Notification of Outcome to Candidates Policy

Policy Owner
Human Resources
Document Type
Document Approval Date


Dublin City University strives to foster a culture amongst its staff and student community that is open, collegial, collaborative, student focused and ambitious. These values reflect a commitment to equality, educational opportunity, social justice, ethical behaviour and academic freedom. In applying open, transparent and merit based effective recruitment and selection procedures the University strives to attract and retain high quality staff that share and live our values. The following procedures are designed to ensure our process is planned, organised and conducted in a way that supports an objective, transparent merit based assessment of every candidate and ensure that the best candidate has been selected on their merits and abilities. 


It is the responsibility of the Human Resources Department to formally notify all candidates of the outcome of the selection process. Where internal candidates are interviewed the chair of the interview board will verbally notify the candidates of the outcome of the interview, after which, the Human Resources Department will confirm the outcome in writing. 

The Head of School/Unit who chairs the Interview Board will normally be responsible for providing feedback to unsuccessful candidates. The letter which informs them of the outcome of the selection process will include the offer of an opportunity to contact the chairperson for feedback on the outcome of their application and interview performance. This letter will also include a time limit of normally 10 working days from the date of issue of the letter for the candidate to avail of the opportunity for feedback.

The Human Resources Office will inform candidates by letter if they have been included on a panel from which future vacancies at that grade may be filled. The letter will include information concerning the period of time during which possible vacancies may be filled and advising them as to further processes if relevant. 

Feedback promotes confidence in the selection process and can be helpful to candidates in future applications. Feedback provides an opportunity to discuss how the candidate was assessed against the selection criteria and should be positive in outlook, highlighting the candidate's strengths as well as any weaknesses, with a view to more successful future applications.