I recently started in a new company Director. I have a person reporting to me who is a new manager (less than 6 months). A member of her team wants to move to a new position on the team that requires a degree or equivalent experience, which she does not have. They decided to give the member of the team a comprehensive list of tasks that, if she completed, would qualify her for this position. I don't think this qualifes her for the position. In my opinion, we are not hiring someone who is qualified for this position and we should be posting this position and interviewing college graduates.
I should have stepped in sooner and made my thoughts known earlier in the process. But, new job, new people, not understnading this company's hiring process, etc, are reasons I did not (and, next time I'll do better!).
Now, the manager thinks she is not getting a voice in the process. And I want to tell this person that she will not be qualified for this position and interview external candidates.
How do I navigate this issue? Hiring is important, and so is retaining this new manager. I am confident that we are making a hiring mistake if we put this person in the role.
Put her through the interview process - see what happens
Qualifying for the role is _not_ the same thing as getting the job.
* If this person did what was asked of her then she at least deserves a chance to apply and interview.
“or equivalent experience” Is certainly a good thing to lean on here.
I recommend that you let this person know that based on what her manager has said that she now has the basic minimum to apply for the new role.
That you will also be advertising and accepting applications from outside.
Let her know that she was never promised the job, just a chance to apply for it if she completed those minimum requirements.
She is still going to have to shine and earn the new role in the interview process.
Go in with an open mind and give her an interview and a chance among all the other candidates you choose.
You might be pleasantly surprised !
Besides, there is more to success in a role than the minimum requirements.
She probably already has relationships and institutional knowledge.
If she doesn’t get the job, she will know that you gave her a chance.
Maintaining a good relationship with her is also important.
You have an apportunity to show flexibility and open mindedness to growing and developing your people.
Just curious, what if she can perform the job efficiently and effectively, what made her less qualified? Is she a degree holder? Maybe, just give her a chance since there is also a probationary period. If she didn't perform well during those times then, hire new candidates. In this way, you can assess her capabalities and on the other hand, she can prove if she deserves the position.
For a little more context,
For a little more context, the postition is for a staff accountant and her degree is not in business. Also, her career aspiraitons are not in business at all. (trying not to give too many details here) She has done some clerical work in the accounting department, but not anything where she has to think through journal entries on her own or understand how her entries affect the P&L or Balance Sheet. I know some people can get that experience through work, but most people need an accounting degree to be a successful accountant.
I'd like to give her a chance, but I also think that if I put her through the interview process almost anyone with an accounting degree will outqualify her. So, I feel like I'm building up her hopes and then will let them down when we post this position.
Get to know your folks - let them try to grow
danzuber99 wrote " I also think that if I put her through the interview process almost anyone with an accounting degree will outqualify her. So, I feel like I'm building up her hopes and then will let them down when we post this position."
I suggest that you don't take counsel of your fears.
-- Squashing her chance to apply now - has a risk of undermining her suprevisor and sending a message that you don't develop your people and give them fair chances.
I think you are focusing on the "Degree" as the most qualifiing factor. (I suspect you might be a High C)
The degree is important, and the Interview process will help illuminate other qualifing factors from all the candidates.
You havn't met any of the other candidates yet -- Don't compare your current employee with the imgainary candidates in your head.
I reccomend a different perspective.
You have very little to lose if you put her through the interview process.
If she tries and fails that is on her. It is her choice. It is her chance.
If this is not really her career goal, then she might not take it as hard as you think.
You don't have to protect her. She is a grown-up.
She will learn from the experience of the interviews.
She has already learned some of the new skills.
She will learn more about how jobs are filled.
Her supervisor and you have the credit of giving her this chance.
You are building her up, your are building relationship with her and your Direct (her supervisor).
You might be surprised to find out that she is the best person for the job.
If not, then all of the people involved with the interview process will see the qualities of her in contrast to the other candidates.
They will all learn from the experience.
Her suprvisor will, in the future, be more careful and wise about how he/she develops their directs.
If you believe in your team, if you beleive in your process of interviews and hiring, then you have little to fear.
Sure, there might be a few hard feelings and some disagreement, and that is all part of the process.
You said that you are new to your role.
This is a good opportunity to show your team how you run things.
Be kind - Be fair - Be encourageing.