Recruitment Privacy Notice

This notice explains how [BEESWORX LEGAL NAME] (Reg. No. [BEESWORX REGISTRATION NO.]) ("Beesworx", "we"), the operator of Forge, handles the personal information of people who apply for a job or contract with us, or whom we approach about one ("candidates"). Beesworx is the responsible party for this information under the Protection of Personal Information Act 4 of 2013 ("POPIA"). How we handle information about Forge users is described separately in the Privacy Policy.

1. What we collect

Category	Examples	Source
Identity and contact details	Name, e-mail address, phone number, location	You
Application material	CV, cover letter, portfolio, links to code repositories or profiles you share, work history, qualifications	You
Assessment information	Interview notes, results of any technical exercise, our evaluation	You and our interviewers
Right to work and background checks	Identity number, work permit status, and, only where the role requires it and you have been told in advance, qualification, reference or criminal record checks	You, your referees, and [BACKGROUND CHECK PROVIDER, IF ANY]
Recruiter information	Details passed to us by a recruitment agency you work with	The agency
Offer details	Salary expectations, notice period, start date	You

We do not ask for special personal information (such as health, religion, race or criminal behaviour) unless the law requires or permits it for the role, and we will tell you before we do. Where we collect race or disability information for employment equity reporting, providing it is voluntary. [ATTORNEY TO CONFIRM EMPLOYMENT EQUITY ACT OBLIGATIONS, IF ANY, GIVEN BEESWORX'S SIZE].

2. Why we use it

To assess your application and decide whether to offer you the role.
To communicate with you about the recruitment process.
To check you are legally able to work for us, and any other checks the role requires.
To comply with employment and other legal obligations.
To defend or establish legal claims arising from the recruitment process.

We rely on your application and the steps you ask us to take before entering into a contract, our legitimate interest in recruiting suitable people, legal obligations, and, for any optional checks, your consent. We do not make hiring decisions based solely on automated processing.

Only with the people involved in the hiring decision, and with:

[RECRUITMENT TOOLS OR PLATFORMS USED, e.g. an applicant tracking system, e-mail and video-call providers, AND THEIR LOCATIONS];
recruitment agencies you applied through;
referees and background-check providers, only with your knowledge; and
authorities, where the law requires it.

Where any of these are outside South Africa, we transfer your information only as POPIA section 72 allows.

4. How long we keep it

Unsuccessful candidates: [RETENTION PERIOD, e.g. 12 months] after the role is filled, so we can answer questions about the decision, then deleted. With your consent, we may keep your details longer to consider you for future roles, and you can withdraw that consent at any time.
Successful candidates: your application becomes part of your personnel file, kept as described in [EMPLOYEE PRIVACY NOTICE OR RETENTION POLICY].

5. Security

We keep candidate information in access-controlled systems available only to the people who need it for the hiring decision. [OWNER TO CONFIRM WHERE CANDIDATE RECORDS ARE HELD].

6. Your rights

Under POPIA you may ask to see the personal information we hold about you, ask us to correct or delete it, and object to our processing it. You may withdraw any consent you gave. Contact [PRIVACY CONTACT / INFORMATION OFFICER]; the PAIA Manual explains how to request records. You may also complain to the Information Regulator (South Africa).

7. Contact

[RECRUITMENT CONTACT E-MAIL]