The job was a lecturing position in a third level college and I met all the criteria. The main reason I would like to get the info. is to improve my chances next time - thanks for all the replies!
It is very unlikely that the person who will deal with the FOI request will be the same person who deals with applications for future positions. Even it if were the same person, the principles of fairness, openness and transparency will apply to future positions, and the process for future positions will be open to the same FOI process. It would be a foolhardy HR person that allowed bias arising from previous FOI requests to creep into shortlisting processes.I'd do that rather than making an FOI request, especially if you want to be considered for future positions.
In the real world. any person showing bias would be open to review by an independent person, and to a formal complaints process. It's easy to wink-wink-nudge-nudge about possible problems, but perhaps you'd like to show some real evidence that such problems have occured and continue to occur?but in the real world...
is naive at best.review by an independent person, and to a formal complaints process
Your belief in a is naive at best.
You miss the point. It's not a matter of what dozen reasons you find. It is a matter of these reasons standing up to independent review when referenced against the published job requirements. If they stand up, then they are valid. If they don't, your bias is exposed.Put a candidate or CV in front of me and I'll find a dozen reasons he/she shouldn't get the job - whoever it is and whatever the position.
I've used FOI a number of times, though not for recruitment issues. I find that most of the rubbish spouted about flawed recruitment processes is down to candidates' denial.Have you gone through the FOI process as described below?
I find that most of the rubbish spouted about flawed recruitment processes is down to candidates' denial.
It might help move the discussion forward
Exactly, so why encourage the OP and give false hope.
I never suggested that you would breach professional confidences. If you want your slurs about bias in recruitment against people who would have submitted FOI requests in the past to carry any weight, you will need to be much more detailed, without breaching any confidences.I'm not going to put my career at risk to prove a point. I am not referring to hearsay - I am familiar with official/unofficial policies and attitudes toward FOI.
We seem to have lost sight of the original question. The OP was inquiring about how to get information on why their application was not successful. As several posters have pointed out, a simple phone call to the relevant HR department may well be all that is required to elicit useful information that can help the OP when applying for future jobs.What will complaining actually achieve in this case - will it get her the job? Complaining for the sake of it is not particularly constructive.
No, it's not redundant. Regardless of whether you or I have personal experience of the use of FOI in recruitment situations, the fact remains that the OP has a legal entitlement to such information under FOI. It may well not be necessary to invoke this right, but it exists, nonetheless.My comments on FOI relate to it in general, not to it's use in relation to recruitment specifically. You admit to not having used the process for recruitment, so this entire discussion is redundant.
I also don't appreciate being preached to about complaining - I do my fair share of complaining when it is warranted - I just don't view it as a "badge of honour" like you clearly do - if your userID, footer & website is anything to go by.
Complainer - I have read your website and think its very informative and if more of us compained every time we come up against poor customer service, the world might be a less stressful place to live in.