Ellington Savage respects the confidentiality of your personal information. Our full Privacy Statement sets out the way in which deal with privacy issues more broadly.
In relation to our web site, its aim is to provide you with information on our company and services and on job opportunities that we represent. It also provides a means for you to communicate with us. We use the following guidelines to protect any information you provide to us through this site:
- Any personal information provided by you is used solely for the purpose of assessing your suitability for job opportunities with our clients;
- We do not pass any personal information to other people or organisations without your express permission;
- We protect your privacy by restricting access to your personal information to only those staff who need it;
- We do not sell or give to other people or organisation any list containing your personal information;
- You have the ability to update or modify any personal information you have provided at any time;
- If you are not appointed to the role that first introduces us, we will retain your details for future suitable vacancies. Of course, you may request that we do not retain your application details or consider them for any future recruitment vacancy;
- This web site does not use cookies nor in any other way track your browsing activities.
Privacy
Ellington Savage cares about your privacy and is committed to the National Privacy Principles (NPPs) set out in the Federal Privacy Act. The NPPs establish how businesses are able to collect, use, keep secure and disclose information about individuals.
Collection
At various stages during the recruitment process we will need to collect personal information from you in order to assess your suitability for job opportunities with our clients. This may include personal information provided in your application (including resume, covering letter and qualifications) and details given during the interview process whether it is by telephone, face to face, or by videoconference. With your permission, personal information may also be collected through reference checks from previous employers. For some positions, you may be asked to complete a psychometric assessment, or other assessment tool.
Use & Disclosure
Personal information is collected during the recruitment process for the purpose of assessing your suitability for job opportunities we represent. This obviously will include the provision of information to clients for the purpose of assessing your application.
If you are not appointed to the role that first introduces us, we will retain your details for future suitable vacancies. Of course, you may request that we do not retain your application details or consider them for any future recruitment vacancy.
Access to your information
You are entitled to access personal information we hold about you and to amend that information if it is incorrect. We will provide you with access to your personal information upon request; you may arrange a time to visit our office and view the relevant documentation.
There are some exceptions where information will not be made available. This may include information provided by your referees - unless we have their consent to make information available to you. We will always gain your permission before contacting any referee.
Other exceptions include evaluative information relating to the methodology used to make a recruitment decision, including interview guide skill matrices, reports or feedback from psychometric assessments and other assessment tools. In these cases, general comments on the reasoning behind the decision will be provided instead.
Security of Applications
Any personal information provided to us is stored securely, and is only able to be accessed by those parties involved in the recruitment process.
Conflict of interest
At Ellington Savage we regard conflict of interest as a very serious issue for both our clients and the firm. It has been central to the construction of our portfolio of clients and is the reason we work with only a select number of key participants in any market segment. We believe this is critical to our being able to act in a client's interest for the following reasons:
- To work with many more organisations in any one sector would immediately limit the size of the market into which we could search;
- We could be placed in the position of working on almost identical briefs of strategic importance to strong market competitors. In the unlikely event that we are invited to concurrently complete similar briefs for two clients, this potential conflict of interest is immediately disclosed. Where necessary, we disqualify ourselves from the second brief;
- No sensitive or proprietary information is ever released without the consent of our clients. Unless already published, the identity of our client is only released after a candidate is found to be suitable and bona fide;
- Importantly, the person briefed and entrusted with the assignment by the client will be the person who completes it. Ours is not a practice where a figurehead wins a brief and then passes it to less qualified or more junior staff for completion.
