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Ok first a little background.

• I currently run a department of about 13 people, within a larger department of about 20. My direct boss is leaving and I would like to apply for his position. I was actually in the same position as I am now when he was hired to run the department, This was fine because a year and a half ago I would not have had any idea how to run the whole department, now I feel I can, so I am going to apply for this position. My direct boss (the one who is leaving) knows that I am going to apply and fully supports my decision and has been very helpful I have already discussed in length my plans and goals within the department if I was to get the job.
• My question is. There are some basic screening questions that must be answered and on the job posting it says to email it to [email protected].
Would this be the best thing to do or should I deliver a copy directly to the persons who would be hiring?

aspiringceo's picture

[quote="cbarlow"] My question is. There are some basic screening questions that must be answered and on the job posting it says to email it to [email protected]. [/quote]

Follow the instructions that you were given in the advert and email it

Edmund

Mark's picture

BOTH. And chat up the hiring manager while delivering it.

Mark

cbarlow's picture

Thanks Mark.
I that's what I was going to do.

For the hard copy would you suggest putting it onto one of those plastic binders? They see a bit cheese ball to me. But would give it a finished look.

juliahhavener's picture

Make it look professional. If that's a 'cheese ball' binder, so be it. How big is this response? One page? Forty?

It's all about being effective and impressions are everything. I know a guy who was hired for a job he is [b][i]utterly[/b][/i] unqualified for (which pays very well and is a very technical job) because of his attitude and presentation of self. His new boss is certain he can teach 'Bob' what he needs to know because of his previous successes in other areas and his skill in representing those achievements.

tlhausmann's picture

[quote="cbarlow"]Ok first a little background.
>There are some basic screening questions that must be answered ...[/quote]

As a follow-up to this thread. What if a company asks you to go through a phone interview (from your home) "to be fair to the other candidates" when you have served the company for several years.

To clarify, should internal candidates for promotion be treated any differently and go through the same screening processes (Why have a phone interview with someone who has served for a number of years?--a known quantity!)

This is not an urgent matter...just an incident that I know about in the past.

juliahhavener's picture

Is this a different job? A step up the management ladder?

With a previous company, there were several steps one could take in an individual contributor role. Most of them were automatic - so much time in position, meeting these goals, move forward one space. The final one, which began with 'Senior' had a board presentation to a management panel required. Lots of folks did not take the position solely because they didn't want to do the presentation.

In my current company, there are few steps on the individual-contributor ladder. The ones that do exist require competency testing before moving forward. Everything else requires a job posting and interview series before going forward.

tlhausmann's picture

[quote="juliahdoyle"]Is this a different job? A step up the management ladder? [/quote]

In the particular case I know about...yes. A boss retires and an internal candidate from that team (one of the directs) applies for the promotion. The candidate/direct is required to go through a phone interview even after having served the company for several years.

In a company with fewer that 150 employees...obviously, the candidate was well known.

Mark's picture

Regardless of whether it "should" or should not be, it's completely reasonable to ask internal candidates to do a phone screen.

MORE SCREENING IS BETTER.

Internal candidates get all the credit they deserve, in my experience.

The danger of them not doing it is not a lack of data to make a decision, but rather a perception of favoritism that harms their reputation.

It's not just the results of the process it's also the validity others attach to the process.

Mark