Job Centre checking on interview?

red_devil

Companies dont have to divulge anything. They dont even know who they are talking to on the phone.

[Deleted User]

Feedback .. whats that! LOL (nice if you can get it!) though there is good reason why feedback is not given... I've only had it 3 times and once the employer stopped recording of the call before doing such.. the other time I was then escorted out and the third well that was an somewhat upset recruiting agent


Jobcentre checking was something that happened years and years ago - I imagine their far to busy now surely??


Does sound like their perhaps, trying to put the fear up someone or it was a mock jobcentre interview in the first place, I'd play along with it "go right ahead"... I particularly remember the jobcentre saying we can't get involved last year when a company said there was a job, then there wasn't and as most of the posts I've made on here have gone on to cite 'what do you expect them to do' ring well

DJman

Organisations that hold their personal data have an obligation towards job applicants/interviewees under The Data Protection Act 1998. Being unemployed does not remove an individual's rights under it.

Jobcentre Plus can ask an employer for feedback from a claimant's application/interview, but if it provided the information it would be in breach of the Act. Permission from the claimant could be granted but it would necessarily need to be in writing.

mart3ndo

AP007 wrote: »

The JC don't send people to interviews and the JC don't advertise jobs

My jobcentre sent me to a job interview once. Mind you this was three years ago but, and it was a kind of local initiative thing.

I didn't get the job, but I got into the final three

krok

DJman wrote: »

Organisations that hold their personal data have an obligation towards job applicants/interviewees under The Data Protection Act 1998. Being unemployed does not remove an individual's rights under it.

Jobcentre Plus can ask an employer for feedback from a claimant's application/interview, but if it provided the information it would be in breach of the Act. Permission from the claimant could be granted but it would necessarily need to be in writing.

Exactly correct.

Employers have to have been given permission by the applicant to divulge information about them to anyone.

General_Grant

krok wrote: »

Exactly correct.

Employers have to have been given permission by the applicant to divulge information about them to anyone.

I'm not so sure as you are about that.

For example, if an employer is asked to provide a reference about a former employee, they don't have to see written permission from the employee for every instance, do they?

krok

General_Grant wrote: »

I'm not so sure as you are about that.

For example, if an employer is asked to provide a reference about a former employee, they don't have to see written permission from the employee for every instance, do they?

You give the employer permission to contact your x employers in your application.

cazziebo

I'll always give constructive feedback if asked by a candidate. Sometimes it is just a case of another candidate fitting the job and person spec more closely. It's not always about skill or experience matching.

Sometimes it can be something they can do more about. A recent example: a candidate was asked why they left their last job. They hated the boss, the work, the people they worked with, the building, the commute. That's an alarm bell for an employer - it's rare that there are no redeeming features in a job. I advised them that they should focus on positive reasons for leaving - we'd rather hire someone who wanted to work for us rather than one who would do anything to get out of where they were.

Re the OP - Regularly called by job centres and I have a standard response "X gave a good account of themselves, but someone matched our requirements more closely" Don't believe job centre advisors are qualified to give constructive feedback of counselling.

Murphybear

I sat on a University interview panel a few years ago. There were some excellent candidates and we narrowed it down to 2. Honestly couldn't put a whisker between them. In the end it was down to instinct and gut feeling and it turned out to be a good choice.

It did mean of course that first class candidates were rejected. It really was a case of first among equals.

DJman

I would suggest that this is increasingly the case. Not only do job seekers face more competition for jobs, but that competition must include increasing numbers of excellent candidates. In other words, in better economic times a good interview might have been enough to secure the job.....now, though still good, it will be outshone by an excellent performance. Mind you, I think it's fair to say that an invitation to interview is itself something to be pleased about, even if you don't get the job.

It's always seemed to me, though, that interviews aren't a foolproof way of determining the best person for the job. That they're only a foolproof way of determining who does best at interviews.