Recruitment applicants

Introduction

This section of our privacy statement describes why and how we collect and use personal data in connection with our recruitment activities.

If your application is successful, we carry out pre-employment screening checks as part of our onboarding process.  Depending on the the role you have applied for, these checks may include criminal records checks.

Collection of personal data

We will collect personal data in connection with our recruitment activities as described below.

Most of the personal data we collect as part of our recruitment process is provided by you such as:

• Contact details (name, email, telephone number);
• Areas of interest;
• Username and password to apply for a role;
• CV, experience, education, academic and professional qualifications;
• Information provided as part of interviews and assessments;
• Social mobility data as part our contextual recruitment practices;
• Diversity and equal opportunities data;
• Pre-employment screening information if your application is successful;
• Information about your and your immediate family’s financial relationships if your application is successful; and
• Bank account details if your application is successful.

We create personal data in connection with our recruitment activities such as:

• Interview and assessment results and feedback; and
• Offer details.

We obtain personal data from third party sources such as:

• Recruitment platforms and websites including, for legal recruitment, the Aspirant Analytics Revael Lawyers platform which sources data from news articles, professional social media accounts, firm websites, bar representative bodies
• References from your named referees;
• Information from your referrer (where applicable);
• Results of Disclosure and Barring Service checks (depending on the role applied for);
• Verification of information provided during the recruitment process by contacting relevant third parties (for example, previous employers, education and qualification providers) or using publicly available sources (for example, to verify your experience, education and qualifications); and
• Information from social media sites that you are a member of about your engagement with our recruitment campaigns.

For details of the cookies we use on our websites, please click here.

Use​ ​of​ ​personal​ data

We process personal data for our legitimate interests to attract and secure the best talent to work with us as follows:

• To attract talent and market opportunities at PwC including by arranging, hosting and participating in events, marketing and advertising opportunities and using recruiters to help find talent for us.
• To identify and source talent including by searching our existing talent pool and publicly available sources (such as social media and job websites of which you are a member).
• To process and manage applications for roles at PwC, evaluate you for open positions that match your interests and experience throughout the PwC network, manage your candidate profile, send you email notifications and other announcements, request additional information or otherwise contact you about your candidacy.
• To screen and select talent by evaluating your suitability for employment with PwC, including through interviews and assessments and conducting background checks.
• To hire and onboard talent by making an offer to successful applicants and carrying out pre-employment screening checks.
• To conduct statistical analyses and create reports including for example regarding usage of our careers websites, demographic analysis of candidates, reports on PwC recruitment activities, and analysis of candidate sourcing channels.
• To administer and manage our careers websites and communicate with you about careers at PwC.
• Any other purposes stated when you provide the information to PwC.

We carry out criminal records checks for the following purposes:

• To comply with our legal obligation to ensure an individual is eligible to work in the UK and to report relevant information to the Home Office as part of PwC sponsored visa applications.  
• For our legitimate interest or that of a third party to carry out pre-employment screening including a full background and criminal records check, depending on the role: (i) to establish whether an applicant has committed an unlawful act or been involved in dishonesty, malpractice or other seriously improper conduct; or (ii) to comply with government and public sector clearance requirements.

We collect and use information about race and ethnicity, religious and philosophical beliefs and health data for the following purposes:

• For our legitimate interest and reasons of substantial public interest
• To comply with our legal obligation to make reasonable adjustments (for example, as a result of the outcome of a pre-employment medical assessment). 
• If your application is successful and where you provide consent, to provide information on relevant PwC support and networks.

Automated decision-making (for School and College Leavers, Undergraduate and Graduate recruitment)

There are five stages of our recruitment process.  Three stages include algorithms that have been designed to automate some recruitment assessment decisions.  Responses to the online assessment questions and overall assessment score will be compared to the predefined responses and scores set for the relevant roles. The predefined responses are based on data that indicates what good job performance at PwC looks like in relation to these assessments.   

Stage 1 - Making an online application.  This step includes screening related to academic performance.  Strategy Consulting includes screening related to a CV and covering letter. There is an extenuating circumstances step at this stage in the process, where a member of the team will screen the application.

Stage 2 and 3 - Online Assessments.  In order to determine whether you meet the criteria for employment with PwC, we require you to undergo a series of online assessments which involve solely automated decision-making. This means that an algorithm will determine whether the answers you provide to the assessment questions are correct or appropriate in line with PwC’s requirements. There will be no human involvement, but there has been human involvement in designing the tools, assessing responses and overall assessment score.

PwC will be carrying out the automated decision-making as it is necessary for entering into a contract (i.e. the potential contractual relationship between PwC and you as employer and employee).  Using  automated decision-making supports PwC to maintain a fair and objective selection process, whilst managing the significant volume of applications received for school and college leaver, undergraduate and graduate recruitment roles each year. The recruitment technology used by PwC enables a streamlined selection process which assesses candidates on the behavioural qualities identified as important to a successful career at PwC.

Information about the logic involved in the automated decision-making

The online assessments you’ll be asked to complete have pre-defined correct or incorrect responses set by PwC and the assessment vendors (Amberjack and Arctic Shores), which relate to requirements needed for the role. The algorithm has been informed by job analysis conducted with PwC staff and partners. The predefined responses are based on data that indicates what good job performance at PwC looks like in relation to these assessments.  Your responses to the online assessment questions and overall assessment score will be compared to the predefined responses and scores set for the relevant roles.

What is the significance of the processing and what are the envisaged consequences?

Your online assessment responses and overall assessment score will determine whether your job application is progressed to the next stage of our recruitment process.  You’ll be informed of the outcome via email.

Reviewing the automated decision

You can ask for us to review the outcome by emailing HCCSStudentRecruitment@uk.pwc.com.  Please include your candidate ID and your recruitment process stage when emailing.

When and how we share personal data and locations of processing

In addition to the general information about when and how we share personal data and locations of processing (provided here), personal data processed by us in connection with our recruitment activities may be transferred to:

• Other PwC member firms
  You personal data will be provided to the PwC firm that has posted the position for which you are applying and other PwC member firm(s) where the role you are being considered for involves working with other PwC member firm(s) and to assist with their recruitment and employment activities (for example, if they are recruiting for a role that matches your interests and experience). 
  For details of our member firm locations, please click here.

• Third party organisations that provide applications/functionality, data processing or IT services to us
  We use the products and services of third party organisations as part of the recruitment processes.  The products and services we use differ depending on the role you apply for. Please see further details below.