At Beacon Pointe Advisors, LLC we want to be open about how we hire. Like many businesses, we use software tools to help manage the large volume of applications we receive as part of the hiring process. Some of these tools assist in evaluating certain job applicants and, where applicable, employees being considered for promotion. We refer to these tools as “Automated Screening Tools.”
Our Automated Screening Tools assess applicants’ qualifications, experience, and behavioral indicators of job fit in order to identify the candidates most likely to succeed in the role and to make the hiring process more efficient, consistent, and objective. They analyze the content of submitted resumes and screen out applicants that don’t meet the particular requirements for that applicable position. The tools produce a simplified output (for example, a score, classification, or recommendation) that may be used to substantially assist human decision-making in the screening and evaluation process.
For roles and/or promotion processes where an Automated Screening Tool is used, it will be used in connection with the assessment or evaluation of candidates and/or employees for an employment decision (including screening candidates for employment or employees for promotion).
How Our Automated Screening Tools Process Applicant Information
Depending on the position, the Automated Screening Tool may evaluate job-related qualifications and characteristics such as:
• Education and credentials (e.g., degree level, field of study, licenses/certifications)
• Work experience (e.g., years of experience, relevant roles, industry experience)
• Skills and competencies (e.g., technical skills, role-specific skills, language proficiency)
• Job-related assessments (e.g., work-sample results, skills tests, job-related questionnaires)
• Role-related requirements (e.g., shift availability, location eligibility, work authorization status as applicable)
• Application completeness and consistency (e.g., whether required fields are completed; alignment between stated experience and role requirements)
The Automated Screening Tools we use are designed to focus on job-related criteria and is not intended to be used to evaluate protected characteristics (such as race, religion, or sex). Human review may also be part of the process.
Types of Data Collected and Used by the Automated Screening Tools
The Automated Screening Tools may collect or process the following categories of information, as applicable to the role and the stage of the process:
• Identifiers and contact information (e.g., name, email, phone)
• Application and resume/CV content (e.g., education, experience, skills, certifications)
• Job-related screening question responses (e.g., eligibility questions, role-related questionnaires)
• Job-related assessment results (e.g., skills tests, work samples)
• Interview-related information (if used for the role) (e.g., written interview responses; interview evaluation forms)
• Technical and usage data (e.g., device/browser information, logs necessary to administer the assessment platform and maintain security)
The Automated Screening Tools may process protected characteristics (e.g., race, ethnicity, age) and sensitive personal information if it is contained in the submitted documents. However, these categories are not intended to be used in connection with any hiring or promotion decisions.
Sources of Data
The AEDT may use data obtained from:
• You (information you provide in your application, resume/CV, questionnaires, and assessments)
• Our recruiting platforms and service providers that administer applications and assessments on our behalf
• References or background check providers, only where permitted and applicable to the role and process (and typically not as an input to automated screening unless explicitly stated for the role)
Data Retention
We retain applicant and employee evaluation information for the period necessary to support recruiting and employment decisions, operate our business, and comply with applicable legal obligations.
Requests for Alternative Selection Process or Accommodation
If you require a reasonable accommodation or wish to request an alternative selection process, contact info-humanresources@beaconpointe.com with your request and the position title. Where required by law, we will provide an alternative selection process or accommodation.
Questions
For questions about this notice or our use of automated screening technology, contact: info-humanresources@beaconpointe.com.
Beacon Pointe Advisors
24 Corporate Plaza Drive, Suite 150
Newport Beach, CA 92660
This notice supplements, and does not replace, any privacy notices or applicant privacy disclosures provided in connection with your application.