
Additional screening is necessary for the purpose of the legitimate interests pursued by Shure. In case we are provided with sensitive data, we will only process this data if this is necessary to exercise rights or comply with legal obligations derived from labour law, social security and social protection law, but only if there is no reason to believe that you have an overriding legitimate interest in Shure not processing the data. | Shure has a legitimate interest in ensuring that Candidates do not pose an unacceptable risk to the business or its customers, in preventing crime and other unlawful acts and to protect the business and customers from fraud, dishonesty or incompetence. |
| 3. | Making job offers | This processing is necessary for our hiring decision. | N/A |
| 4. | To contact you if your application is not successful should another potentially suitable vacancy arise during the year following completion of the recruitment process for the role you applied for (personal data retained not longer than 4 years for all candidates being resident in the European Union or any other country outside of the United States of America) | This processing is based on your consent. | N/A |
| 5. | To centralise HR administration and management processing operations in an efficient manner for the benefit of our staff |
This processing is necessary for the purpose of the legitimate interests pursued by Shure.
In case we are provided with special categories of your personal data (e.g. if this is contained in your application and this needs to be made available to the person making your hiring decision), we only process it if this is necessary to exercise rights or comply with legal obligations derived from labour law, social security and social protection law, but only if there is no reason to believe that you have an overriding legitimate interest in Shure not processing the data. | Shure has a legitimate interest in centralising its HR administration and management, in particular with regard to its candidates, for internal administrative purposes, in order to manage applications more efficiently. |
| 6. | To deal with any query, challenge, request for feedback or claim received in relation to our recruitment decisions | This processing is necessary for the compliance with legal obligations to which Shure is subject including ensuring Shure is able to demonstrate its compliance with data protection laws and anti-discrimination laws.
eyond legal compliance, processing is necessary for the purpose of the legitimate interests pursued by Shure. If it is necessary to process sensitive data for this purpose (e.g. because it is relevant to the query), Shure will do so for the establishment, exercise or defence of legal claims. | Shure has a legitimate interest in being able to provide feedback to candidates and to be able to defend any challenge or claim made in connection with our recruitment decision. This will assist Shure to avoid the risk of financial exposure or costs incurred through challenges to recruitment decisions and to maintain its reputation. |