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Hi,

what would you advise in an interview when you like the position as such but you believe it should be at a different place in the organization (and let's assume that this is a pretty clear case)?

(a) Address the matter [+ shows organizational thinking]

(b) Not address the matter [+ until you have something, you have nothing]

Jochen

tlhausmann's picture

...in the interview. Are you suggesting that before you are even on-board you want to tell them they are doing it wrong?

GlennR's picture

I agree with the above. What possible good could come out of asking this question? What possible "bad"? Which one is more likely?

Sulmi's picture

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Thank you for your answers. I decided that I will not address is as a challenge but rather in the questions. Here is the reason:

I am applying internally and there is widespread agreement that the position is misplaced. However addressing it as a challenge or suggestion might be seen exactly as described by you. I will reserve this as an open question: Are there any plans to move the team to xyz? [and be prepared for: why do you ask with data].

What do you think?

delete_account_per_reacher_145083_dtiller's picture

I agree with my friends above.  Don't do it. Focus the limited time in an interview on answer their questions and presenting yourself as the best candidate. 

Let us know how it goes!

Dawne

Doris_O's picture

 I think it would be very hard to raise this topic without sounding like you are being critical of whomever decide the current structure.

When someone tries to suggest something similar in an interview with me, I usually smile, nod, say thanks and then cross them off the list. It's usually a pretty good indicator that the individual, if given the job, will second guess most everything they are required to do. This usually occurs with someone who does not understand the complexity of the decision making processes within an organization. Even if I, as the hiring manager for this position, did not agree with how it was going to be structured, I would have let go of the unchosen alternatives and move forward as had been agreed upon. 

"Wide spread agreement" sounds like a lot like gossip to me and/or people trying to undermine the decision that was made. So you want to give some careful thought to how you want to answer in case the interviewer raises the question. They may be looking for someone who was willing and ready to make the position work as it is structured, knowing that some folks think it is misplaced.  Alternatively they may be looking for someone to be able to correct what they know to be a bad decision. Either way you risk having your answer being a deciding factor in your hiring.

 

Sulmi's picture

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Hello everyone,

I report back what happened: Interestingly enough, the person interviewing me brought the topic up himself. He told that when he started a few weeks back, he was asked how he wanted to organize his team. He made the choice against the advice he had received. The reason he gave was that this particular position would make the rest of his directs look better (in the sense to give a more positive image).

I believe it was good to be patient to listen to the reasons. Now I know more.

Sulmi's picture

,

Sulmi's picture

Hello everyone,

just want to keep you posted what happened: I made it through the interview politely listening to a reasoning that sounded pretty unethical to me and inaccurate as well. After that, I withdrew my application as I could not imagine working for that boss.

Turned out that he lasted only for some months and left. Apparently several candidates withdrew their application after the interview.

Maybe I should have taken the opportunity (hoping that the new boss would not last long), but there is no use speculating.

Thank you for your help,

J.

 

tlhausmann's picture

Jochen, thank you for following up and letting us know what happened.