To feel I can't do this interview now

[Raggydolly3]

I have been in my job now for a few years and the team leader post of my project has come up and I have applied. My boss (who I have posted on here before is a bit of a cow and likes playing games) has always hinted that if anything came up I would be in with a good chance. I have an interview next week.
I submitted my application. Recently there has been a meeting between the two assistant managers and the trustees, the minutes of which seem to have been sent round to all the other staff and I have been missed off which sometimes happens in error but I can't help thinking it has been done on purpose this time.
I colleagues showed me the minutes and said she was disgusted, I read them and basicly they are talking about the upcoming job saying they don't want someone from inside the organisation they want a proper manager who can come in from the outside who can bring good practice and not someone who has just been playing at being the manager. They need experience and not someone they would need to puppywalk. No names mentioned of course
I now feel sick, they must have known I would get to see those minutes, I really can't see the point in going for the interview now. I just seems so cruel

[Hippee]

So sorry Raggydolly. That is just terrible. Can this be escalated above your boss, as it is seriously unprofessional to discuss and minute that type of thing, when they know there is an internal candidate? I hope someone can come and advise you better. I just wanted to pass on my sympathy.

[xStefx]

Go and ask them why they are interviewing you and wasting your time if they don't want to Puppy walk an existing employee.

[Gizlotsmum]

Go for the interview. Show them why you are the right person for the job and that they won't need to 'puppy walk' you. If you hadn't seen the minutes you would have felt able to do the job so still go for it. You could raise it if they ask if you have any questions, also raise it with HR prior to the interview as a concern

[Raggydolly3]

We are really small we don't have an HR 😞

[Raggydolly3]

And the buck stops with the boss and head trustee both of whom where at the meeting

[icanteven]

That's appalling.

Is your company big enough to have a HR team?

Personally, I would be job hunting as of this moment (for a role akin to the one you applied for, i.e. moving up), and make it very clear when I leave that it is because of their unprofessional attitude. And that you don't want to have to puppywalk a management team who lack sufficient experience to work with internal career progression.

[ilovesooty]

I don't see anything wrong with them expressing the view that they would rather recruit externally but it shouldn't have been recorded so that you were aware of the conversation.

[Raggydolly3]

It's the recording I object to in the minutes that then got sent to all other members of staff.

[Dontaskmegoogleit]

Go to the interview. Prove them wrong.
Worse case scenario you won't get the job but you wouldn't anyway if you don't go for interview.
I know this sounds harsh but don't cut your nose off to spite your face.
I'm rooting for you and feel your pain with a manager who does not do their job of realising your potential and empowering you further.
Good luck x

[Raggydolly3]

I will go for the interview and hold
My head high but I am being interviews by the head trustee and my boss so I think the decision has already been made.
intrestingly for an interview you usually have to do a 15 minute presentation but this is just a straight interview. Guess what I am very good at.

[Dontaskmegoogleit]

Don't be defeatist. Try and work away of getting your presentation skills in to one of their questions .

[Dontaskmegoogleit]

The outside candidates might be shit !

[Raggydolly3]

its just a horrible place to work at the moment and it used to be fantastic.
It all changed when the bosses nephew started work there (without an interview I may add) he was taken on as I temp and they within two months he was full time permanent.
the project he works on (thankfully not mine) has been stopped from using certain computer systems as he cant cope with them. No one is allowed to print out emails but him and he needs all meetings put on a big whiteboard because he struggles recording things in a diary. (There is no impairment here).
Since he started the whole atmosphere has changed

[Raggydolly3]

I promise I will go and do my best.
Has anyone here ever been in a similar position and got the job?

[cansu]

personally I would write a short note pulling out of the interview. I would say that as they have already decided that an external person is needed, you have decided not to put yourself forward. Don't engage in any drama. They have acted appallingly and will only have themselves to blame if they don't find a suitable candidate or make a mistake. FWIW I have seen the grass is greener outside the organisation approach go pear shaped numerous times whereby they ignore internal candidates, appoint from outside and then get someone who turns out to be very poor and who leaves quickly.

[cansu]

just seen your update. Why would you want it given they are such difficult people to work for?

[scattercushion]

Second-guess them and manage to work in a five-minute presentation - the subject matter? The benefits of recruiting from within the company. Be audacious, surprise them.

[Raggydolly3]

Because dispite everything I really like the actual job I do which is really unique and I like most of my colleagues. The project is going out for tender in 6 months so it may well be moved and I wound have to be tupee over
I like that idea scattercushion

[Megatherium]

That's clear evidence of an unfair and discriminatory employment practice. It might be worth checking with the Legal board whether there are any steps you can take in legal terms.

[AncoraAmarena]

Take out a grievance and before the interview.

No point in putting together a presentation to address the points, they've made their minds up already. Which is fair enough, sometimes the internal candidate isn't the best fit for the role but to openly discuss this and then minute it and THEN deliberately (you can argue it was) miss you off the distribution list for the minutes is completely unacceptable and could amount to bullying.

[Raggydolly3]

I always thought it was good working for a small organisation but the buck literary stops with the boss and the head trustee. So if you have a compliant about them it's kind of what's the point. The head trustee often gloats that he is answerable to no one. The council gave the contract so I am wondering if it worth contacting them but on the other hand I work i am very small specialist field and my boss is well though of by many outside the organisation (you seem to either love her or hate her) funny enough those they love her have never worked for her.
I don't want a rep as a trouble maker. Arrrgggghhhhh

[Raggydolly3]

I can actually string a sentence together with a proper keyboard by the way but I am on my phone

[Aberchips]

The Head Trustee would be answerable to an Employment Tribunal if they didn't give you the job & couldn't show that they had a much better reason to employ the external candidate!

It seems like an unpleasant environment to work in looking from an outside point of view. If I were you I'd go & in & givethe interview your best shot. If you ask questions it might be worth raising the minutes & asking if they have concerns about you as a candidate, but I'd also be looking at alternative opportunities outside the company. Good luck!

[UnexplainedOnHerCollar]

Oh how hypocritical that they totally puppy-walk the nephew and then have the gall to imply that about you! I'd be fuming. Could this be a scheme to bring in another family member?

I'd go to the interview, do it like a pro and make sure they grasp exactly why you know what you're doing. But see it as practice for ultimately getting another job. Could you do what you do freelance, or set up in competition to your boss?

[Jaxhog]

As scattercushion says, go for the interview and prove them wrong. Offer to do a presentation, if that's what you're good at. If nothing else, it'll be good practice for the next opportunity.

BTW, it's easy for people to talk about using grievance procedures etc., but it doesn't usually work that way in small businesses. I get that it should, but it rarely does.