Vanderlande takes the hiring process of applicants very serious. The primary objective is the find the best possible candidate who will be able to fulfil the job requirements with competence and pleasure for a specific vacancy. We want to execute this process as fair as possible and in compliance with data privacy laws like GDPR. Therefore, below topics inform you about additional selection process steps.
In order to comply with our legal obligation (EU law and other local laws) Vanderlande is obligated to screen job candidates whether they are registered on anti-terror lists, like the EU terror list (European Union Enhancements list). As this implies special data, Vanderlande has contracted external partners, all Independent Controllers, to screen persons against several international terror lists. Candidates who fail this obligatory external background check will be rejected for the position in scope. When applicable, upfront we do confirm to an applicant a screening is part of the selection process.
We will store this data with a limited retention time for a maximum of 4 weeks in the Netherlands and 3 months for Germany and England).
Data Retention of recruitment process
Most countries have special laws and directives in place on how long companies are entitled to store personal data. The same goes for the personal candidate data. When applying at Vanderlande using your candidate personal home account you can give your consent to lengthen the maximum storage time. If you do not want to give us your consent, Vanderlande will store your candidate data for the default storage time provided by the law in the applicable country. The table below emphasizes this might differ per country law by showing you the legal retention term for candidate records in three countries with and without consent. For this reason Vanderlande has access to most global data retention regulations and tables.
|Data Retention Terms Applicant Files
|Day of rejection
|3 months )1
|6 months )1
|Day of rejection
|0 days (min)
|Day of vacancy completion
|)1 based upon jurisprudence term can be twice this long.
When you apply for a job at Vanderlande via our applicant website, you will be asked to provide us your consent, for example for storing your personal candidate home account details, as we respect the privacy of our job candidates. This Privacy Notice sets forth how we will use the information we obtain when you do apply for a position through our career site and your personal candidate home account. We kindly encourage you to keep your home account and your application profile data up to date. Also during the application process we kindly request your consent for the following:
- to store your candidate home account till you will request deletion of the account via an unsubscribe e-mail or via the deletion button in your account. In case you will not make use of your account during the next 3 years, Vanderlande will delete your candidate home account automatically.
- to store your job candidate profile, even after the application term has closed, for the lengthened term as shown in the table below (even if also if your application does not result in a job offer now).
- to offer you other matching job opportunities in future elsewhere in the Vanderlande group.
Applicant screening against anti-terror lists
When you apply via our applicant website, Vanderlande also might be obligated to follow certain security measures like screening. Of course, we will not hold information about criminal convictions as a company. Yet, as required by the European Commission and local anti-terror laws and anti-money laundry regulations, Vanderlande needs to take adequate precautions. In some specific industries such as the aviation industry, overlapping organisations like IATA, require Vanderlande to check job applicants before finalizing the hiring process. This might be involving you in a screening against multiple anti-terror lists, executed via external partners, who act as independent controller. As such we will not be informed about the exact list that resulted in a positive match with a list of such a candidate. This enables Vanderlande to reject a candidate and remain compliant with the legal obligations without the processing of any special categories of personal data. Some relevant regulations we are referring at are:
We will only collect this information if it is appropriate given the nature of your role and where the law allows us to do so. This will usually be where such processing is necessary to carry out our obligations, provided that we act in line with our Data Protection Policy. We may collect this information as part of the recruitment process or we may be notified of such information directly by you in the course of you working for us.
See our current HR Workforce Privacy Notice for further information on how we process your personal data as an employee of Vanderlande.
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