Job interviews and GDPR

[crikie]

My son (17) applied for two casual roles with zero hours contracts at two sports centres operated by the same local authority, advertised at the same time. The applications were processed by the same HR department, but the hiring managers are different. As this is is first job he was hoping to have two opportunities. He was offered interviews for both, but now one of the hiring managers has cancelled his interview, saying that the first interview will suffice for both jobs. We were a little surprised that the HR department shared the fact that he'd applied for two roles - might that be a GDPR breach?

The first interview went ok, but they said there were a lot of applicants for just 3 positions. The second sports centre has more positions, so would have been the better bet. If he isn't offered the first position, he would ideally like to learn from his first interview experience and compete for the second position with the other hiring manager. Would it be reasonable for him to request that the second interview goes ahead?

Of course it isn't a breach of the GDPR. Why on earth would you imagine that it is? The information provided by your son was there to be processed for the purposes of the local authority's recruitment purposes, and he will have been provided with details (in a privacy notice} that explain the parameters of that usage: it is perfectly proportionate and reasonable that the very same HR dept should communicate about the applicant with the hiring managers for both jobs.

There is no GDPR breach here.

The fact it is an LA makes absolutely no difference whatsoever.

The HR department is doing things by the book.

No matter how you word a complaint, it will look unreasonable.

It's not a GDPR breach , I spent last week interviewing and if I thought someone who applied , was suited to another upcoming role I flagged it after interview with hiring managers. If there is a relevant reason such as what you are talking about, CVs and covering letters can be shared internally.

Someone I thought might be suited to another role , was rude after getting rejected. They will now not be getting considered for the other role because why would we want to employ someone who causes trouble . So I would think about challenging it if he wants to work there in future. Take feedback well, ask for a call with the hiring manager for feedback if he doesn't either job. And re apply next time , would be my advice.

GDPR applies to the same standard across all organisations. There isn't some higher level a local authority has to meet

I had to listen to pre-recorded and live long GDPR spiels each time I spoke to someone different at DVLA yesterday (to change my direct debit details). Flipping madness.

We will indeed have to disagree because I’m right and you’re wrong.

Interviews will be done on a scoring system so it doesn't matter which panel interviews him. He benefits from only doing one interview and it's better value for those funding the interviews. No GDPR issue either here, details supplied for the purpose of recruitment and again your son has benefitted.

It may also be that quite a few candidates applied for both roles, and if everyone was interviewed twice it could easily add a full day or more onto the process for the staff involved- so really just wouldn't be a sensible use of their time.

No gdpr breach op.

I work for my LA in a job I didn't even apply for - I missed out on the original job as another candidate pipped me at the post due to having a smidge more experience in one area. The hiring manager actually recommended me to another team and I was offered this job without interviewing again.

Chances are that if your ds interviews well (but is beaten by another candidate) he will be recommended but if he flunks the first interview then he'd be wasting everyone's time by interviewing again.

Really regular recruitment practice in large companies, more so in LA due to costs.

He will be scored, and if he passes the board, it means he has reached the threshold for being appointed, and if another vacancy is available because he wasn’t the highest scorer for this one, he can be offered it without any further process. I work in an ALPB and we had the same system for years - if another vacancy came up for the same role, I could appoint from a previous round of recruitment for up to six months, with no need to advertise or interview anyone. So it’s a good, efficient use of public money (your council tax!) to do it this way, and gives him more than one bite at the cherry.

The local authority are the data controllers for both sites and oversee the recruitment for both sites so it's not a GDPR breach.

Thank you to everyone who has given helpful, constructive advice. I hadn't considered that the interview would be scored (though my experience of being on the other side of the interview table is that scoring is only objective if the same panel is scoring all candidates).

For the few who have given patronising, scathing advice, its not surprising you think its impossible to constructively approach an employer to query an interview arrangement, because you probably have always have approached your own "complaints" with similar lack of subtlety, and negative consequences. 😂

I think your son's best bet would be to email in, thank for the interview, and say he hopes he will be successful and to reiterate he would love to be considered for the a position at the other sports centre if he isn't appointed here.

Seriously if you want him labelled awkward and difficult absolutely go right ahead.
Honestly some people don't seem to have a clue how the real world works.

I reckon it comes under "legitimate interest". Had to renew my GDPR today, sigh.

Op, the rude replies with laughing emojis in response to everyone pointing out how mad your post is are just making you seem more mad and unreasonable, and totally unaware of hiring practices FYI

Agreed. And I have just rescanned the thread and op seems to be reading an entirely different set of responses from the ones I can see

For what it's worth this sort of happened to my daughter. She applied for a role working for a west end theatre. There were several roles advertised with different venues. The company who own the theatre own several different venues in London and the rest of the UK.

Her application went to HR and was passed onto of the theatres and she was interviewed. During her interview she was told that they didn't think she would be suitable because of her availability. She was then contacted about a week later and offered a role with a different venue. No need for her to be interviewed again by the 2nd theatre.

Since then she found that there is a sort of centralised system whereby staff members can move between venues/cover for sickness etc.

Thanks @Comefromaway . My son didn't get the job at the first sports centre (the smaller one), so he emailed the second manager to let her know that, and to confirm he was still very much interested in the role at the second sports centre, and available for interview. She replied to invite him to the second stage of their interview process. Fingers crossed that will go well.