HR Power Estonia

Power Security — Human Resources

HR Power Security is security vetting and recruitment company based in Tallinn, Estonia We recruit ex-military professionals for international security companies for both land and maritime security HR Power focuses on recruiting from Eastern-Europe as we believe it is the best possible balance between cost and quality

Pikaajaline ja efektiivne koostöö on meie jaoks väga oluline Väärtustame igat klienti ning anname oma panuse kliendi edusse läbi kvalifitseeritud ja motiveeritud tööjõu

Long-lasting and effective relationships are the key for us We value each and every client and contribute to their success through qualified and well-motivated staff

• Madis Bleier CEOJuhatuse esimees madis@hrpower
• ee +372 50 22 872
• Anni-Bessie Kitt Managing directorTegevjuht anni@hrpower
• ee +372 50 81 571
• Madis Haasma Business DeveloperArendusjuht mh@hrpower
• ee +372 582 27 087
• Kerli Okas Recruitment ManagerVärbamisjuht kerli@hrpower
• ee +372 633 42 53
• Marion Leetmaa Vetting and Recruitment marion@hrpower
• ee +372 633 42 53 Recruitment Agency specialised in working with medical and security companies operating in challenging, remote and high risk areas We source our candidates from Eastern European region

For a decade we have been recruiting security and medical personnel A couple of thousand filled positions, for some of the biggest names in the industry

Experienced in executing massive projects with hundreds of positions as well as headhunting specific specialists

Processing of Personal Data of Job Applicants by HR Power Oü

• This notification explains how the processing of personal data of job applicants by HR Power OÜ (hereinafter: HRP, registry code: 12304069, address Tulika 19, 10613 Tallinn, e-mail info@hrpower
• ee) takes place
• Personal data means any information relating to an identified or identifiable natural person which express the physical, mental, physiological, economic, cultural or social characteristics, relations and identity of these persons
• HRP as the chief processor mainly processes the following personal data of job applicants: ersonal data enabling the identification of a person such as first name and surname, personal ID code, date of birth, age, sex; contact details: e-mail address, telephone number, address, skype address; necessary data for the conduct of recruitment process, including the establishment of suitability for work and data that needs to be forwarded to employers such as data on education, trainings and language skills, also data on work experience; sensitive personal data if the processing thereof is necessary for establishing suitability for work depending of the position applied for: general health data, drug test data, information on vaccinations
• ersonal data enabling the identification of a person such as first name and surname, personal ID code, date of birth, age, sex;
• contact details: e-mail address, telephone number, address, skype address;
• necessary data for the conduct of recruitment process, including the establishment of suitability for work and data that needs to be forwarded to employers such as data on education, trainings and language skills, also data on work experience;
• sensitive personal data if the processing thereof is necessary for establishing suitability for work depending of the position applied for: general health data, drug test data, information on vaccinations
• Personal data processing of applicants takes place mainly based on the applicant’s consent
• HRP assumes the consent of an applicant for personal data processing if the applicant has submitted the necessary data for application
• HRP may also collect personal data based on consent when conducting an interview with the applicant
• HRP also assumes the consent of an applicant for contacting the references if their names have been specified in the application documents
• HRP may also collect personal data from the references of an applicant
• Depending on the applied position, HRP may process data collected from references on the previous experience and skills, and personal characteristics of an applicant
• HRP may also collect personal data from the references of an applicant
• Depending on the applied position, HRP may process data collected from references on the previous experience and skills, and personal characteristics of an applicant
• With the separate consent of an applicant, HRP may process the personal data of an applicant, based on his or her consent, in order to make future job offers to the applicant
• HRP shall forward the personal data of suitable applicants to employers looking for employees into their staff
• The data protection conditions of each employer specify how the specific employer processes personal data in the course of its activity
• HRP may also collect personal data on an applicant from public information sources (internet communication environments, forums, public registers etc)
• The personal data of denied applicants shall be preserved by HRP based on a legitimate interest for the settlement of potential legal disputes
• With the separate consent of the denied applicant, HRP may make job offers to the applicant in the future
• HRP preserves the personal data of applicants for up to two years after refusal
• A data subject (applicant) means a natural person whose personal data is processed
• A data subject has the right to: receive a confirmation on whether HRP processes his or her personal data and inspect the personal data collected thereon; demand the amendment of incorrect personal data collected thereon or the supplementing of incomplete personal data; require HRP, without undue delay, to delete his or her personal data for the processing of which HRP has no longer legal grounds or which HRP no longer needs for the purpose HRP collected the data or processed the data in any other manner; withdraw his or her consent at any time if the processing of personal data is based on consent; require HRP to restrict personal data processing if: the data subject has disputed the correctness of personal data; personal data processing is illegal but the data subject does not apply for deletion of personal data; HRP no longer needs the personal data for the purpose of processing but the data subject needs it for the preparation, submission or protection of legal claims; the data subject has filed an objection concerning the processing of personal data
• receive his or her personal data which he or she has submitted to HRP and forward the data to another data controller; submit claims on the processing of his or her personal data if the basis for data processing is a legitimate interest or if the processing is necessary for the performance of public functions or due to public interest
• receive a confirmation on whether HRP processes his or her personal data and inspect the personal data collected thereon;
• demand the amendment of incorrect personal data collected thereon or the supplementing of incomplete personal data;