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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]I work on FOIA and we wouldn't release any of the information that you're looking for. Applicants and ranking scores are never released. We only release the name/resume of the hired person.

I would focus on talking to HR instead. HR can help you more than FOIA.[/quote]

Thats fine, I don't think I ever asked for ranking scores or anything. We want to know why someone else was referred over my wife. [b]Its easy enough to look at a resume and know if they score above you[/b]. [/quote]

NP.  How would you be able to tell that just from looking at a resume?

Exactly how they score things is somewhat subjective.  You might feel your wife's experience is more on point, but HR may disagree.  Or your wife might have a longer period of experience, but the chosen applicant would have slightly more relevant experience that they valued more than the length.  Or there could be any number of combinations or permutations along these lines.

Plus, let's not pretend that any of us would be objective when reviewing the resume of a loved one against that of some stranger.[/quote]

Two things. [b]One, you aren't supposed to be able to apply preferential treatment to people you know, although yes I know it happens ALL the time[/b]. Two, the question has nothing to do with my wifes resume. They have already stated she would have been referred had it not been for another applicant being a military spouse. Actually one more thing, isn't relevant experience or longer experience the job of the hiring authority to decide? That does seem a bit confusing to me. Since no one gets to see these other resumes they decide do not have the "relevant" or length of experience necessary, whose is to say they aren't just holding back more experienced resumes in favor of their own friends and families resumes? The answer is doing exactly what I am doing. Filing a FOIA request. To those who originally asked me what was the point of that, well this is the answer. HR has way too much leeway to toss resumes to the side without anyone ever knowing why. The HA should be the one decided if your experience is relevant or not. Why? Because every position is different. An HR rep could have no idea what is needed to perform a job in a secure facility. The only thing they know is what the announcement says. So if you have a resume that meets all of those experience requirements on the announcement, then how can they just toss your resume aside? They HAVE to go by whats on the announcement and what the hiring authority says they want regarding experience. The only way to know for sure if HR is not playing favorites, is to file a FOIA request. [/quote]

But you won't be able to tell that from getting the resume of the person who was hired.  Say Jane Smith got the job.  Her resume would not likely say "Jane Smith -- friend of someone in HR or with hiring authority."  Unless you happened to know that Jane Smith was friend's with someone in the office (exceedingly unlikely) you wouldn't have learned anything.  And even if she knew someone, that doesn't inherently mean that she was given a preference, never mind an improper one.

The only way that you might learn something is if the person hired was truly and completely unqualified.  Then, you might be able to objectively say that something was off.  But if the person hired generally had the qualifications and experiences needed for the job, your belief that your wife had better experiences wouldn't really matter.

You seem to think that it is common in the federal government for utterly unqualified people to get hired because of favoritism, but that simply isn't true.  Connections can certainly make a difference and can put one qualified person ahead of another (most jobs have a huge number of qualified people apply who could do the job), but that's not something you could tell from a resume and it isn't even something that is necessarily improper, depending on exactly what occurred. [/quote]

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