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(14 Posts)
NuckyT Mon 07-Mar-16 20:15:40

I recently recruited into a vacant post in our company. It's the first time I have ever interviewed people, so I was pretty nervous and wanted to make sure everything went well.

One of the people who applied was a junior team member, but I have ended up offering the job to another candidate who I felt was better qualified. The team member is not happy (having worked for us for a number of years), and one of our team has openly criticised me for not appointing this person.

I'm quite new into this job and now I feel like I have soured my chances of getting on well with the staff, even though I honestly felt the other person was a better candidate. Should I have just appointed from within?

ilovesooty Mon 07-Mar-16 20:18:56

Did the successful candidate interview better on the day? We're you interviewing alone? Have you given feedback to the internal candidate?
Presumably the company wanted to see who was out there or they wouldn't have advertised.

ilovesooty Mon 07-Mar-16 20:20:15

And the team member should not be openly criticising recruitment decisions.

hiddenhome2 Mon 07-Mar-16 20:20:20

It's politics innit? Organisations have to advertise externally, but I think there's an unwritten rule that anybody who responds from within is supposed to get the job. Even if they're shite wink

NuckyT Mon 07-Mar-16 20:25:07

There was a panel of us, which I was the head of, and we were unanimous in our decision. The unsuccessful candidates have had feedback.

It technically was an internal appointment, as we work for a huge company, so the job was advertised within the company, but outwith our section.

ilovesooty Mon 07-Mar-16 20:27:03

In that case it was all conducted properly and anyone beefing about it should wind their neck in.

thefourgp Mon 07-Mar-16 20:40:32

You're management now and you're going to have to make decisions that won't be popular. It sucks when you know you've done the right thing and everyone's pissed with you. These things blow over and everyone will be pissed off about something else next month. Well done on the new job and good luck for the future. Xx

andadietcoke Mon 07-Mar-16 20:47:58

Does the junior team member have the potential to grow into that role? If so I'd set them a development plan so they can see progression ahead, and give them some honest feedback about their interview/current skills but say you'll work with them to progress.

IMurderedStampyLongnose Mon 07-Mar-16 21:13:46

I had exactly this a few months ago.I would suggest not to sweat it,people will complain about anything.So long as you are confident in the reasons for appointing the other person,don't even respond.I know it can feel horrible but as a manager you will have to make business decisions that won't always please everyone.One thing I would say though is to continue to interact normally/pleasantly with those complaining,rise above the criticism.

kiwimumof2boys Mon 07-Mar-16 21:24:43

Yes to what anda suggested. I once applied for and got an interview for an internal role. Didn't get it, but the manager who recruited sat down with me and we went through every question and answer from the interview where I hadn't scored so high, so I knew where I had gone wrong.
She then suggested I apply again when a vacancy came up, and she would help me formulate responses and practise for it. I left the company before any other roles came up, but I really appreciated that she took the time to help me. Maybe you could do a similar thing for the internal candidate?

I would also have a quiet word with the person who openly criticised you for appointing the internal person - that is incredibly unprofessional.

missymayhemsmum Mon 07-Mar-16 23:17:15

Have an honest chat with the person who didn't get the job about why they didn't get it and the successful candidate did, and what their potential future is in the organisation, development plan etc. I'd also be frank chat with the person criticising- loyalty to a colleague is all very well, but the decision was a panel decision, it was a fair process and the new person brings skills to the job that you felt the organisation needs. So you will expect them to welcome the new person and help them settle in, even though you appreciate they are disappointed for x that they didn't get the job.
Hopefully the new person will turn out to be so good at the job that in 6 months no-one will remember that they haven't always been there

NuckyT Tue 08-Mar-16 07:43:24

Thanks everyone.

I did try to have a chat with the person in question the next day, but they were pretty p'd off so wouldn't really engage in a discussion. We have a review session coming up next week, so that will be the opportunity to discuss a development plan.

gingerdad Tue 08-Mar-16 07:50:16

And it's bollocks that you have to advertise outside of the organisation.

Me I'd give it to the best candidate regardless of internal or external.

Maybe worth giving the internal candidate feedback about why they didn't get it.

NuckyT Tue 08-Mar-16 08:01:37


I only advertised inside the company, but the vacancy was offered to staff outside of our team - so the new person is external only in the sense that they don't currently work in our section, but they work for our company.

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