Privacy Policy | BMG Foreign Employment Agency Ethiopia

At BMG FOREIGN EMPLOYMENT AGENT PLC (“BMG”, “we”, “us”, or “our”), we recognize that business partnerships and overseas recruitment both require responsible handling of information.

This Privacy Policy explains how BMG handles information received through our website, business enquiries, partnership communications, and recruitment activities.

For the purposes of this Policy, “you” or “your” may refer to a website visitor, agency representative, corporate contact, candidate, or other individual whose information is processed in connection with our services.

Our approach distinguishes between two main areas:

Information collected through the website and business enquiry process.
Recruitment information processed when a business relationship progresses into an active workforce or candidate-sourcing arrangement.

1. Information Collected Through Our Website

When you contact BMG through our website, we may receive basic information necessary to understand and respond to your enquiry.

Depending on the form or communication channel used, this may include:

First and last name.
Company or agency name.
Business email address.
Telephone or messaging details.
Country.
Agency or license information where provided.
Type of enquiry.
Workforce volume or recruitment requirement.
Information included in your message.

Please avoid sending unnecessary sensitive personal information through a general website enquiry form.

2. Business and Partnership Information

If an initial enquiry develops into a potential business relationship, BMG may request additional information needed to assess and manage the proposed partnership.

This may include:

Legal or trading name of the organization.
Authorized representative details.
Recruitment licenses or approvals.
Destination markets.
Workforce categories and quantities.
Demand letters.
Job specifications.
Commercial correspondence.
Documentation supporting the requested recruitment activity.

This information is used to understand who we are dealing with, evaluate the request, prepare appropriate recruitment arrangements, and maintain professional business records.

3. When an Enquiry Becomes an Active Recruitment Relationship

Submitting a website enquiry does not automatically mean that BMG begins processing candidate information for your organization.

Candidate-level processing normally begins only when a recruitment requirement progresses into an active and authorized business arrangement.

At that stage, additional information may be processed under the applicable recruitment process, workforce order, partnership agreement, and regulatory requirements.

This distinction helps prevent general website enquiries from being treated as if they were confirmed recruitment instructions.

4. Candidate Information Used in Recruitment

When BMG sources or processes candidates for an authorized workforce requirement, information relevant to recruitment may need to be collected and managed.

Depending on the role and recruitment stage, this may include:

Name and contact details.
Photograph.
Identity information.
Passport or travel-document information.
Employment history.
Work experience.
Skills and occupational background.
Language abilities.
Education or training information.
Interview or assessment records.
Destination and proposed employment information.
Recruitment and deployment documentation.

BMG seeks to limit candidate data to information reasonably connected with legitimate recruitment, assessment, documentation, or deployment activities.

5. Information Requiring Additional Care

Certain recruitment processes may involve information that requires greater confidentiality or protection.

Depending on the applicable procedure, this may include:

Identity documents.
Medical examination or fitness information.
Official recruitment records.
Travel documentation.
Other information that may be treated as sensitive under applicable requirements.

Such information should only be accessed, used, or shared when reasonably necessary for the relevant recruitment or compliance process.

6. Why BMG Processes Information

We process information for specific business and recruitment purposes rather than collecting it without a defined reason.

Website and Business Purposes

Information may be used to:

Respond to enquiries.
Identify the organization contacting us.
Evaluate potential partnerships.
Understand workforce requirements.
Prepare quotations or business communications.
Manage partner relationships.
Maintain necessary business records.

Recruitment Purposes

Where an active recruitment arrangement exists, information may also be used to:

Source candidates.
Review eligibility and suitability.
Conduct interviews or assessments.
Prepare candidate profiles.
Coordinate medical or training requirements.
Process recruitment documentation.
Support visa and administrative procedures.
Coordinate travel and deployment.
Communicate with authorized receiving partners.

7. Candidate Profiles and Partner Review

BMG may provide candidate profiles or relevant recruitment information to an authorized partner when necessary to support a genuine workforce requirement.

The information shared should be limited to what is reasonably relevant to the selection or recruitment process.

Receiving a profile does not give a partner unrestricted ownership or control over the information contained in it.

Candidate data must not be:

Published without appropriate authorization.
Sold or commercially redistributed.
Used for unrelated advertising.
Shared with unauthorized recipients.
Retained or copied unnecessarily.
Used for a different recruitment purpose without an appropriate basis.

8. Who May Receive Information

BMG does not sell personal data or business contact information as a commercial database.

However, legitimate recruitment sometimes requires information to be provided to authorized organizations involved in the process.

Depending on the circumstances, these may include:

Partner recruitment agencies.
Authorized employer representatives.
Government or regulatory authorities.
Medical service providers.
Training or assessment providers.
Documentation and processing providers.
Travel or mobilization providers.
Other authorized parties necessary to complete recruitment procedures.

Information should be shared only to the extent reasonably required for the relevant purpose.

9. Recruitment Information Across Borders

BMG operates in overseas recruitment. This means certain information may need to move from Ethiopia to an authorized organization in another country.

Cross-border information may be necessary for purposes such as:

Candidate review and interviews.
Employment selection.
Contract preparation.
Visa or permit procedures.
Government processing.
Travel arrangements.
Deployment and receiving coordination.

BMG seeks to ensure that international sharing remains connected to a legitimate recruitment purpose and is handled in accordance with applicable data protection and recruitment requirements.

An overseas recipient is not automatically entitled to use the information for purposes beyond the recruitment activity for which it was supplied.

10. Government and Compliance Disclosures

Some information may need to be disclosed or processed as part of lawful recruitment, immigration, employment, or regulatory procedures.

BMG may provide relevant information where this is reasonably required by:

Applicable law.
A competent authority.
An authorized government process.
Recruitment or employment procedures.
Visa or immigration requirements.
Legitimate regulatory or record-keeping obligations.

Only information relevant to the applicable requirement should be disclosed.

11. Marketing Is Separate from an Enquiry

Submitting a contact or partnership form does not automatically mean that you are requesting unrelated promotional communication.

BMG may contact you to respond to your enquiry or communicate about an existing or proposed business relationship.

Where separate marketing communication requires consent or another appropriate basis, it should be handled independently from an ordinary service enquiry.

You may ask us to stop non-essential promotional communication where applicable.

12. Website Technology and Cookies

Our website may process limited technical information necessary for security, operation, performance, and understanding general website usage.

Depending on the technology currently enabled, this may include:

IP address.
Browser type.
Device information.
Pages visited.
General website interaction data.
Cookies or similar technologies.

BMG does not intend to use cookies as a means of creating an unrestricted personal profile of website visitors.

Where browser controls allow it, users may manage or disable cookies. Some website functions may operate differently when cookies are disabled.

13. Protecting Information

BMG takes reasonable organizational and technical measures intended to protect information under its control.

These measures are designed to reduce risks including:

Unauthorized access.
Accidental disclosure.
Loss of records.
Improper alteration.
Misuse of information.
Unauthorized distribution of candidate documents.

Access should be limited to people or organizations with a legitimate business, recruitment, administrative, or compliance reason to use the information.

No internet transmission, electronic storage method, or online communication channel can be guaranteed to be entirely risk-free.

14. How Long Information Is Kept

BMG does not intend to retain information indefinitely simply because it was once submitted.

The appropriate retention period may depend on:

The reason the information was collected.
Whether an enquiry remains active.
Whether a business partnership exists.
Whether recruitment is still in progress.
Contractual requirements.
Accounting or business record needs.
Regulatory or legal obligations.
The need to resolve an outstanding matter.

Different records may therefore have different retention periods.

When continued retention is no longer reasonably necessary, information may be deleted, securely disposed of, anonymized, or appropriately archived.

15. Partner Responsibility After Receiving Data

An authorized partner that receives candidate information also has responsibilities regarding how that information is handled.

Partners are expected to:

Keep recruitment records confidential.
Provide access only to authorized personnel.
Use data for the agreed recruitment purpose.
Protect identity and recruitment documents.
Avoid unnecessary duplication.
Prevent unauthorized disclosure or publication.
Follow applicable privacy requirements in their jurisdiction.

Where there is a serious concern that candidate information is being misused, BMG may restrict or discontinue further sharing.

16. Your Choices and Data Requests

Individuals may contact BMG regarding personal information associated with them.

Subject to applicable requirements and any lawful reason for continued retention, a request may concern:

Whether BMG holds or processes personal information about you.
Access to relevant personal data.
Correction of inaccurate information.
Updating incomplete information.
Deletion where applicable.
Concerns about how information has been handled.
Withdrawal of consent where processing depends on consent.

BMG may need to confirm the identity of the requester before releasing, modifying, or deleting personal information.

Some records may need to remain on file where continued retention is required for a legitimate legal, contractual, regulatory, or record-keeping purpose.

17. Information Received About Another Person

Partner agencies and authorized representatives should only provide personal information about another individual when they have an appropriate basis for doing so.

BMG expects organizations providing candidate or representative information to ensure that the information:

Relates to a legitimate recruitment or business purpose.
Is reasonably accurate.
Has not been obtained through deceptive or unauthorized means.
Can lawfully be used for the intended purpose.

If BMG becomes aware that information was improperly supplied, we may restrict its use or request clarification before processing continues.

18. External Websites and Platforms

Our website may contain links to third-party websites, social platforms, government services, or other external resources.

Once you leave the BMG website, the handling of information by an independent service is governed by that service's own privacy practices.

BMG does not control the privacy policies, technology, security, or content of independent external websites.

Users should review the relevant privacy information before submitting personal data directly to another service.

19. Changes to This Privacy Policy

BMG may revise this Privacy Policy when our website, recruitment processes, technology, regulatory obligations, or data-handling practices change.

Updates may reflect:

Changes to website functionality.
New recruitment processes.
Changes in applicable privacy requirements.
Adjustments to partner operations.
Changes in how information is collected or used.

The current version published on this page will describe BMG's general privacy practices at that time.

Existing legal or contractual obligations continue to apply where relevant.

20. Contact BMG About Privacy

If you have a privacy question, wish to correct information, or want to make a request concerning personal data associated with you, please contact BMG through our official channel:

BMG FOREIGN EMPLOYMENT AGENT PLC

Email: info@bmg-agency.com
Location: Addis Ababa, Ethiopia

Please provide enough information for us to understand and locate the relevant record.

For your own protection, avoid sending unnecessary medical, identity, passport, or other sensitive documents through ordinary email unless specifically required through an appropriate recruitment channel.