HR Policy

Information about how Apifon protects your privacy and HR data.

Last Updated: August 25, 2020

HR Policy

The purpose of this policy is to define and describe the way Apifon recruits new employees and fills open positions, respecting candidates’ privacy and choices.

To ensure that all who are interested in joining our team have equal opportunities and the abilities to start this journey, we have ensured that the selection process is flexible and comprehensible.

Gathering and Evaluating the CVs

The CVs are collected either from the database of our headhunting company or through applications sent by email or submitted via this website.

As there will be a significant flow of CVs, we tend to evaluate them as soon as possible to identify the outstanding one. The appropriate CVs are archived as hard copy in a file titled with the job position.

When evaluating the CVs, we take into account the following:

  • • Qualification requirements, both in relation to the specific position and for future prospects
  • • Work experience (if required)
  • • Gaps between jobs, irrelevant jobs, reduced responsibilities
  • • Appearance of the CV (presentation, mistakes, attention to detail) in relation to the position and the image the CV gives as a professional document

Communication with the Candidates

After shortlisting CVs for interview, the HR is responsible for scheduling and coordinating the interviews. In this context, HR communicates with the candidates

  • • by telephone, to organize a convenient meeting time.
  • • and consequently, by email to provide in written all useful information regarding the interview.

First Interview

In general, the aim of the first interview is to determine the suitability of the candidate based on the following:

  • • Capability: Reasons the candidate is interested in the position and how it coincides with his/her thoughts and plans for his/her professional career.
  • • Culture: Suitability of the candidate with the company culture and selected department, and ability to work effectively in particular job-related conditions.

Second Interview

The candidates who have successfully passed from the first phase of interviews, are invited to a second, more thorough, interview round. At this stage, the candidates are interviewed by the Supervisor of the associated department, HR, and if necessary, the Company Director.

As the second interview focuses on specialized topics, the role of HR is to facilitate the discussion, often by helping the candidate more effectively present some of their characteristics or competencies exhibited in the first interview and, on the other hand, support colleagues through the process in order to learn about important aspects of the particular position, which will help in the search for other corresponding positions.

Upon completion of all interviews, a candidate is selected. In the case that none of the selected candidates are suitable for the job, HR should restart the process to find new candidates.

Informing the Selected Candidate

After the selection of final candidate, a verbal offer is made to the candidate by the HR department. Initially, in the verbal offer, salary, date of joining, working hours and other related aspects are discussed with the candidate. After the settlement of verbal offer, the written offer is prepared by HR department. Along with the written offer the candidate receives the employee record file which should be completed and handed in on his/her first day at work or earlier, if requested.

In the case that the candidate was recommended by a headhunting company, they undertake to inform the candidate of his/her selection and then Apifon’s HR can contact the candidate according to the process described above.

Informing the Unsuccessful Candidates

Unsuccessful interview candidates receive telephone or written notification of the outcome of the selection process.

Retention of Personal Data

Candidate’s personal data are stored for a period of 6 months upon receipt of his/her application. During this time, Apifon may come back to him/her regarding his/her application and/or other employment positions. Where personal data is no longer necessary or relevant for our identified purposes or where the candidate has indicated that he/she is no longer interested in staying in contact with us, we proceed with the immediate and secure disposal of his/her personal data.

Candidate Rights

You are entitled, in accordance with the GDPR, to request access to, rectification of, or erasure of your Data. Therefore, if at any point you believe that the information, we possess about you is incorrect, you can request to have it corrected or even deleted, under the provisions of the GDPR.

What is more, in certain cases you have the right to request the restriction of the processing of your Data as well as to object to it being processed.

We shall respond to your requests without delay, at the latest within one month upon receiving your request. However, depending on how complicated a request is as well as on the amount of requests to be answered by Apifon at a given time period, our response time may be up to three months. In that case you will be notified respectively.

For further information as well as in case you wish to raise a complaint regarding the processing of your Data, you can always contact our Data Protection Officer, who shall investigate the matter, at dpo@apifon.com.

Last but not least, you are entitled to file a complaint with the corresponding data protection supervisory authority in your country of residence.

All applications will be treated in the strictest confidence. Apifon is an equal opportunity employer.

Contact us

Should you have any questions regarding the HR Policy, feel free to contact us at:

27, Georgikis Scholis str. 57001, Thessaloniki, Greece
+30 2316 018 500