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Was there ever a situation where you had to make a difficult decision, and there was two or maybe three possible options, each better than the next, and all within the parameters the interviewers are looking for? Now, say you chose the best solution, which for arguements sake was option C...

It's been mentioned that First Group can and do withdraw vacancies, and offer no feedback. Can't do anything about that. I do however find it unfair when a candidate is awaiting shortlisting for said position, then when it gets withdrawn, they suddenly go from awaiting shortlisting to unable...

Don't know about Network Rail or the major TOC's but I'd imagine that Heritage / Preserved Railways would be a logical choice here. Don't know if the work would be paid or not though, but it would certainly be a good way to get a bit of experience and get involved in your spare time.

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Would have thought there would have been a sense of urgency / importance to have Ticket Examiners or Gateline Staff there then. --- old post above --- --- new post below --- Ticket Examiners and Fraud and Security do occassionally work hand in hand. T E's have been known to be dispatched...

Is this station (Glasgow Central Low Level) subject to SQUIRE?

When I asked for feedback, a CTM was nice enough to come out to my station to tell me face to face why I was not selected. When I told him my absence was due to a crash that was entirely beyond my control, he then said that had he known that then I would have been put forward for assessment. Up...

The feedback on my refusal was based on my sickness record, and that alone.

At the time I did question why I was not given the time that I had off because of the crash as unpaid leave, then I could have claimed lost earnings back as an uninsured loss, and protected my sickness record. After all, the other driver was arrested and charged at the scene. Had I not been...

To my knowledge, the only other absence I can recall around that time is when I was unlucky enough to catch a vomiting bug that was doing the rounds, and I was off for 2 days.

I'm no longer with them..... --- old post above --- --- new post below --- My attendance was monitored for the 12 months after the crash, then I had a clear record. My rep, and my interviewing manager both told me I had to accept the warning, there was nothing I could do. I asked if it...

Yes, my attendance was good prior to the crash. I was told that driver / conductor jobs get many applications, so they are whittled down by checking attendance and discaplinary records. I had a meeting with a senior manager, and even he told me that even if I had explained why my attendance...

I've already done all that, but Thanks for the links. No further forward though.

The TOC I'm referring to would be First Scotrail. I would really like to know if anyone has fallen foul of this for either attendance or conduct when applying for ANY internal position within their ranks. From personal experience, I have been led to believe that these records are only...

So, if a TOC does not do this for all internal positions, they are acting unfairly?

Should, or do any TOC's consider an employee's discaplinary / attendance record when going for an internal promotion?

And yet for anyone that had their application failed at any stage, even without actually being shortlisted, they can't re-apply for 6 months. I phoned up the number on the website about this and got put through to a lady somewhere in the South of England. I told her I wanted to talk directly...

Surely though, if they constantly refuse feedback, which in turn makes it harder to prove,then that in its-self is discriminatory?

Is there a valid reason for denying someone the opportunity to apply for a similar role at another location within 6 months if they failed at the application stage, and even though they have been DENIED feedback? Is that legal?

They shouldn't be so reliant on computers. Everyone at some point has had an interview where you sit down face to face with a person or persons. Questions are asked, and there is a certain understanding of explanations given to the interviewers that they will pick up on and understand but a...