Cuilcagh Boardwalk, Co Fermanagh

Tourism Ireland's External Recruitment Policy

Tourism Ireland recognises that effective recruitment and selection management is fundamental to its success and is committed to ensuring that its recruitment and selection processes are conducted in a manner that is straightforward, transparent and fair and promotes equal opportunities. A strategic recruitment and selection process enables Tourism Ireland to attract and appoint employees with the necessary skills and attributes to fulfil its strategic aims and support organisation renewal. Our goal is to have a talented workforce that possesses the skills and competencies to support our business needs, to help Tourism Ireland secure and maintain a competitive position in the marketplace and, of equal importance, to be an employer of choice.

Tourism Ireland promotes and supports a flexible, mobile and adaptable workforce. This policy is designed to provide a flexible framework for the recruitment process, taking a proactive approach to equality, while adhering to statutory regulations and recognised best practices.

Equal Opportunities

Tourism Ireland is an equal opportunity employer. We strongly support diversity in the workforce. We are committed to an inclusive, barrier-free recruitment and selection process and work environment. If you are contacted for a job opportunity, please advise us of any accommodation needed to ensure you have access to a fair and equitable process. Any information received relating to accommodation will be addressed confidentially.

Filling of Vacancies – Procedures

  • A completed Tourism Ireland application form and CV setting out how the candidate meets the requirements of the post should be submitted to the Human Resources Department via Tourism Ireland’s ATS (applicant tracking system), by the date specified.
  • A period of one to three weeks is normally allowed in which to apply. No late applications are accepted and canvassing will disqualify an employee for applying for the position.
  • Shortlisted candidates are invited to attend for interview.
  • Following completion of the interview process, the Human Resources Department issues a contract of employment confirming the offer of appointment to the successful candidate and advises the other applicants of the outcome. Every effort is made to complete this process speedily. The successful candidate must, if accepting the post, promptly return a signed copy of the letter of the contract of employment to the Human Resources Department.
  • A mutually convenient date for taking up the new post is agreed between the Line Manager and the successful candidate.

External Open Recruitment

As a leader in the tourism environment, Tourism Ireland will continue to recruit and develop the most qualified and skilled people for our global workforce. External recruitment ensures that Tourism Ireland can attract the widest possible pool of candidates, minimise the duration that the post is vacant, whilst also facilitating applications from interested internal candidates who are eligible to apply.

All external advertisements will normally be placed on Tourism Ireland’s corporate website and additional external recruitment sources may include LinkedIn, trade websites and other social media platforms with the most suitable and cost-effective avenue being agreed with the recruiting manager and Human Resources.

Pre-Employment Checks

A number of pre-employment checks may be carried out in advance of a job offer being made. These may include visa eligibility to work in the relevant jurisdiction or, where particular qualifications/memberships are a key requirement of the post, such stated qualifications/memberships may be confirmed with the relevant awarding body.

Employment References

Every appointment of permanent staff is subject to the receipt of satisfactory references. It is normal practice to request from a candidate for employment the names of two or three referees to whom Tourism Ireland may write or call in confidence. These would not normally include the present employer but would include at least one previous employer.

Data Protection and Equality Monitoring Statement

Data Protection During Recruitment

Tourism Ireland is committed to protecting the privacy and security of applicants' personal data. Personal information provided during the recruitment process will be processed in accordance with the European Union General Data Protection Regulation (EU) 2016/679 (EU GDPR), applicable national data protection legislation, the UK General Data Protection Regulation (UK GDPR) where relevant, and the Data Protection Act 2018.

Personal data will be collected and processed solely for legitimate recruitment, employment and legal compliance purposes.

Information Collected

As part of the recruitment process, Tourism Ireland will collect and process:

  • Personal identification and contact details.
  • Employment history, qualifications, skills and experience.
  • Information contained within application forms, CVs and supporting statements.
  • References and verification information.
  • Right to work documentation and identity verification records.
  • Criminal record information where legally required and appropriate for the role.
  • Equality monitoring information voluntarily provided by applicants.

Purpose and Legal Basis for Processing

Applicant information is processed for the purposes of:

  • Assessing suitability for employment.
  • Managing recruitment and selection processes.
  • Communicating with applicants.
  • Conducting pre-employment checks.
  • Complying with legal, regulatory and governance obligations.
  • Monitoring equality of opportunity within recruitment practices.

The lawful bases for processing personal data include:

  • Taking steps at the request of the applicant prior to entering into an employment contract.
  • Compliance with legal obligations.
  • Legitimate interests in recruiting and selecting suitable candidates.
  • Compliance with employment and equality legislation.
  • Where special category personal data is processed, Tourism Ireland will rely upon the additional conditions permitted under Article 9 of the EU GDPR. 

Equality Monitoring

Tourism Ireland is committed to promoting equality of opportunity and fair participation in employment. To support this commitment and comply with applicable equality legislation, applicants may be invited to provide equality monitoring information, including information relating to; Community background, Religious belief, Race or ethnic origin, Age, Sex or gender, Marital or civil partnership status, Disability, Dependants.

For recruitment activities undertaken in Northern Ireland, equality monitoring information is collected to support compliance with the Fair Employment and Treatment (Northern Ireland) Order 1998, Section 75 of the Northern Ireland Act 1998, and associated guidance issued by the Equality Commission for Northern Ireland (ECNI).

Use of Equality Monitoring Information

  • Equality monitoring information:
  • Is provided voluntarily unless required by law.
  • Is collected separately from recruitment applications wherever practicable.
  • Is not made available to recruiting managers or selection panels.
  • Is not used to make recruitment or appointment decisions.
  • Is used solely for statistical analysis, equality monitoring, statutory reporting, compliance activities, and the promotion of equality of opportunity.
  • Is reported in anonymised and aggregated form wherever possible.

Data Sharing

Personal information will only be disclosed where necessary and authorised, including to:

  • Human Resources personnel.
  • Recruiting managers and interview panel members.
  • External assessment or screening providers acting on behalf of Tourism Ireland.
  • Regulatory, governmental or law enforcement bodies where required by law.
  • Personal data will not be transferred outside the European Economic Area unless appropriate safeguards are in place in accordance with Chapter V of the EU GDPR.

Data Retention

Recruitment records relating to unsuccessful applicants will normally be retained for no longer than 12 months following completion of the recruitment process unless a longer period is required for legal, regulatory or legitimate business purposes.

For successful applicants, recruitment records, including application forms, interview records, pre-employment screening information, and other recruitment-related documentation, will be transferred to and retained as part of the employee personnel record. Such records will be retained for the duration of employment and for seven (7) years following the termination of employment, unless a longer retention period is required by law.

Where applicants or employees have provided equality monitoring information in connection with recruitment activities in Northern Ireland, this information may be retained for the duration of employment and for seven (7) years after employment ceases. The information will be retained solely for the purposes of complying with the Fair Employment and Treatment (Northern Ireland) Order 1998, Equality Commission for Northern Ireland monitoring and reporting requirements, equality audits and the promotion of equality of opportunity. Such information will be held securely, access will be restricted to authorised personnel, and it will not be used in recruitment, promotion, disciplinary, performance management or other employment decision-making processes. Where possible, reporting and analysis will be undertaken using anonymised or aggregated data.

In accordance with the Fair Employment and Treatment (Northern Ireland) Order 1998, Tourism Ireland may use equality monitoring information to prepare statutory monitoring returns, support periodic reviews of workforce composition and recruitment outcomes, demonstrate compliance with fair employment obligations, and respond to enquiries or audits from the Equality Commission for Northern Ireland.

At the end of the applicable retention period, personal data will be securely deleted, anonymised, or destroyed in accordance with Tourism Ireland's Data Retention Policy and applicable legal requirements.

Applicant Rights

  • Applicants have the right, subject to applicable legal limitations, to:
  • Access their personal data.
  • Request correction of inaccurate personal data.
  • Request erasure of personal data.
  • Request restriction of processing.
  • Object to processing.
  • Lodge a complaint with the relevant supervisory authority.

What we ask of applicants

  • Please make sure that any information you give us is as accurate and as complete as possible.
  • Don’t include personal information about another person (including your family members) unless you have told the individual concerned and they agree to it being supplied to us.  
  • Tell us as soon as possible if any of the personal information you have provided changes.

Information Security Statement

Unfortunately, the transmission of information via the internet is not completely secure. Although we will do our best to protect the data that you submit to us, we cannot guarantee the security of any data transmitted to us and any such transmission is at your own risk. Once we have received your information, we will use strict procedures and security features to try to prevent unauthorised access. To the extent permitted by law, we are not responsible for any delays, delivery failures, or any other loss or damage resulting from (i) the transfer of data over communications networks and facilities, including the internet, or (ii) any delay or delivery failure on the part of any other service provider not contracted by us, and you acknowledge that our service may be subject to limitations, delays and other problems inherent in the use of such communications facilities. You will appreciate that we cannot guarantee the absolute prevention of cyber-attacks such as hacking, spyware and viruses. Accordingly, you will not hold us liable for any unauthorized disclosure, loss or destruction of your data arising from such risks.

Identity and contact details of Controller and Data Protection Officer

Applicants may contact Tourism Ireland's Data Protection Officer for further information regarding the processing of their personal data and the exercise of their rights.

Tourism Ireland is the controller [and processor] of data for the purposes of the GDPR.

If you have any concerns as to how your data is processed, please email at the following address dpo@tourismireland.com