liam.mccaffrey
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| posted on 19/6/14 at 08:32 AM |
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Feedback interviews
My brother recently applied for a new position within his company, unfortunately he didn't get the job despite having been approached and
invited to apply. He also has been doing the job relieving other peoples vacations for approx. 50% of the time over the last 12months or so.
He has asked for and been allocated a feedback interview tomorrow. Would people like to suggest good questions he can ask?
My take on it is to firstly find out specifically why he is not suitable for the position despite filling the role for the past 12 months and put the
onus on the company help him identify gaps in his competencies and develop measureable goals and a development plan.
What are your thoughts?
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Slimy38
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| posted on 19/6/14 at 08:39 AM |
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I'm afraid i can't help with the questions, but as an interviewer i would be interested to hear how it goes. I find myself very restricted
by company policy when giving feedback and it ends up being generic answers rather than anything constructive. If this approach gives the interviewee
something to work off i would be very keen on trying it out.
Is it a face to face interview or phone? Who will be present?
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Ugg10
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| posted on 19/6/14 at 08:47 AM |
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I think you are not far off the mark, I'd be looking for a constructive session with the outcome being a development plan that identifies what I
would need to do to get the experience and knowledge to fulfill a more demanding role and therefore progress my career in the company (or gain skills
that were maketable outside :-) ).
But, be aware that the answer may be - you have everything we needed but there was someone just that little bit better, this one is difficult to get
your head around but still work on the basis that you can dvelop and just need to be pointed in the right direction and supported in your future
plans.
If he does not get a constructive outcome then I'd set up a 1-1 with his line manager and suggest that the feedback is gained through that route
and therefore a local development plan put in place betwen the two of them.
---------------------------------------------------------------
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whitestu
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| posted on 19/6/14 at 08:48 AM |
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Personally I've never found them to be anything other than a complete waste of time.
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JMW
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| posted on 19/6/14 at 09:11 AM |
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quote:
Originally posted by liam.mccaffrey
....... why he is not suitable for the position despite filling the role for the past 12 months ......
This is not much help so I will apologise in advance, but that is the most negative analysis of what just happened.
Suppose he was eminently suitable, but there was someone else even more suitable?
This could easily be the case.
Given their willingness to do an interview you might get something out of it.
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mark chandler
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| posted on 19/6/14 at 09:39 AM |
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Being invited to apply does not determine the outcome, sometimes companies need to make numbers up to show a balanced view.
All he can hope to obtain is a development plan.
He also needs to look at how he would be back filled, has he done succession planning for his current role, when appointing internally if you are
valued in current post and step up when required then it's easier and safer to leave you alone unless it is clear how you will be replaced.
Remember the old adage, promote the idiots, it's easier than sacking them!
Regards Mark
[Edited on 19/6/14 by mark chandler]
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bi22le
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| posted on 19/6/14 at 12:10 PM |
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quote:
Originally posted by mark chandler
Being invited to apply does not determine the outcome, sometimes companies need to make numbers up to show a balanced view.
All he can hope to obtain is a development plan.
He also needs to look at how he would be back filled, has he done succession planning for his current role, when appointing internally if you are
valued in current post and step up when required then it's easier and safer to leave you alone unless it is clear how you will be replaced.
Remember the old adage, promote the idiots, it's easier than sacking them!
Regards Mark
[Edited on 19/6/14 by mark chandler]
This was my immediate thinking. Not too much of why he didn't get the job, they chose a better person thats why!
I would be asking about the future plans for me and where I stand. If I am now not getting the experience of fulfilling a more senior role then where
is my succession plan and in what direction.
Ultimatly your brother does not like his current job and wanted to do something else. They should now be fully aware that if he has itchy feet that
cant be settled within the company structure he is going to go. The experince of 6 months at the more senior role can easily be buttered up to help
get a senior job elsewhere. DONT SAY YOU WANT TO LEAVE, SAY YOU WANT TO PROGRESS!
Im thinking of changing jobs at the mo and doing a CV and talking to people about how good you are seems weird and its quite ruthless.
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liam.mccaffrey
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| posted on 19/6/14 at 01:45 PM |
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Just to clarify, he doesn't want to leave the company, he wants to progress and make this temporary assignment a permanent one.
Also I didn't mean to imply that he thought the position was in the bag either, we've both been through redundancy and had re-interview
for our own jobs etc. So we know the score.
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