To put the kybosh on colleague

[Myusernameismyusername]

Someone is applying for a job internally and it would mean I would be working closely with this person. I am above them in hierarchy.

I do not think this person is right for the job. I'm not sure yet if I will be on interview panel but it is likely.

There are various reasons for this feeling, inexperience being one but the other more difficult one to pin point is what I would call a bad vibe.

I just don't like or trust this person from what I have seen, I think they always seem to have some motive for doing things and have a big unnecessary gob. I think I have a good instinct for whether someone is a good influence or a bad one and this person seems to edge on bad. But nothing specific in examples, just more of a feeling. I think they want this job mostly for egotistical reasons although I think would not mess the job up necessarily, I think they would push all the boundaries and drive me bonkers. It already happens now, and I find myself being pushed by this person although I am perfectly able to deal with it, it just doesn't feel right.

I probably could influence the interview panel easily, but I don't know if this is morally a wrong thing to do.
I'm not just thinking about me I am thinking about the workplace as a whole.
I will have to give instructions/directions to this person, as I do on some level now, and think it would involve them going off piste or being bloody annoying about it.

AIBU? What's the etiquette

Raymonina has it in a nutshell: you wouldn't hesitate to recommend them if you thought highly of them, so you should also express your concerns - but absolutely backed up with concrete examples.

The person you describe sounds like someone in my work

God no I would snap up the right person in an instant!

Surely the job of the people on the panel is to be partial? Most of the reasons you've given for not wanting her to have the job are completely rational. There are often situations where candidates are similarly qualified for a job and it comes down to whether your personality fits. I don't have a problem with that, although as an interviewer, it's probably not a good way of feeding back to a candidate.

Imagine if you don't speak up, then they get the job, then they behave as you expect (and have described) and the rest of the panel find out you could have predicted it, and wonder why you didn't speak up.

Your example sounds very much like the person I know! And I'd want to be warned, if I didn't know much about them.

How many posters replying above have sat on interview panels?

What exactly you mean when you say that the person wants the job mainly for the egoistic reasons? What other reasons than personal benefit (material, job satisfaction etc) there should be? It's not a position of mother Theresa right?

That's a really clear example that would make me say "hell no, I don't want to hire this one!" Will lie and cost the company money for a whim - not suitable.

OP, do you work in local government by any chance? That cliquey, narrow-minded pettiness you display has all of the characteristics of a sector I know all too well.

Ego wise - It doesn't pay more money than their current role, but it's a more involved role in our team and I think egotistically they feel the need to want to be further into the 'inner sanctum' of management (again, my vibes) but I think this has more to do with just feeling like they need recognition that they are important. They are important in their current postion and we tell them that, clearly by applying they don't feel it's enough and want more possibly? But I would be interested to see the reasons for applying as otherwise I have no idea. Perhaps feeling important in the job they do isn't working for them and I need to address that. I feel like if they don't get the role they could behave difficultly

Yes along those lines Daviesmum!

My answer is; it depends:

If your job is ambulance chasing or estate agency or PR for Donald Trump, then hire them- the less effective your company is, the better.

If you do something of value to society and you regard your job as worth doing well, then the right thing to do is to give honest input and try to get the right people in the right job. As long as you make your views as fair and considered as possible.

If you are going to have to work with this person in the new role and it would make things awkward, unpleasant and, ultimately, difficult for you and for the company then I think you do have a duty to highlight that in some way.
Just think carefully that you are looking at this in a professional way so, I don't like her because she is gobby is not ok, but I would find her difficult to work with which could impact on professional relationships and efficiency might be

Such self-entitled replies to the OP. Typical of people who feel that they should be entitled to have bad behaviour overlooked.
If you work somewhere and want promotion then you should accept that your behaviour will influence the chances of that happening. Don't be a PITA to work with - rule 1.

I don't understand why you're saying you're basing this on 'feelings' when you have cited concrete examples of their behaviour and performance?

I'd want to be on the panel to ask probing questions - not just to this applicant but all applicants. Why would you step away from that simply because you have history with the person? By that reasoning no-one could ever interview anyone they had ever met before, because they might be pre-disposed to like them or not like them based on prior interactions.

I wouldn't go to your manager and remove yourself - sounds like you can't be trusted to take an independent view. And if this person ends up working for you, your manager (and others) will suspect that any performance issues down the line are because you've already indicated you don't like the person, rather than because the person isn't performing as they should.

Thank you, some really good input for me to sleep on!

Toastie I don't think it is until I really sat and though that I did have examples. Up until now I have based it on a feeling but I am constantly trying to be objective and look at the good work they do along with some of the more negative. This week was a good example that along with some bad there was also good, I don't think they are ultimately happy with their role though and this is why they keep trying to move outside it. I would like to know what it is about the job they do have they don't want anymore now!

Part of me worries will they ever be happy? If they don't like their current job how can you know you would like a probably more difficult one. I need to find out what's up with this current job

Just make sure your input is based on concrete, specific, rational reasons that concern their ability to perform the role, and not 'vibes' or baseless hunches about their motivations.

Jeez do any of the posters saying you shouldn't be so unprofessional as to influence anyone or (FFS) refrain from sitting on the panel actually have jobs?!

Back in the real world this is part of the reason you are employed: to exercise your judgement, take a decision and be held accountability.

Don't speak up against a difficult character at your peril if they turn out to be a nightmare it will haunt you.

Interviews are pretty much all about personality and fit. By the time you get to interview it is a given that you have the necessary skills. The question is can you exercise them without pissing people off.

I would like to know what the motivations are: I know they are baseless currently, as to why you would apply for a job on the same salary - you either don't like you job and I need to know why (as I will have to fill that one) or you think it will help you to move up (totally fine also I have done this)

Yes but before you've even given the candidate the chance to tell you, you've decided it's for egotistical reasons based on, er, your 'vibes'.

And you can't say whether they're baseless or not: you're just speculating.

I'm exploring this, I haven't done anything. I'm asking for advice so that I can make a good decision. Unfortunately I base this on my interactions with said person which leads me to believe these things but I would rather know them for certain - and I will on the supporting info on the application.

We are human and we make judgements about people. I don't tend to just act on my gut instinct I think about it carefully.

Questions about motivation are fair enough - I've been asked in every interview I've never gone to.

Whispering is right - you're employed to exercise your judgement. That includes judgement based on prior interactions - so long as you give him a fair chance at the interview. It sounds like you will as you're hyper-aware of any prejudices.

Most people that go for a new job knows that their reputation precedes them!

One thing they tend to do is what I believe is called negging. So making a negative comment to me or about me and usually while I am talking. This is offputting when I am discussing something and irritating to butt in. Also they have tried to put words in my mouth a few times and twisted something I have said and repeat it, which is why I don't trust them.

I dont see a problem with you not wanting to hire someone that you know, through having worked with them, are not experienced enough, wouldnt cope and are not professional enough. And the "I will lie to get a laptop/phone/whatever" is a MASSIVE red flag, I wouldnt want someone like that on my team! Apart from anything else, they cant be very clever if they told their immediate superior that. That example is something that I would be bringing up actually.