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?
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?
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.
Personally I've never found them to be anything other than a complete waste of time.
quote:
Originally posted by liam.mccaffrey
....... why he is not suitable for the position despite filling the role for the past 12 months ......
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]
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]
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.