Question for HR and Hiring Managers- In your organisation, would this be allowed to happen in the hiring process?

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The situation is as follows:

This is a public sector organisation, and the roles discussed are different seniority of the same role. So band 1 = junior X, band 2 = X, band 3 = semi-senior X, band 4 = senior X.

It's a relatively small team of about 20 so everyone know everyone.

Situation as follows:

1. You have several members of staff on Band 1

1. A position is posted for a Band 4

1. One of the members of staff currently in Band 1 applies for the Band 4 role. There are no other applicants for the Band 4 role, and the Band 1 applicant successfully passes shortlisting, and interviews well for the post, but is not quite appoint-able as a Band 4 due to some lacking experience.

1. The hiring manager offers the Band 1 applicant a Band 3 position instead.

Would this be allowed in your organisation? Or would the applicant need to be rejected as unsuccessful for Band 4, and a separate Band 3 recruitment process then take place? (The logic being that other Band 1 staff might have applied if they had known there was the possibility of landing a Band 3 role (as they had considered Band 4 unattainable)).

Thank you

(Sorry for the formatting issues and typos).

There would have to be a Band 3 role open to be able to offer that role.
If there was, it would be ok for the person to be offered it whilst interviewing for the Band 4 role.

They would have to advertise the band 3 role separately. It has to be put out to the public on the website.

yes, this happens

Thanks all.
I am the Band 1 in question and it's 'in the air' whether they can offer me the band 3 role now or I'll need to reapply for a specified band 3 role. From these responses seems like there's variations between organisations so no real president.

Not unless there was an EOI advertised for both a band 3 and a band 4.
If there had been a band 3 vacancy then some of the other band 1 staff might have wanted to apply as they didn't feel ready/experienced enough for band 4
It would be highly unusual anyway to go from say an EO to a G7. Completely unheard of.
That's the difference between a jobcentre work coach and a district manager in DWP. Massive difference responsibility wise.
Even HEO to G7 wouldn't happen.

I'm assuming the banding system where I am is a little different, it runs from about 1-10 so 4 is still relatively junior.
Appreciate your input about there needing to be an EOI

We'd need to readvertise it, but we could do it on a 'previous applicants need not reapply' basis and score the existing candidate against any new people.

In reality, if only one person applied, the vacancy would probably be extended with some targeted advertising to encourage more applicants rather than going ahead with just the one candidate.

Are they talking about "reducing" the Band 4 role to a Band 3 ? Or opening a new band 3 for you, and continuing to hire to a band 4 ? In the first scenario i would say they wouldn't need to advertise the band 3 position, in the second, they would.

In our organisation you may be offered the Band 4 as a development role on the lowest rung of the salary ladder for that Band and an extended probation period.

I'm public sector and I would be allowed to do this and have done. We call it "near misses". It wouldn't be the same job for less pay, we'd place them in a different vacancy or hire them as extra on the premise we need good people.

The conversation I would have had with my manager would have been around how the team member didn't quite make the grade for band 4, lots of potential, want to develop the talent, can I hire an extra band 3. I'd probably not backfill their band 1 post to even things out.

I don't think that would be allowed where I am (public sector) It's massively unfair on those currently on bands 1 and 2 who might have gone for a Band 3 opportunity. If were in their shoes I'd put in a grievance.