If you are interested in a career with Chorley Building Society, we would be delighted to hear from you.
This section lets you know whether we have any current vacancies and invites you to register your interest for future opportunities.
Our recruitment is handled by our HR Manager which means that if you register your interest with us, your application will be considered for any relevant vacancy throughout the Society.
To apply for any role in Chorley Building Society, please complete our application form:
Applications can be emailed to firstname.lastname@example.org
Due to the nature of the roles within the Society, your agreement to credit history and criminal record checks will be requested in the event of you being conditionally offered any position. For details of how we will use your personal data, please see our candidate privacy notice below. Chorley Building Society is an Equal Opportunities Employer.
There are currently no vacancies.
Chorley and District Building Society is a “data controller”. This means that we are responsible for deciding how we hold and use personal information about you. This privacy notice is necessary because you are applying for work with us, whether as an employee, worker or contractor. It makes you aware of how and why your personal data will be used, namely for the purposes of the recruitment exercise, and how long it will usually be retained for. It provides you with certain information that must be provided under the General Data Protection Regulation (GDPR).
In connection with your application for work with us, we will collect, store, and use the following categories of personal information about you:
We may also collect, store and use the following “special categories” of more sensitive personal information:
We collect personal information about candidates from the following sources:
We will use the personal information we collect about you to:
It is in our legitimate interests to decide whether to appoint you to the role since it would be beneficial to our business to appoint someone.
We also need to process your personal information to decide whether to enter into a contract of employment with you.
Having received your CV and/or application form, we will then process that information to decide whether you meet the basic requirements to be shortlisted for the role. If you do, we will decide whether your application is strong enough to invite you for an interview. If we decide to call you for an interview, we will use the information you provide to us at the interview to decide whether to offer you the role. If we decide to conditionally offer you the role, we will then take up references and carry out a criminal record and credit check before confirming your appointment.
If you fail to provide information when requested, which is necessary for us to consider your application (such as evidence of qualifications or work history), we will not be able to process your application successfully. For example, if we require a credit check or references for this role and you fail to provide us with relevant details, we will not be able to take your application further.
We will use information about your disability status to consider whether we need to provide appropriate adjustments during the recruitment process, for example whether adjustments need to be made during interview, presentation or testing.
We will collect information about your criminal convictions history at the point we conditionally offer you the role. The role of requires a high degree of trust and integrity and therefore we carry out the criminal records check in order to satisfy ourselves that there is nothing in your criminal convictions history which makes you unsuitable for the role. Your explicit consent will be sought at the time this information is needed. We also have in place an appropriate policy and safeguards which we are required by law to maintain when processing such data.
We do not share any of the personal information collected as part of the recruitment process with other third parties.
We have put in place appropriate security measures to prevent your personal information from being accidentally lost, used or accessed in an unauthorised way, altered or disclosed. In addition, we limit access to your personal information to those employees, agents, contractors and other third parties who have a legitimate reason to access it. They will only process your personal information on our instructions and they are subject to a duty of confidentiality.
We have put in place procedures to deal with any suspected data security breach and will notify you and any applicable regulator of a suspected breach where we are legally required to do so.
If you are unsuccessful in gaining employment with us, we will retain your personal information for a period of 6 months after we have communicated to you our decision. We retain your personal information for that period so that we can show, in the event of a legal claim, that we have not discriminated against candidates on prohibited grounds and that we have conducted the recruitment exercise in a fair and transparent way. After this period, we will securely destroy your personal information in accordance with our data retention policy.
If we wish to retain your personal information on file beyond 6 months after interview date, on the basis that a further opportunity may arise in future and we may wish to consider you for that, we will contact to you separately, seeking your explicit consent to retain your personal information for a further fixed period on that basis.
Under certain circumstances, by law you have the right to:
If you have any questions about this privacy notice, how we handle your personal information, or if you wish to exercise any of the above rights please contact the Society’s Data Protection Officer in writing to Chorley and District Building Society, Key House, Foxhole Road, Chorley, Lancashire PR7 1NZ or by email to DPO@chorleybs.co.uk
You have the right to make a complaint at any time to the Information Commissioner’s Office (ICO), the UK supervisory authority for data protection issues.