Privacy Policy for Processing Personal Information

SGS (Scalable Global Solutions), its affiliated entities, branches and associates throughout the world (hereinafter collectively “SGS Group”) have implemented this firm-wide data privacy policy to create a consistent and uniform approach to processing Personal Information (i.e., any information relating to an identified or identifiable natural person (“data subject”)).

For details about our structure and addresses, a list of our offices worldwide, candidate search and assessment practices, and more about the firm, please visit our web site at (www.sgs-daas.com). This privacy policy establishes data protection rules that apply to all our offices worldwide, subject to applicable local laws, including but not limited to data protection laws. It is the minimum set of rules an office is required to follow.

Use and Disclosure of Personal Information

We maintain personal information in our proprietary database. In order to provide a truly international service, our proprietary database is accessible to all SGS Group offices worldwide. Only SGS Group employees or agents may access this database, which is used only for the purposes of candidate search, assessment and related purposes. We review personal information we have in our database to identify individuals to recruit for clients seeking to fill specific positions. (Please visit our web site for more information on our clients, positions and the services we provide.)

Personal information can be used for the purposes of carrying out the tasks related to our candidate search and assessment practices, including, but not limited to, evaluating prospects’ qualifications, contacting potential candidates, verifying information and communicating with clients about a specific position. To carry out these tasks, we inform our clients of the background and skills, as well as other relevant personal information of those individuals who are distinctly qualified to be considered candidates.

Where and to whom Personal Information May Be Disclosed

SGS Group may engage third parties to provide specific services, including, but not limited to, auditing for compliance with relevant regulations; and providing legal advice, translations, résumé formatting, back-up and security services and searches, and research and administrative services. Accordingly, for the purposes listed here above or where we believe such disclosure is required by law or to pursue or defend any claim, SGS Group may make personal information available to SGS Group offices, to SGS Group’s clients, as well as to third-party data processors and services providers, existing investors, assignees, acquirers, regulatory and/or administrative authorities, courts, police authorities, arbitrators, experts, adverse parties and/or its advisers worldwide, each of whom may be located in countries that do not adduce the same level of protection of personal information as in an individual’s country of residence, and in particular as in the European Union. [Those persons may also need to disclose or transfer the personal information received from SGS Group to third parties worldwide, again for the purpose mentioned above.] In any case, SGS Group will provide its best efforts to ensure that data transferred or disclosed will remain subject to a security and confidentiality regime comparable to the standards set forth here.

Any individual who might object to his or her personal information being made accessible to all of SGS Group offices worldwide, who wants to be considered for positions only within a specific geographical area, or who wants to object to the transfer of his or her data outside a specific geographical area (and notably the European Economic Area) should inform us of this concern. If this should be the case, we will restrict or terminate accordingly the processing of that individual’s personal information.

Updating This Policy

Nothing contained in this Privacy Policy is intended to create a contract or agreement between SGS Group and any individual submitting personal information or visiting the SGS Group web site. We may update and amend this privacy policy at any time without prior notification. Updates or amendments to this privacy policy will be published on this web site.

Consent

In any case where an individual would not give or would withdraw his or her consent in relation to the processing or transfer of his or her personal information as contemplated in this privacy policy, this should in no way be interpreted to restrict SGS Group’s ability to disclose, use and otherwise process personal information as allowed by any applicable law and regulation. SGS Group also reserves the right to use, disclose and otherwise process personal information to comply with any applicable law and regulations

Information Collection

SGS Group collects information in the course of its work in order to be able to provide services to our clients as an recruitment firm. Typically, this information comprises what is included in a standard curriculum vitae/résumé and cover letter, (e.g., name, address, and telephone number, e-mail address, employment history, degrees and other qualifications, languages and other skills). It also may include interview notes, comments from third parties and a record of our contacts with individuals. Our records may derive from information collected directly from the data subject, that is publicly available, as well as information gained from third-party sources. We make every effort to ensure that any information held is accurate and kept as up-to-date as possible. We do not obtain information under false pretences.

As a matter of policy, we do not process sensitive information (e.g., data on racial/ethnic origin, health, sexual orientation, political opinions, criminal records, religious or philosophical beliefs, trade union membership). If such information is processed or transferred, it will only be done when and to the extent legally permitted and, as the case may arise, with the data subject’s explicit and unambiguous consent or when the data subject has made this information public (unless prohibited by applicable law). To the extent permitted under applicable law, by providing any information to us, the data subject will be deemed to have given explicit consent for us to hold and use such information.

Other Uses

SGS Group may also use personal information for quality improvement purposes, such as training and systems maintenance. In the normal course of business, we may also develop and disclose (in an anonymous format) statistical data derived from the personal information we maintain. It is the policy of SGS Group never to disclose personal information to third parties for direct marketing services. Should the policy change, consent from the data subject will be obtained to make such a disclosure. obtain information under false pretences.

As a matter of policy, we do not process sensitive information (e.g., data on racial/ethnic origin, health, sexual orientation, political opinions, criminal records, religious or philosophical beliefs, trade union membership). If such information is processed or transferred, it will only be done when and to the extent legally permitted and, as the case may arise, with the data subject’s explicit and unambiguous consent or when the data subject has made this information public (unless prohibited by applicable law). To the extent permitted under applicable law, by providing any information to us, the data subject will be deemed to have given explicit consent for us to hold and use such information.

Security

SGS Group takes and requires that its service providers and third-party processors also take appropriate technical and organizational measures to protect personal information against accidental or unlawful destruction or accidental loss or alteration, misuse, unauthorized access, disclosure, and against all other unlawful forms of processing as defined by the applicable law of Personal Information under our control (e.g., multiple levels of user authentication, industry standard security).

Retention

We may maintain personal information, including as part of the database described above, for such period of time as may be appropriate in connection with the purposes described in this policy, or for legal or regulatory reasons.

Data Subjects’ Requests

In accordance with applicable state or national data privacy legislation, an individual may have the right to contact SGS Group to inquire as to the personal information we may have on him or her and to request a copy thereof. Any individual with a record in our database can also request that we rectify his or her personal information, or remove his or her record from our database and other systems. He or she may also object, at no cost and at any time, against any further use of his or her data for direct marketing purposes. When asked to remove a record from our database, we will retain minimal personal information for the purposes of preventing future contact, of keeping record of the information disclosed to our clients or other legitimate business purposes, and of complying with any legal obligation.

All such requests will be acknowledged and dealt with as quickly as possible in accordance with applicable law. Individuals will need to provide appropriate confirmation of identity before a request is processed.

An individual may direct any such requests or any questions relating to data privacy to the Data Privacy Officer at the Group office in his or her country of residence. Alternatively, an individual can send an email to [email protected].(ANY CV/RESUME SENT TO THIS ADDRESS MAY NOT BE PROCESSED AND MAY BE DISCARDED).

To the extent admissible under the applicable law, individuals who submit their résumé to SGS Group will be deemed to have consented to the processing of their Personal Information as set forth in this Privacy Policy, including the transfer abroad of their personal information.

Scalable Global Solutions d.d. is committed to protecting the privacy of our clients, candidates and users of our websites. This notice relates to candidates or potential candidates. The Company means Scalable Global Solutions d.d. (company VAT number :85470532354), its subsidiaries and its associated companies.

The General Data Protection Regulation (GDPR) (Regulation (EU) 2016/679) is a new regulation replacing the Data Protection Regulation (Directive 95/46/EC) The Regulation harmonises data protection legislation across EU member states.

The Company is a recruitment process outsourcing business provider which provides Human Resources, Recruitment and Employment related services to its clients and candidates (work-seekers.) The Company must process personal data (including sensitive personal data) so that it can provide these services – in doing so, the Company acts as a data controller.

You may give your personal details to the Company directly, such as on an application or registration form or via our website, or we may collect them from another source such as a jobs board. The Company must have a legal basis for processing your personal data. For the purposes of providing you with work-finding services and/or information relating to roles relevant to you, the Company will only use your personal data in accordance with the terms of the following statement:

 

1. Collection and use of personal data

      a)    What type of data the company collects

The Company is a recruitment business and an employment business, which provides work-finding services to its clients and work-seekers. The Company must process personal data (including sensitive personal data) so that it can provide these services – in doing so, the Company acts as a data controller. The Company collects the personal data of the following types of people to allow it to undertake its business:

• Potential and current client contacts
• Potential candidates and those placed in temporary, contract, or permanent or roles
• Employees, consultants, temporary and self-employed workers
• Supplier contacts

 

The information you give the Company or it collects about you may include:

Who you are and how to contact you

• Name, address, post code, private and corporate e-mail addresses, telephone phone numbers
• Information about your professional life
• CV, photograph, employment details and preferences, professional profiles available in the public domain such as Twitter, LinkedIn, or a corporate website.

 

Compliance and due diligence

• Financial information, documentation and references verifying your qualifications and experience and your right to work in the workplace location, tax and national insurance information to pay you if you are a temporary worker, contractor or self-employed person.

 

Information obtained from other sources

This is information we may obtain sources such as LinkedIn, or other social media sources, corporate websites, job boards. In this case, and upon your request we will inform you, by sending you this privacy notice, the source the personal data originates from, whether it came from publicly accessible sources, and for what purpose we intend to retain and process your personal data.

          b)    Purposes of the processing and the legal basis for the processing

 

The Company uses information held about you in the following way to provide job finding and complementary services to our candidates.

The Company’s principal service is the introduction of candidates to its clients for temporary or permanent work assignments. This encompasses meeting candidates’ current needs and supporting them through the course of their careers. To do this, the Company will collect your personal data (which may include sensitive personal data) and will process your personal data for the purposes of providing you with work-finding services and ancillary services such as training for purposes of personal development.

The Company only processes personal data for the specific purposes set out in this Policy (or for other purposes expressly permitted by the Regulation). The purposes for which we process personal data will be informed to Data Subjects at the time that their personal data is collected, where it is collected directly from them, or as soon as possible (not more than one calendar month) after collection where it is obtained from a third party.

The principal legal basis for the processing of personal data is our legitimate business interests, described below.

 

The Company will also rely on the following bases for specific uses of data:

• legal obligation (for example to record your right to work in the destination country
• contractual obligation (for example to process your information to pay you, or to provide your personal information to a client)
• consent (for example your consent for your details to be passed to a client for a potential role)

 

   c)    Our Legitimate Business Interests

Our legitimate interests in collecting and retaining your personal data are as follows:

The Company introduces candidates to clients for permanent, temporary and contract roles, thereby furthering the careers of those candidates and providing an essential service to its clients. The processing of personal data relating to our candidates and our client contacts is critical to this process.

The Company maintains databases of candidate and client personal data containing historical information as well as current resourcing requirements. To maintain and develop its business, the Company also records the personal data of potential candidates and client contacts. To deliver its principal services, as well ancillary offerings, the Company contacts candidates on a regular basis, via various means such as email, phone, job alerts and other relevant notifications.

 

2) Disclosure of your information inside and outside of the European Economic Area (EEA)

 

The Company may share your personal information with:

Any individual who might object to his or her personal information being made accessible to all of SGS Group offices worldwide, who wants to be considered for positions only within a specific geographical area, or who wants to object to the transfer of his or her data outside a specific geographical area (and notably the European Economic Area) should inform us of this concern. If this should be the case, we will restrict or terminate accordingly the processing of that individual’s personal information.

• Any members of its group, whether in the EEA and outside of the EEA.
• Candidates (if you are a client) to arrange interviews and engagements.
• Clients to introduce candidates to them.
• Clients, business partners, suppliers and sub-contractors for the performance and compliance obligations of any contract the Company enters into with them or you.
• Subcontractors payment and other financial service providers.
• Organisations that assist the Company in the improvement and optimisation of its websites.
• Organisations that may assist the company in confirming your suitability for a role.
• The buyer, in the event all or part of the company is sold.
• Organisations where the Company has a duty to disclose or share your personal data in order to comply with any legal obligation.
• Organisations that may assist the company in enforcing its contractual rights or meeting its contractual responsibilities.

 

The lawful basis for the third-party processing will include:

• Their legitimate business interests in processing your personal data, for example in recruiting new permanent or temporary workers.
• Satisfaction of their contractual obligations to the Company as a data processor;
• For the purpose of a contract in place or in contemplation;
• To fulfil their legal obligations.
• Storing and processing your personal information

The Company may transfer only the information you provide to us to countries outside the European Economic Area (‘EEA’) for the purposes of providing you with work-finding services. We will take steps to ensure adequate protections are in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland and Liechtenstein

 

3) Retention of your data

The Company will retain your personal data only for as long as is necessary for its legitimate business interests or as required by contractual obligations or law. Different laws require different retention periods.

We must also keep payroll records from in house employed candidates, holiday pay, sick pay and pensions auto-enrolment records for as long as is legally required by the domicil country law and associated national minimum wage, social security and tax legislation.

Where the Company has obtained your consent to process your personal and/or sensitive personal data, we will do so in line with our retention policy. Upon expiry of that period the Company will seek further consent from you. Where consent is not granted the Company will cease to process your personal and/or sensitive personal data.

 

4) Your rights

Nothing contained in this Privacy Policy is intended to create a contract or agreement between SGS Group and any individual submitting personal information or visiting the SGS Group web site. We may update and amend this privacy policy at any time without prior notification. Updates or amendments to this privacy policy will be published on this web site.

Please be aware that you have the following data protection rights:

• The right to be informed about the personal data the Company processes on you;
• The right of access to the personal data the Company processes on you;
• The right to rectification of your personal data;
• The right to erasure of your personal data in certain circumstances;
• The right to restrict processing of your personal data;
• The right to data portability in certain circumstances;
• The right to object to the processing of your personal data that was based on a public or legitimate interest;
• The right not to be subjected to automated decision making and profiling; and
• The right to withdraw consent at any time.

 

Should you wish to exercise any of the above rights, you may do so by contacting the following email address: [email protected]. 

 

5) Changes to the Company’s privacy notice

Any changes The Company makes to our privacy notice in the future will be posted on this page and, where appropriate, notified to you by e-mail.

 

6) Complaints or queries

If you wish to complain about this privacy notice or any of the procedures set out in it please contact the following email address:

[email protected]

 

7) Job Alerts and Career Advice

We may on occasion contact candidates stored in our database who are not actively looking for a new role. When you contact Scalable Global Solutions d.d. you may be asked to tick a box indicating that you consent to us storing the personal data you have provided. By providing consent to our storage of your personal data you are also providing consent to us contacting you if we receive details of a role which specifically matches your career aspirations and, very occasionally, sending you career related information e.g. salary survey, interview advice etc.
If you do not wish to receive such information, please email [email protected].

 

We will never share our candidates’ personal details or Curriculum Vitae with a third party without the candidate’s explicit consent, and then we will only share the personal information with that one company or individual.

• Contacting Recruitment Consultants directly

If you contact one of our Recruitment Consultants directly and request they consult with you regarding your job search, or regarding a particular job role, you are giving your consent to Scalable Global Solutoons d.d. processing your email and the data contained within your email for lawful purposes.

By sending an updated Curriculum Vitae directly to one of our Recruitment Consultants you are giving consent to Scalable Global Solutions d.d. processing and storing that information. We will not share your information with any third party without your explicit consent.

• Request to have personal data amended

It is likely that over time your employment history will require updating as you transition to new roles or receive promotion. Scalable Global Solutions d.d. undertakes to update your registration within two weeks of receiving an updated Curriculum Vitae.

Under the GDPR you have the right to ask for access to your personal information. Once we have verified your identity we will provide the information you requested within 30 days.

In the unlikely event you find personal data stored about you by Scalable Global Solutions d.d. is inaccurate, you must advise us immediately. We will amend your personal registration within two weeks.

• Request to have personal data removed or deleted

Upon receipt of a request to delete an individual’s personal registration, Scalable Global Solutions d.d. will ensure that your personal record is deleted within 30 days.

Where we have placed a candidate in a role, they are required to retain evidence of that placing so that contractual obligations can be met by the client. Scalable Global Solutions d.d. will however take steps to ensure only minimal personal data is retained and we will not make further contact with the candidate.

Where we have previously received permission to share personal information with a third party, for example for short listing for a role, we undertake to advise that third party of your wish to be forgotten if communication has been in the last 12 months.

In the event that you wish to be erased from our SGS ONE Database you should contact [email protected]. Please make it clear that you wish to be erased, rather than simply marked as no longer job seeking.

• Notification of Breaches

Whilst we do not store, or at any time request, financial information from candidates, we do store highly personal information contained within your Curriculum Vitae. We are aware of our responsibility as a recruiter to protect your information and to only share details with third parties upon receipt of your explicit consent. All of our systems are protected and only our staff and consultants working for us have access to the personal information stored in your registration.

In the unlikely event that our computer systems are compromised and there is a potential loss of confidentiality we will report this breach to you.

In the unlikely event that personal data is taken or exposed from our records without our consent, we will provide reports surrounding that exposure within 72 hours of being notified of such an event and take any action necessary to restore security of your personal data.

• Access

If we receive a request for access to personal information we will verify your identify before releasing your personal data to you. We will not release information to any third party.

If you would like to make a request for access to your personal information please contact: [email protected].

 

Alternatively you can contact us by writing to us at:
GDPR Compliance Officer
Scalable Global Solutions d.d.
Ulica Dragutina Albrechta 32
10-000 Zagreb, Croatia

• Complaints procedure

 

If you have a complaint about the way your data is stored or handled by Scalable Global Solutions d.d. please contact us at: [email protected].
Alternatively you can contact us by writing to us at:
GDPR Compliance Officer
Scalable Global Solutions d.d.
Ulica Dragutina Albrechta 32
10-000 Zagreb, Croatia

• Changes to our Privacy Policy

 

This privacy policy may be changed at any time. Any changes to our Privacy Policy will be updated on our website. If you have any questions or concerns, please email us at [email protected].

I. The executive search firm shall provide you with an accurate and candid assessment of its capabilities to perform your search.

Not all search firms offer the same services, but they should all operate in line with the highest professional standards. In addition to the obvious differences in size and manpower, search firms also vary in their areas of expertise, their knowledge of and contacts within various industries, and the skills and experience levels of their search consultants.
Before agreeing to undertake any search, the executive search consulting firm should:

Verify that it has the resources, time, knowledge and expertise to handle your specific assignment.

Disclose any and all information with regard to relationships or circumstances that might create actual or potential conflicts of interest. Disclose limitations arising through service with other clients that may affect its ability to perform the search assignment.

Define with you which part of your organization is the “client” (i.e. which subsidiary, division, department, etc.) and agree upon the period, if any, during which the firm will not recruit from the defined client organization.

Define the scope and character of the services to be provided and the fees and expenses to be charged for the services rendered. This requires that you provide a full and accurate description of your organization, its business needs and culture, the position to be filled, and your criteria for the ideal candidate. If the search firm cannot handle your assignment, it should explain why and then refer you to another firm better equipped to meet your needs.

 

II. The executive search firm shall tell you who will conduct the search.

In addition to the consultant who generates the business relationship, there may be a team of professionals who will handle the search assignment. It is certainly within your rights to ask for and to receive full and open disclosure regarding the consultants and their ability to successfully handle the assignment, as well as the resources the firm has available to support the consultant/team working on your project.

 

While contractual obligations exist only between the search firm and client, our search consultants also build professional and ethical relationships with candidates, whom they may remain in contact over a period of years. We believe all the candidates have the following rights:

 

I. CONFIDENTIALITY

When you become an executive search candidate, you put yourself at a certain amount of risk with your current employer. For that reason, you are entitled to the highest levels of confidentiality from the search firm and the client organization.
To safeguard your confidentiality, the search consultant should:

Following a meeting to discuss your candidacy, obtain your authorization before submitting your name and a report on you to the client organization.

Upon your request, contact you directly rather than through your assistant or anyone else in your current company.

Not contact references provided by you without your permission.

Not discuss your potential candidacy with anyone outside the search firm, and ensure that all employees of the firm abide by the same rules. Caution the client to also safeguard your confidentiality.

It is important to remember that you do not become a search candidate until the consultant has conducted an initial evaluation of your suitability for the position and you have expressed an interest in it.

If either of these two criteria is missing, you cannot be considered a candidate for the position. However, even if the position about which you are being contacted is not right for you at the present time, you may still benefit from conversations with search consultants by being kept up to date with the market for your skills and experience. Candidates not selected on one search may be selected on another.

 

II. FULL DISCLOSURE

In order to make the right decision, you need to know as much as possible about the search firm you are talking to, the position and the client organization.
This ultimately requires full and open disclosure regarding:

The nature and requirements of the position;

The compensation package;

Whether relocation is required;

Pertinent information regarding the client organization.

Be aware, however, that during your first conversation, when you are still being evaluated as a potential candidate for the position, the search consultant is under no obligation to divulge confidential information about the position or the client. Only after you have been identified as a legitimate candidate should you expect the consultant to disclose more than the most basic information. Even then, there are times when certain information about the client must remain confidential until the final stages of the search process.

The search consultant should also make clear whether he or she has been retained by the client to manage the appointment in question. Retained executive search consultants work under an exclusive contract with the client organization; and thus have not only confidential access to the client on that assignment but have their full and committed attention. If the consultant fails to notify you of this important fact, do not hesitate to ask.

 

III. TIMELY COMMUNICATION

The completion of an executive search assignment can often take several months, with many steps between initial contact and the ultimate hiring of the successful candidate. Once you become an active candidate, the search firm should communicate with you in a timely manner at each and every step of the process. This means proactively updating you on the progress of the search as well as responding in a timely manner to any inquiries initiated by you.

 

IV. FEEDBACK

Based on his or her understanding of the position and the client’s needs, the search consultant should give you an honest appraisal of where you seem to fit the opportunity and where you do not seem to fit. If at any point in the process the client decides not to proceed with your candidacy, the consultant should provide as complete an explanation of the client’s decision as possible.

 

V. PROFESSIONAL TREATMENT

Search consultants are expected to comply with all the employment laws that apply to the normal hiring process. In addition, they should also demonstrate a high level of professionalism with each and every candidate.
Professional treatment means that the search consultant:

Has a clear understanding of the position and the client’s expectations for it

Conducts an organized, well-thought-out interview

Shows up on time and well-prepared for all appointments

Demonstrates in-depth knowledge of the market and the client

Answers all your questions in an honest and forthright manner.

 

VI. ADEQUATE PROCESS DETAILS

As a search candidate, you are entitled to know what to expect as the process unfolds. For example, what is the anticipated time frame for the first round of interviews? If you make the first cut, what happens next? Most search consultants will readily volunteer this kind of information.
If they do not, make a point to ask. In particular, be prepared at any stage in the proceedings to ask:

How long will this take?

Who do I have to meet with before a decision is made?

What time frame is the client working on?

What is the next step?

 

VII. RESPECT FOR YOUR TIME AND POSITION

The search consultant understands that, as a senior level executive, your current position demands your full time and attention. When scheduling appointments and interviews, the search consultant and the client should demonstrate the utmost respect for your time, your position and your responsibilities to your employer.

 

VIII. CONSISTENCY BETWEEN THE SEARCH FIRM AND THEIR CLIENT

The search consultant and the client should always do their best to be on the same wavelength in terms of the information they present to you. Keep in mind, however, that while the search consultant represents the client organization, they do not have complete control over the client’s communication with you during the process. If changes occur that contradict the information given to you by the consultant, you should ask for clarification.

 

IX. NO PRESSURE

The best executive search placements happen when the candidate has the time to make a measured, well-thought-out decision. For this reason, the search consultant should never try to hurry your decision or put undue pressure on you to accept an offer. However, the consultant should keep you informed of any deadlines imposed by the client and the implications for not making a decision prior to those deadlines.

 

X. A TRUSTING RELATIONSHIP

If the search consultant conducts him or herself in a manner befitting these guiding principles, you should naturally develop an open and trusting relationship. Conversely, if for any reason you do not feel you can trust the search consultant or the client, you would be well served to withdraw from the process. Keep in mind that the best search consultants strive for more than just filling the position for their client; they want to help you make the best decision for you, your family and your career.

 

Concluding the Search

If the client decides to hire you to fill the position, you have arrived at one of the most important stages of the search process: negotiation of your employment agreement. This can involve highly sensitive issues in which the search consultant can play a crucial role of intermediary to ensure open and effective communication between client and candidate. Use this ‘honest broker’ channel of communication to candidly express any concerns or special requirements that you may have on terms and conditions.

When the search process is completed and you have signed on the dotted line, some search consultants will stay in touch with you for three to six months to make sure that your transition into the new position is a success. Feel free to contact your consultant with major concerns that arise. He or she may well be able to help sort out problems, and diplomatic intervention by the search consultant will normally not be resented by the client. However, search consultants are not professional coaches, and thus their role here may be limited.

If your candidacy does not result in a hire, most consultants will want to keep you in their pool of candidates for future assignments. They may contact you from time to time to maintain the relationship and keep you apprised of any upcoming assignments. They may also use you as a resource to help identify candidates for assignments that are not a good fit for you. If you developed a good relationship with the search consultant, you may want to take your own steps to maintain the relationship as well.

Regardless of the outcome of the search, the consultant may not use your name or the results of the search as testimonials without your permission.

 

Putting Your Best Foot Forward

The executive search process is not a one-way street. Although you have a right to expect courteous, professional treatment from the search consultant and the client, there are a number of things you can do to facilitate the process and advance your standing.

Be honest. Under no circumstances should you inflate your resume, misrepresent your work history or “hold some cards back”. Also, be genuine about your interest (or lack of) in the position. Complete and accurate disclosure by the candidate is an essential element in the search process.

Be flexible. Make every effort to fit appointments and interviews within your schedule.

Educate yourself. Conduct your own due diligence on the search firm and the client organization, and understand the unique value of retained executive search consulting.

Have realistic expectations. Understand that the process takes time and that you will be one of several qualified candidates.

Negotiate in good faith. Do not lead search consultants to believe you are negotiating only with them if you are considering offers from more than one organization.

Above all, do not think you have a “done deal” just because you develop a close relationship with the search consultant. Remember that the consultant’s job is to present several qualified candidates to the client, and it is the client who makes the ultimate decision.

SGS attaches great importance to handling your data in a secure and private way. Personal data is saved, processed and analysed only if necessary. Data will not be handed over to third parties other than for payment issues. Under no circumstances will we sell or lease your data or benefit from it in any other way. The following privacy policy informs you on how we safeguard your data and specifies in detail what data is stored for which reasons.

 

Data processing

SGS collects and saves information transferred by your browser in an automated way. That is: your operating system your browser type and browser version The referring URL Your Public IP address Date and time of your web request This data is anonymous to SGS. We will not match this data with data from other sources. We will delete IP addresses no later than 72 hours. To improve our service on an ongoing basis, we will evaluate some of the key figures of your account for statistical reasons. This includes the number of time entries, hours, customers, projects, services, users and logins.

Personal information

When you sign up for an account, you will have to provide some personal information. During the trial period this includes your name, the name of your account, and your e-mail address. To continue using SGS after the trial period, you will have to provide your postal address as well. If you contact SGS via e-mail or instant messaging, we will save a copy of the conversation for later reference. If you comment on our blog, we will save your IP address.

Cookies

SGS uses cookies – small files containing a string of characters. We use cookies to improve the quality and usability of our service. Most of the cookies used by SGS are so-called session cookies: they will be deleted after your session automatically. SGS also uses cookies to identify a user during a session, so the user does not have to log in on any personalized site again and again. You can force your browser to block cookies in your browser settings, but we do not recommend that: some features might not be usable anymore.

Changes

Please note that this privacy policy may change from time to time. We will not reduce your rights under this privacy policy without telling you about it via e-mail, and we expect that most changes will be minor. You will find the current version right here.

Information sharing

SGS does not hand over personal information to third parties or use it in any non-related matter, as long as we do not have your written permission to do so (e.g. per e-mail) or are forced to do so by law.

Safety precautions

Your SGS account is password protected to prevent others from getting access to your data. We advise you to chose a secure password (more than six characters, including numbers and special characters) as well as to change your password periodically. HTTPS (SSL) is included in every account. By accessing SGS over HTTPS, all data will be encrypted while traveling between servers. We advise you to always use HTTPS when using SGS over a public network, at internet cafes, or when you are sharing your computer with other people. Log out when you’re done, and shut down the browser window to make sure others can not access your personal information.

More information

Please drop us a line if you have any further questions about the processing or storage of your personal data: [email protected]. We will be glad to answer.

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Scalable Global Solutions Ulica Dragutina Albrechta 32, 10000 Zagreb, Croatia,
www.sgs-daas.com
MBS: 081074213, OIB (PIN): 85470532354, VAT ID: HR85470532354, Commercial Court in Zagreb, Registered share capital 140.000 €