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AIBU?

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Original poster

to make a subject access request after unsuccessful job application

36 replies

justmyview · 21/02/2020 15:11

I applied for a role recently. As part of the application process, there was an information evening, at which they openly stated that they were primarily seeking to recruit people who were male and / or under 30. I was surprised they were so open about this, as it seemed discriminatory

Anyway, I didn't get it, and I think the most likely reason is that I am female and over 30. I know that my skills are a very good fit for this role.

I requested feedback, but didn't get any. I'm thinking of making a subject access request under data protection law, to try to find out why my application was unsuccessful. Any thoughts?

OP posts:
Infinityandbeyondthestars · 21/02/2020 16:02

they are not going to have written down why they didn't select you so there really isn't much point.

Wolfff · 21/02/2020 16:06

If they discriminating they are unlikely to have been stupid enough to write it down. You are unlikely to get anything useful from a SAR.
You can ask for feedback about the interview maybe ask for a phone call from the panel chair?
Frankly I would forget it and move on.

Jess827 · 21/02/2020 16:08

Why would anyone bother to write down why they didn't choose someone

Actually it can happen. My manager, at a well known global company once got asked to supply the notes he'd written during an interview when an unsuccessful female applicant from an EU country said she'd felt it might have been racism that caused her to be unsuccessful.

She got the notes in the end, including the bits where my boss had written a "wtf? - irrelevant details, no clue how to handle client challenges" bit next to one of the questions. I knew he'd written it only because I was a junior on the panel of 3 and we'd discussed afterwards... He wasn't racist but how hurtful would reading that be?! Fortunately some of his verbal stuff hadn't been written down ("she's nice but clueless" type comments)

Sparklesocks · 21/02/2020 16:09

You can give it a go but as others have said I’m not sure how effective it would be.
Did they explicitly say they are looking to hire men under 30, or that they are maybe trying to get more men into certain roles?

For example at my company when we did the gender pay gap reporting it was found that woman were more heavily employed in entry level roles compared to men, so there was talk of trying to encourage more men for those roles to address the balance somewhat.

comingintomyown · 21/02/2020 16:10

I had amazing feedback when asked why I wasn’t given a job and in fact it gave me a huge boost in confidence and kept me going getting out of a job I hated

LisaSimpsonsbff · 21/02/2020 16:16

I applied for a role recently. As part of the application process, there was an information evening, at which they openly stated that they were primarily seeking to recruit people who were male and / or under 30. I was surprised they were so open about this, as it seemed discriminatory

Did you apply for a role, or did you apply for a scheme with multiple vacancies (a teacher training programme for primary school teachers, for instance)? It seems very odd to hold an information evening for a single role? If it's a scheme then it depends what they said, really - there's a big difference between 'we're particularly keen to hear from young men as that's an underrepresented group for us at the moment' and 'we won't appoint anyone who's female or over 30'.

mrsmuddlepies · 21/02/2020 16:24

It's called positive discrimination and it is designed to attract recruits who may be under represented in a particular work force. So male staff in infant schools and care homes, women may be sought in senior management roles. If all candidates are equal, then they may choose to select someone who is from an under represented group.

PooWillyBumBum · 21/02/2020 16:27

I work for a medium sized private organisation (circa 210 people) and we always write why we don’t select people. HR give us iPads and we score candidates in different areas, justify our scores and then hand in the notes. We have been aware that under GDPR our notes can be requested at any time.

I’m surprised so many organisations don’t record why they don’t choose people. If you have several candidates, especially if they’re interviewed by different people due to scheduling issues, it’s a good way to bring some rigour into the process.

WorraLiberty · 21/02/2020 17:05

As part of the application process, there was an information evening, at which they openly stated that they were primarily seeking to recruit people who were male and / or under 30.

But surely you must have asked them why that is?

Bringringbring · 21/02/2020 17:07

If this organisation big enough to have an information evening for a job vacancy then OP - they will have an HR and legal department and so, OP, I call BS. Either you misheard, you misunderstood or you’re feeling revengeful at not getting the job.

daisychain01 · 21/02/2020 21:18

As part of the application process, there was an information evening, at which they openly stated that they were primarily seeking to recruit people who were male and / or under 30.

Come on, name and shame the company who'd openly admit this.

They can at least be awarded Clueless Employer of the Year if nothing else Grin

I agree @WorraLiberty the least you could have done is say "um sorry? run that by me again?"

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