Personal interviews are one of the most important stages in public job recruitment, due to their direct impact on the principles of impartiality and equal opportunity.
And it is one of the most crucial stages in the recruitment process.
In the interest of integrity and transparency in personal interview procedures, it is required to announce the name of the appointee, the date of the appointment decision, and the entity that issued the decision, without hiding it, to enable stakeholders to challenge the appointment decision in administrative court if they have evidence proving they are more deserving of the appointment.
Not allowing stakeholders to access the appointment decision empties the principle of monitoring of its essence, especially since the retention period of the personal interview video recording is no less than one year, noting that the video recording is the real guarantee enabling the administrative court to extend its supervision over recruitment procedures and the extent to which the interview committee complies with legislations that ensured integrity and impartiality.
In this context, Article (11/c/4) of the 2024 Public Sector Employee Recruitment and Appointment Guidelines states the following
"The personal interview shall be recorded in both audio and video, and the department must ensure the quality and accuracy of the interview recording process, and the recordings must be retained for no less than one year after the date of the appointment decision for the selected candidate."
This provision implies that the date of the appointment decision forms a pivotal point for enabling the administrative court to monitor the recruitment process.
Noting that the period for challenging an administrative decision is sixty days from the date the administrative decision is communicated or when definitely known about unless a specific legislation stipulates a shorter period.
