Lesser promotion - good thing or bad?

[Bananararity]

I applied for a promotion (externally advertised) before Christmas, a first in department, the role had a specialist side to it which would be rare to find (about 50 people in the county) but could easily be trained up. I was shotlisted but did not get it. I had very positive feedback, about as close as it gets apparently but the person who got it had the specialist side covered - I do not but I have everything else. Anyway, the successful candidate lasted a few weeks and left. Job was readvertised externally a month ago and I wasn’t even shortlisted this time. I was gutted but apparently there were stronger candidates this time around. I was gutted but what can you do!

I had a call this morning offering me the second in department post and I’m not sure what to do. It wasn’t advertised. I’ve not heard anything about who they’ve given the first in department to, no news of this appointment at all just that it’s not me. The salary is about £80 per month more which is negligible and I’m not sure I want to be faced with the better candidate having failed myself twice.

I’ve been passed over for promotion before, it’s part of working life but this is the first time I’ve revived a consolation prize and it feels awkward. I’m happy to stay where I am but want to be sure I’m making a measured decision. I think I want to say no but I’ll still be working for the organisation and wouldn’t want to limit future chances.

Has anyone else had anything similar or any advice?

Thanks.

I'd take it as a stepping stone to the first in department role. I'd take it that they recongised your skills and eagerness and are willing to have to trained up...

It's not a consolation prize, OP. It's recognition that you're not quite ready for the 'big' promotion that you've previously applied for, but you're on your way. It's support from your organisation to help you get there next time the bigger promotion comes up.

I'd take it, get comfortable with the new role for a bit and then ask your line manager for a meeting to talk about how you progress and shore up your CV to have the best chance of getting the big promotion next time.

I think I'd need to know who was going to be the lead and what their skills/qualifications etc were.
What you don't want to end up as is the person who basically has to do the grunt work - eg the new person has the specialist skills but doesn't know the rest and you will be expected to make up the shortfall/train the newbie.
Have they actually appointed a new lead? Or are just wanting you to fulfil the role on the cheap.

Thank you

@TreeDudette @PiddlingInMyPants That’s the person I want to be. I want to think that this is a lovely thing and to approach it positively and I think that’s what it is but I can only see that they don’t see that I’m all that capable otherwise that’s take that chance with me.

@onceuponatimeinneverland that’s where I’m at. I’ll have the organizational knowledge and anything practical and they’l have the 10% specialism that I could gain within 6 months. You can’t just send yourself on this training so I’d have to hope they send me on it so I can catch up.

I feel foolish for being talked up and given so much positive feedback following the first interview and then applied again. I didn’t think that I’d walk it but thought I’d have another shot. I should have known better. If they wanted me to have the post they could have just advertised it internally. They knew I had an interest. Ironically, had this opportunity for a second in department come out of the blue I would have been thrilled but today I feel like an idiot. And I maybe I shouldn’t.

That’s tricky.

If they wanted to and it truly was that close after your interview and they considered you suitable (‘above the line’), with learning/development, they could have offered you the promotion. They didn’t and re advertised it and you didn’t get an interview.

So being cynical it seems more likely they want to retain you for the team and ‘throw you a bone’ and perhaps also make things easier for the person they selected.

In your shoes I might take it for the CV etc but seek a role description and information on how your responsibilities would vary from the role you applied for higher pay increase, and for time/funding for your L&D in the specialist area.

@Loopytiles I am indeed being thrown a bone and I’m annoyed by it. I wish I wasn’t.

Where I live and work is quite rural so employers are few and far between, where I work is the largest local employer so I can’t leave and find something else in a show of protest either. I’d love to find a way of processing this as a positive.

Ah OK, few other options, best not cut off nose to spite face etc.

In that case an option could be to take @PiddlingInMyPants upbeat approach, plus ask for some specific things upfront (get it in writing), like higher pay increase, they provide time/money/support for the L&D in X specialty over X months.

So I wouldn't be sure they are only throwing you a bone. I can see there's a fairly high chance that after the selection process, they have realised that the leap from what you are doing now, to the new role, is just too much and so knowing that you have an interest in this area/team, they are trying to help you bridge the gap.

I know it's easy to feel cynical about these things, but having been in lots of promotion and recruitment type decision-making discussions, throwing someone a bone in order to keep them is only a desperate measure if somebody is very likely to leave. What you are describing doesn't sound like that, especially with your later info about not so many job opportunities in your area.