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Data Privacy

Job Applicants We process information from and about candidates in connection with employment or engagement opportunities at FIS. Information will be collected and used for the following purposes:

  • Assess a candidate’s skills, qualifications, and suitability for the role.
  • Carry out background and reference checks, where applicable.
  • Communicate with candidates about the recruitment process.
  • Keep records related to our hiring processes.
  • Comply with legal or regulatory requirements.
  • Stay connected with candidates who join the FIS Talent Network.

The information that is processed and how it is used The information we collect, the manner in which it is used, and the timing in which it is gathered varies depending on the country in which the FIS entity to which the candidate applies is located.

As general matter, the data we collect regarding all job applicants includes the information provided on resumes, CVs and/or application forms, including name, contact details, employment history and qualifications.

We use a candidate’s personal data to assess their skills, experience and suitability for roles offered by FIS. This information is passed to the relevant hiring managers and persons involved in the recruitment process to decide whether to invite the candidate for an interview.

FIS will process further information if the candidate is invited to the interview (or equivalent) stage and onward. Such information may include interview notes, assessment results, feedback and offer details. This information will be used to decide whether to offer a role and, depending on the country, may also be used for the purpose of drawing up and concluding a contract.

If FIS decides to make an offer, further information will be processed as part of the pre-employment background screening before the appointment is confirmed to confirm that a candidate meets internal and legal requirements relevant to the position and to confirm the information provided by the candidate. Such information may include education history, work history and references. We will also need to confirm and/or establish a candidate’s right to work in the country in question.

For successful candidates, we process personal data necessary for onboarding the candidate which may include processing information required to enroll the successful candidate in company benefits and to provide access to FIS systems. Such information may include applicable personal identity number (tax, citizenship, social security or possibly other types of individual numbers applicable due to that candidate’s country and role); data of any relevant related persons (name of spouse/partner, children, etc.); signature; bank account details; emergency contacts; insurance data; driving license number and training records.

Further information on the information processed on members of our workforce can be found here.

If a candidate fails to provide information when requested, which is necessary for FIS to consider their application (such as evidence of qualifications or work history), we may not be able to take the application any further.

In connection with our recruitment activities including applications and onboarding, we may also process special category data or sensitive personal data from candidates where we have a legal obligation to do so, or with the individual's explicit consent, where collecting such information is permitted by law. For example;

Where allowed under applicable law, we may collect information about an individual’s disabilities to determine if requested or required adjustments during the recruitment process can reasonably be accommodated. Once onboarded, an individual’s provision of information regarding disabilities will also be used to provide a suitable working environment. We may also conduct criminal background checks for certain candidates to assess their eligibility or suitability to work at FIS or for FIS clients. In certain countries, we will also ask candidates to provide diversity information (for example about their race and/or ethnicity) for diversity monitoring and reporting purposes, although the provision of this information will in most countries be entirely voluntary. However, where a candidate does not voluntarily provide such information, we could be required by law in some countries to make our own assessment of such criteria. FIS Talent Network Candidates have the opportunity to join the FIS Talent Network. Joining the Talent Network enhances a candidate’s job search and application process. By joining the Talent Network, candidates will receive job alerts with new job opportunities that match their interest, relevant recruitment marketing communications and have the possibility to share opportunities with family and friends. The data required to join the Talent Network are first name, last name, email address, phone number and areas of interest. Candidates can chose to also provide their current employer and current title.

How personal information is collected Depending on the country in which the FIS entity to which the candidate applies is located, FIS collects personal data about candidates from the following sources:

Directly from the candidate – for example, information that provided by the candidate when applying for a position directly through the FIS careers website(s) or when joining the FIS Talent Network; From recruitment agencies – for example, when a recruitment agency contacts us to suggest an individual as a potential candidate; Through publicly available sources online – for example, where a candidate has a professional profile posted online (e.g., on their current employer's website or on a professional networking site, such as LinkedIn); By reference – for example, through a reference from a former employee or employer, or from a referee identified by the candidate; Results of assessments or background screening checks, either conducted directly or via a reputable background check provider. Depending on the relevant country, such checks may include criminal record check, drug tests, credit check, employment history, education and/or qualification checks, identity and right to work checks and checks against international sanctions registers. Recipients Candidate personal data may be disclosed to the following recipients or categories of recipients for a legitimate business need and/or process: FIS People Office, Legal, Corporate Compliance, Risk, M&A Team, Security, Supply Chain Management and Real Estate, Internal Audit, Finance and Accounting, Information Systems, members of the Board of Directors, management personnel, FIS Clients, and FIS-selected service providers. FIS may also make candidate personal data available to other third parties as authorized, such as law enforcement, tax authorities, other public bodies, potential and actual acquirers of FIS companies or businesses if a change of ownership or business transfer is anticipated or occurs. For more information about the categories of entities to which we have disclosed this information, and the purposes for which we have disclosed the information, please see “With whom we share your personal data”.

Automated processing FIS recruitment processes do not result in decisions based solely on automated processing, although part of the application processes are automated. For example, FIS will ask questions about work authorization, compensation or travel requirements so that our recruiters can easily filter applicants for review (or not) based on their responses. In some countries, where this is legally allowed, FIS may decline applicants based on work authorization requirements. Candidates that apply for a role in one of FIS’ call centers may be subject to an additional text screening capability that may automatically invite candidates to the interview process based on satisfactory responses to the text questionnaire. Candidates not meeting the requirements will be manually declined by an FIS recruiter.

Exercising your rights Click here for an overview of your rights as a data subject under applicable privacy and data protection laws and how to exercise these rights.

Data retention If you apply for a role at FIS, we will retain your personal data only for as long as necessary after we have communicated to you our decision about whether to appoint you to. We retain your personal data 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 data.

If you join our Talent Network, we will retain your personal data (even if you had an unsuccessful application) so that we can send you job alerts with new job opportunities and relevant recruitment communications until you request us to delete your personal data.

Legal grounds for processing personal data of our job applicants are: Explicit consent of the candidate – for example, a candidate’s information may be retained by FIS for the purpose of potential future recruitment opportunities withinFIS, with the candidate’s consent.

Article 6.1.a GDPR

Article 13.(1) PIPL

Our legitimate interest in attracting, identifying and sourcing talent

Article 6.1.f GDPR

Our legitimate interest to process and manage applications for roles at FIS, including the screening and selecting of candidates

Article 6.1.f GDPR

Our legitimate interest to identify the most suitable candidate for the opened job position

Article 6.1.f GDPR

Our legitimate interest to hire and onboard candidates by making an offer to successful candidates and carrying out pre-employment screening checks

Article 6.1.f GDPR

Our legitimate interest to manage our career websites (including conducting statistical analyses)

Article 6.1.f GDPR

Compliance with a legal or regulatory obligation (when carrying out background checks to confirm a candidate is eligible to work in the relevant country)

Article 6.1.c GDPR

Article 10 GDPR

Article 13.(3) PIPL

In order to take steps prior to entering into a contract with the candidate

Article 13.(2) PIPL

Data Privacy Policy