We recognize your privacy as the utmost important responsibility and deeply consider it at every step. The privacy policy describes where we will use and share your information. Beyond the requirements in the mentioned parts, we won’t pass any information. This Privacy Policy applies to activities by HRTion and its affiliates and subsidiaries (collectively “HRTion,” “we” or “us”).
What Information do we Collect?
We collect information directly from the users, from the HRTion platform, and the third parties.
- Account Information: When you create an account on HRTion, we collect your information, such as your name, contact information, the topics you are interested in, and where did you came to know about our services, etc. Your information, like profile photo and name, will be visible to other users on our platform. The direct user-provided information that is actively given by users is during activities such as:
- Signing up for an account
- Registering for an event
- Asking for customer support
- Buying something
NOTE: Credit card numbers are not stored (except with user permission within secured payment gateways)
- Automatically Collected Information: We use cookies, log files, and other tracking technologies that automatically collect information about your activities, such as your page views, date, and time of your visit, searches, and other similar information about your use of HRTion. We also collect and may store information that your computer or mobile device provides to us in connection with such as your browser type and language, type of computer or mobile device, IP address, unique device identifier, location, and requested and referring URLs. We also store information when you view content on or otherwise interact with this platform, even if you have not created an account. The purpose of Automatic Logging information is to improve the website and services and drive new product development.
- Service Providers and Networks: When you connect your HRTion account to another online service provider, like a social networking service, you will be authorizing us to exchange login information and other user data from the Integrated Service Provider. You can sign in or sign up to the HRTion platform through a linked network account like Facebook or Google. Information may be received indirectly from referral programs or reselling partners, authentication service providers like LinkedIn or Google (for sign-ins), and social media engagement (likes, comments, retweets, mentions, follows). If you select to sign up through a linked Network, you will be asked to enable the sharing of your contacts with HRTion Network. If you agree to this sharing, we may send notices informing your contacts that you have joined the HRTion platform so that you and your contacts can find and follow each other over the HRTion Platform. The specific information we collect may vary by Integrated Service Provider. However, the permissions page for each will outline the relevant details. You should consult the respective privacy policies of the linked networks for information about their practices.
- Communication Data: We maintain the data of the communication (through email, phone, or other means) between the users and our team.
How do we use your Information?
We share information as mentioned below, and where users have otherwise consented to share:
- Service Providers: We may share your information with third-party service providers who use this information to deliver certain services to us, such as payment processors, auditors, consultants, and customer service.
- Affiliates: Your information may be accessed by or shared with our subsidiaries and affiliates, whose use and disclosure of your personal information is subject to this Privacy Policy.
- Legally Required: We may disclose your information if we are required to do so by any law or regulation in force.
- Protection of Rights: We may disclose information that we deem necessary to address asserted claims, comply with legal requirements such as subpoenas or warrants, enforce our terms and agreements, prevent fraud, conduct risk assessments and investigations, and safeguard the rights, property, or safety of HRTion, its users, or the public.
- Business Transfers: We may disclose or share information, including personal data, in connection with a merger, acquisition, sale of company assets, restructuring, or similar event.
- Ad Metrics: We may provide users of our Ad Services with aggregate statistics, metrics, and various reports concerning the performance of their ads or content within the HRTion Platform. This data can include details such as conversion rates, number of unique user views, information about the audience reached, and relevant date and time information. Furthermore, personal information may be shared with sponsor partners if users express interest in clicking on an ad or completing a provided lead form.
- Your Content and Activity: Your Content, encompassing your name, profile picture, profile information, and specific associated activity data, is accessible to other users within the HRTion Platform and may be viewed publicly. This public viewing includes availability to visitors who are not registered and can occur when users share Your Content across external sites or services. Furthermore, Your Content may be indexed by search engines like Google.
How do we Protect Your Information?
The organization employs rigorous administrative, technical, and physical safeguards designed to prohibit the unauthorized access, usage, modification, disclosure, or destruction of entrusted data. Data security is treated with the utmost seriousness at HRTion. The company has achieved certification for relevant industry standards to validate its security posture.
A dedicated Data Protection Officer (DPO) has been designated in HRTion to manage the adherence to the established Privacy Policy concerning personal information management. The DPO is the primary contact for all privacy-related inquiries and concerns, whom you can read at
Email: dpo@HRTion.com
Mailing Address: Data Protection Officer, HRTion Corporation BV, 1000 Elm Street, Manchester.
However, as no website or Internet transmission is entirely secure, we encourage you to take proactive measures to safeguard your personal data. These steps include selecting a robust and private password, logging out of your user account when the work is done, and exiting your web browser upon completing your session on the HRTion Platform.
Information Concerning the Children
We do not knowingly solicit or collect personal information from individuals under 16 years of age for our own internal business purposes. Our products and services are explicitly not intended for use by individuals under the age of 16. For minors, we have the following procedure to adhere to:
- User Responsibility for Third-Party Data: Organizations utilizing HRTion products to collect information from users, including children, must acknowledge their sole responsibility for ensuring full compliance with all relevant data protection laws and regulations.
- Inadvertent Data Submission and Deletion: Should an individual believe that a minor under the age of 16 has submitted personal information without authorization, they are encouraged to provide pertinent details to HR@HRTion.com. Upon verification, all necessary measures will be executed to remove that data from internal records.
- Proactive Data Remediation: If the company identifies that a child under 16 has shared personal information, it is committed to taking immediate remedial action to delete such data.
Amendments to Privacy Policy:
If our privacy policies and procedures are updated, the revised policy will be posted on this page. For any amendments to this Privacy Policy concerning the treatment of personal information, we will endeavor to provide reasonable notice, for instance, through a prominent notice within the HRTion Platform or via your provided email address. Where legally mandated, we will seek your consent or provide the opportunity to opt out of such modifications.
Contact us: Info@HRTion.com
Browse 527+ HR definitions from A to Z.
Abandonment Rate is the percentage of interactions that didn’t turn into successful deals.
Absenteeism Policy is a policy that regulates employees’ absence.
Ageism refers to the consideration of age in decision-making processes, such as hiring, promotions, and task assignments.
Back Pay is wages owed for the past work period and is paid retroactively.
A Bargaining Representative is the person or union authorized to negotiate employment terms collectively.
Base Pay is fixed monetary compensation excluding bonuses, overtime, or benefits.
Candidate Call Back Rate is the percentage of applicants invited for an interview after submitting their initial application.
Candidate Centric Recruiting is a hiring strategy prioritizing the candidate’s needs, preferences, and experience throughout the recruitment cycle.
Candidate Engagement is the process of maintaining active and meaningful communication with potential candidates to build long-term relationships.
Data-Driven Recruitment refers to hiring decisions based on analytics and metrics rather than intuition.
Database Management means organizing and maintaining employee records in centralized digital systems.
Decentralization refers to the arrangement where decision-making authority is distributed to lower organizational levels.
E-Recruitment is hiring through online platforms and digital sourcing methods.
Earned Leave is paid time off accumulated based on months or years served.
Earnings are the total compensation, including salary, bonuses, overtime, and incentives.
Factor Comparison is a job evaluation method to compare roles across key compensation factors systematically.
The Fair Labor Standards Act is a U.S. law that sets minimum wage, overtime, and child labor standards.
The Federal Insurance Contribution Act is the U.S. law mandating Social Security and Medicare payroll taxes.
A Gag Clause is a contract provision prohibiting the disclosure of salary or workplace information.
Gamification means applying game elements like points, badges to engage employees in training.
A General Agent is an HR representative with broad authority to bind the company on employment matters.
Halo Effect is the cognitive bias where one positive trait influences the overall positive perception.
Hard Skills are the specific, teachable technical abilities like coding or accounting proficiency.
The Harvard Model is a framework linking HR policies to business strategy through stakeholder interests.
Imputed Income refers to the monetary value of non-cash compensation that employees receive from their employers.
In-basket Technique means a simulation-based technique employed in HR to examine and evaluate the decision-making of the candidate.
In-house Training is the process of educating and upskilling the employees within the organization.
Job Board is an online platform where employers post vacancies, and candidates search for new career opportunities.
A Job Description is a formal document outlining the duties, responsibilities, required skills, and qualifications for a specific role.
Job Dissatisfaction is a worker’s sense of discontent or unhappiness emerging from their tasks, environment, or compensation.
A Key Employee is an individual whose specialized skills, experience, or leadership are vital to a company’s operational success.
Knowledge Management is the systematic process of capturing, organizing, storing, and sharing an organization’s collective information and expertise.
Knowledge Transfer is the practical exchange of information, skills, and institutional experience between different people or departments.
Lateral Hiring is recruiting experienced professionals from other companies to fill similar roles at the same level.
A Lateral Move is the shifting of an employee to a different role with similar pay, responsibility, and organizational level.
Layoff means temporary or permanent termination of employment due to business reasons rather than employee performance.
Marriage Leave means paid time off granted to employees for celebrating their wedding or managing related personal preparations.
Maternity Leave is a legally mandated paid time off for female employees before and after childbirth for recovery.
Mean Wage is the average salary calculated by dividing total group wages by the total number of employees.
Negligent Hiring is when an employee is hired who is not suitable to safely fulfill their role.
Net Pay means the total earnings of an employee received after all deductions are made from his gross pay.
New Hire Turnover is a metric to calculate the number of employees who leave the job within a given period.
Observation Interview refers to a recruitment technique to hire a candidate based on his/her performance in their role.
An Offer Letter is a formal document provided to the candidate to confirm their selection for the job.
The Offer Letter Acceptance Rate is a metric to measure the number of candidates who accepted the firm’s job offer.
Paid Days are the days for which the employee is being paid by the employer.
Paid Time Off means the leaves that the employee can claim while receiving their entitled salary.
Parental Leave is the authorized leave provided to employees after child birth.
Qualifying Life Event means a significant life-changing event, like marriage or childbirth, that allows employees to modify their insurance benefits.
Quiet Hiring refers to acquiring new skills or talent through internal procedures and contractors without adding full-time staff members.
Quality of Work Life (QWL) is the overall favorability of a job environment, focusing on employee well-being, satisfaction, and health.
Range Spread is the difference between the minimum and maximum salary in the pay grade.
Rate of Pay is the compensation amount per hour, day, or month worked.
Recruiting Metrics refers to key performance indicators measuring hiring process effectiveness, efficiency.
Scheduled Time-off is a pre-approved leave planned through the formal request process.
Sensitivity Training is a workshop that develops awareness of personal, cultural biases in interactions.
Skills Gap is the difference between current employee abilities and future job requirements.
The Taxable Wage Base is the maximum earnings subject to specific payroll tax rates annually.
Turnover refers to the rate at which employees leave and are replaced within the organization.
A Temporary Employee is a worker hired for a limited duration, specific project, or season.
Unexpected Time Off means unplanned absences require immediate workplace adjustments for a smooth workflow.
Unfair Labor Practice means employer or union actions that violate collective bargaining and worker rights laws.
Utilization Analysis refers to a review of measuring workforce diversity against qualified labor market availability.
Vacancy Rate refers to the measure of vacant posts over a period of time.
Variable Pay is the amount received by the employee, considering his performance and goals met.
Vestibule Training is a type of training where the candidate learns the skills in an assimilated environment to gain the experience of actual work conditions.
Wage Drift means the difference between the negotiated salary and the actual salary credited to the employee.
Whiteboard Interview is an interview technique where the candidate is made to solve a problem on a whiteboard.
Work From Anywhere is a system where the employee is allowed to work from any place of their choice.
Yellow-dog Contract refers to the agreement through which the employee refuses to join a union.
The Yield Ratio is the measure depicting the number of suitable candidates qualified for the next interview round.
Year-end Processing means completing the accounting process at the end of the year.
Zero-based Budgeting is a budgeting system in which the expenses and respective targets are set afresh at the beginning of every budgetary term.
Zoom Fatigue is physical, mental, and social exhaustion owing to the consistent video conferencing meetings.
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