CDOC TATC interviews
- Thursday, April 16, 2009, 20:59
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Briefing given on the current planned changes. Current system with over 60 different interviewers gives too much inconsistency. Non standard questions asked or poorly worded. Need to reduce pool of assessors and train to better standard! Careful of age legislation ruling!
Plan: to recruit 2 permanent assessors, have 6 CDOX people to attend a MINIMUM of 24 attendances P.A. and 2 from the recruitment team. No definite requirement for assessors to be ATCO’s. ATCO’s were involved in the design and setting up of this more process driven selection mechanism!
Technical interview is being reduced- now more to do with thought processes etc.
So far there have been 30 to 40 CDOX applicants- mostly new people to the process and mainly ATCO’s.
Concerns raised about GM’s reluctance to release people. They are aware of that!
Communications about this change (and there will be some) needs to highlight the ATCOs involvement in the design and research phases prior to setting it up!
They want this new style of interviewing to be live asap, with the new CDOX people ready and trained by start of June!
I am going to attend the next set of interviews (old style) in Glasgow on the 30th March and then a new set afterwards to compare.
The interviews are now much more HR/HF in style and the ATCO presence is now not as important. We do need to maintain a watch to ensure any members who want to continue in this avenue still can and that ATCO’s are not removed completely from it!!
Minutes from the meeting can be downloaded HERE.
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I think it’s terrible that ATCO recruitment can take place now without an ATCO ever questioning a candidate.
I applaud the aim of standardisation, however for the past few years most of us involved in the selection process knew who the most ‘non-standard’ interviewers were. Failure by HR/Recruitment to ask them to cease interviewing.
Many of my interviewer colleagues, and myself, have regularly sought change in the process, only to find our comments, suggestions and questions ignored.
There is a sinking feeling amongst some of us that the eventual aim is to dispense with ATCOs as interviewers because of the cost, rather than any improvement.
I’m willing to be proved incorrect, but I don’t think a non-ATCO can ‘get-inside’ a candidate’s decision making process and put pressure on them as effectively as an experienced ATCO.
One of the new requirements is for interviewers to agree to a certain number of days per year – I think 20 was mentioned.
This is not easy to achieve with respect to securing days off operational duties or TOIL commitments.
Is this move just another way to reduce the ATCO involvement, or is it actually a genuine attempt to increase the quality of interview? As Adam says above, the very notion of an interview for such a technically orientated job such as ATCO, without having an ATCO interviewer, is ludicrous.
More empire building for HR/HF perhaps?
Still no word from HR on the CDOX/training up ATCOs on the new interview…So theree are still no ATCOs involved…….surely the Union has a view on this?
t the moment there is nothing to have a view on! We continue as before and all potential recruits are interviewed by trained people including ATCO’s. Managements proposal is for a new process which has been designed by ATCO’s which will still include an interview and which still involves ATCO’s, albeit maybe not the current numbers! The later interview process is still being discussed by management and HR are awaiting input from the unit GM’s about the release of the ATCO resource! Once they have received that reply, they are due to discuss again with the various interested parties, including Prospect and anyone who has applied through CDOX, and then we can establish our opinion.