I confirm that Ordnance Survey does hold the information you have requested.
Taking each request in turn, I confirm the following:
1. A description of the process used to sift applications immediately following submission?
Please refer to the response to question 9.
2. Whether the initial sift is conducted manually, automatically, or through a combination of both?
The initial sift is conducted manually.
3. Whether any algorithmic, AI-based, or machine learning systems are used at this stage?
No. All applications are reviewed by a human at every stage of the process.
4. The name(s) of any applicant tracking system (ATS) or recruitment software used.
We use Workday as our applicant tracking system. Details of all systems used are listed in our Recruitment Privacy Policy on our website.
5. Whether applications can be automatically rejected without human review.
Applications are not automatically rejected except where a candidate is identified as ineligible to work in the UK.
6. Whether predefined scoring thresholds or keyword filters are used to determine rejection.
No. At the initial stage, we do not use scoring thresholds or keyword filters to determine rejection.
7. Whether the system permits or conducts screening activity outside normal business hours.
The system does not conduct any automated screening activity outside of normal business hours. However, recruiters and hiring managers may review applications outside normal business hours.
8. Whether human oversight is required before a rejection decision is finalised.
A human must review and confirm any rejection decision before it is applied.
9. Any internal policy or guidance documents governing the initial sifting process.
Yes. We have instructions on how to shortlist or reject candidates. Please see the relevant guidance below, which is lifted verbatim from our internal Resourcing Policy:
“9.3 Sifting
All applicants must be treated equally on merit throughout the selection process. Shortlisting at the stage of the candidate’s application is initially conducted by the hiring manager or candidate reviewers. In some instances, if required the Resourcing Adviser can support with CV sifting. Depending on what is agreed with the hiring manager on the briefing call and from a telephone screening call can be conducted with the Resourcing Adviser.
Sifting must be completed by the hiring manager or candidate reviewers on Workday unless agreed with the Resourcing Adviser at the beginning of the recruitment campaign.
Selection will be based on objective criteria that have been agreed by the Resourcing team and hiring manager at the outset of the campaign, The criteria must be:
- Applied consistently to all applicants at each stage;
- Relevant to the job; and
- Consistent with the experience, behaviours and personal attributes described in the advertisement.
- Doesn’t conflict with 9 protected characteristics and that we are an inclusive employer striving for a diverse Workforce.
The Resourcing team will also ensure that any reasonable adjustments required for candidates are met and that this doesn’t impact any decision making during the recruitment process.”
10. Whether any data protection impact assessment or equality impact assessment has been conducted in relation to automated screening tools?
We do not use automated screening tools to make decisions.