How to handle this at interview

[InternalAffairs]

I've been in a role for 3 years. I'm over qualified and over experienced for it but it was a work-life balance solution. I wasn't interviewed by the person who would become my line manager and the job was somewhat mis-sold.

Over time I realised it was time to leave. My department isn't properly managed and that was making the job far more stressful than I had anticipated and causing me a lot of frustration.

Then the head of the department - my manager - announced they were leaving. I was encouraged by a board member to apply, and given a strong indication my manager was pushed out. This was later also implied by my line manager.

There are so many things I would change about how the department operates. However, I've now found out that the interview panel will include the person who is leaving and another board member I barely know (not the one who encouraged me to apply).

At interview, how do I tackle all the failings of the department without alienating myself from the person who has failed and the person who should have done a better job of overseeing them for years? I worry that if I'm too diplomatic I won't be very convincing, and if I'm honest, they will react badly, however truthful my assessment of the issues is.

I have no relationship with my manager. They are my manager in name only. They aren't involved in any of the work I do. I've really no idea what they even think of me, and I wonder if I've got any chance at interview at all in the circumstances. The job is open to both internal and external candidates.

Can you preface your answers with any positives your line manager has overseen (even if stretching the truth) and then continue with your own list of what could be done even more effectively. Framing it as how things could be better operationally, following a review / re-arranging resources, will sound less personally critical of your line manager but get across that improvements are needed and you have the ability and experience to implement these. Good luck!

I wouldn’t go to any interview thinking about how I would address the “failings of the department”. Keep positive and future focused.

I find it very strange that the person who has been pushed would be on the interview panel, so I would not be so sure on that either.

Talk about fostering a culture of continuous improvement. Positive changes for the future, not negative past failings.

It’s simple, just focus on the positives of what your company could do in the future rather than criticising what exists. All part of ongoing reflective practice.

Never be critical of what or who is already in place. Focus on improvement and differences leading to efficiencies (eg based on technology).

Yep! Look forward not back. If the questions are posed like “what would you change?”, reframe them. Talking about building on a foundation that was already laid.

Also, ask them questions, too. “I’d love to hear what old manager thinks about this topic. Any plans that she wanted to implement but didn’t get a chance?”