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Job applicants

Last updated: January 2025

1. Legal basis and purpose of processing personal data

SSAB processes personal data of job applicant for the following purposes, which are explained below.


PROCESSING ACTIVITY LEGAL BASIS DESCRIPTION
Recruitment Legitimate interest
 		SSAB processes personal data of job applicants in order to interview and recruit new employees and to manage other administrative duties related to the recruitment process.
Hiring and preparation of employment contracts Legitimate interest  Preliminary information required for hiring purposes and the initial stages of preparing an employment contract.
However, if the recruitment leads to employment, SSAB needs to receive some additional personal information from the applicant. This information is directly collected from the individual in question. More information detailed in Employee privacy statement.
Candidate pool  Consent A job applicant might also be interested in other positions than the initially applied position. In this case, the applicant can give their consent to receive emails about job-related news and be contacted whether other positions are opened. 
Information and facility management Legitimate interest SSAB may process technical data, including some personal data for information security and access surveillance purposes and fraud prevention. SSAB maintains also information and facility security measures to safeguard health and safety as well as business information and business assets in order to avoid injuries at its facilities, to prevent property damage and criminal activities and to ensure the availability of the websites and services. This is to ensure an appropriate level of network, facility and information security and the safety of others. 
Information security Legitimate interest SSAB maintains information security measures for information security purposes to safeguard business information and business assets, to avoid criminal activities and ensure availability of the services. 
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Privacy notice - job applicants

2. Collection of personal data

Necessary personal data collected for the recruitment purposes includes among others:

Personal Data Examples
Contact details Name, postal address, phone number, e-mail address
Authentication data Log-in and password and other such information used in connection with the proper authentication
Competences Job application, CV, education background, examinations taken, skills profiles and other relevant qualification or certificate attached 
Evaluation, tests and checks Aptitude and personality tests, health checks and security clearances, where applicable 
Preferences Preferred country/countries and/or sites of employment, willingness to relocate, desired salary 
References  References can be retrieved from previous employers. These contacts are provided by the applicant. In such case, the job applicant is responsible to obtain consent form the third party. 
 Technical data Log data and IP address 
 Communications Communication data during recruitment process, including emails, voice mails, video recordings 
 Other Photograph when provided by the applicant or if applicant gives a consent to take a picture in connection to an interview and video interview recordings when applicable 
Personal Data
Contact details
Examples
Name, postal address, phone number, e-mail address
Personal Data
Authentication data
Examples
Log-in and password and other such information used in connection with the proper authentication
Personal Data
Competences
Examples
Job application, CV, education background, examinations taken, skills profiles and other relevant qualification or certificate attached 
Personal Data
Evaluation, tests and checks
Examples
Aptitude and personality tests, health checks and security clearances, where applicable 
Personal Data
Preferences
Examples
Preferred country/countries and/or sites of employment, willingness to relocate, desired salary 
Personal Data
References 
Examples
References can be retrieved from previous employers. These contacts are provided by the applicant. In such case, the job applicant is responsible to obtain consent form the third party. 
Personal Data
 Technical data
Examples
Log data and IP address 
Personal Data
 Communications
Examples
Communication data during recruitment process, including emails, voice mails, video recordings 
Personal Data
 Other
Examples
Photograph when provided by the applicant or if applicant gives a consent to take a picture in connection to an interview and video interview recordings when applicable 

As a rule, this personal data is collected directly from the job applicant. Subject to applicable national legislation, SSAB or its third-party service providers may also collect personal data from other sources.

SSAB does not generally collect information about job applicants that is particularly personal or private (sensitive information). If sensitive information will be collected and processed at some stage of the recruitment process, such collection is based on the applicable local legislation, and the job applicant will be informed thereof. SSAB is an equal opportunity employer and SSAB offers equal treatment to all job applicants.

3. Transfers or disclosure of personal data

In some cases, SSAB uses third-parties in the recruitment process and can outsource parts of the process, thus personal data may be disclosed:

  • to trusted service providers, such as recruitment partners and system providers for competence and qualification reasons, including aptitube tests; 
  • to authorities or other parties, in order to conduct background checks. When required by applicable law, consent of the job applicant will be asked prior to the event.

Third parties may act on SSAB’s behalf as data processors or as independent data controllers, depending on the case.

4. Retention of personal data

Personal data related to non-chosen job applicants shall be retained for up to two years. If the recruitment process leads to an employment with SSAB, relevant Personal data will be retained during and after the course of the employment as required by retention period provided in the applicable law. Generally, candidate pool information is retained for one year since last login.

5. Automated decision making

In certain instances, SSAB may recur to automated decision making in the initial stages of the recruitment process. As the job applicant, you have the right to not be subject to automated decision making.
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