Resignation podcasts are golden.  I love having an outline for what can be a difficult/stressful situation like turning in a notice...Best of all it works!  It works so well, that I've been asked to interview my replacement before leaving.  I have initially said yes, but after thinking about it I'm becoming uncomfortable with the idea.  I'm leaving for an awesome opportunity but I also have some very specific reasons for not wanting to stay here that have to do with some integrity related issues of a co worker that management chose to ignore. 

I want the organization to move forward and be successful without me, but I'm not sure that me interviewing my replacement is a good idea...I'd love to hear everyone's thoughts....

jhack's picture

Often, once we've decided to move on (jobs, geography, whatever) we tend to focus on the negative of what we're leaving and the positive of where we're heading.  It's natural, and helps ease the transition.  So of course you see the downside of the situation you're leaving. 

The next person in your old job might not share your concerns.  They may have a unique ability to accept or change the things you find unworkable.  There may be moves afoot to address the situation you don't know about.  

What's the downside of doing the interviews?  You can still be positive.  You can honestly assess the candidate. 

The downside of backing out now, however... 

That's what you have to balance. 

John Hack

MsSunshine's picture

For me, this would be a question of whether you have expertise no one else can cover.  If so, then you can provide great value.  If not, then I'd wonder about the value.  Knowing this will also help you be objective.  You'll have specific topics to cover and assess.

I have actually had to do this several times when moving jobs in the same company and it is hard.  I'd have to keep reminding myself to stay on track.  You have to keep away from judging them against yourself as you are now with years in the job.  Any new person will not do it exactly like you do.  They also are likely to be weaker in areas ... but could be stronger in areas too.  What I always asked for was a list of what they wanted me to assess.  Then I would come back with an evaluation of where that person fell in those areas - strengths, weaknesses and any areas that I felt needed more exploration.

This may be because I am very careful in picking the slate of people I have interview.  I assess what areas we need to cover and make sure we have people to cover them.  People have very clear areas to interview on.  I usually do try to have overlap.  But I don't have too many people who would just be covering the same thing.  But maybe that's just me.  I do know other teams who have everyone talk to the person.  They say it's to make sure there are no personality clashes.  They usually do that by doing interviews in groups of 3.

robertg34's picture

Good point.  Thanks.  It's the first time I've had to do this, so it seemed a little strange to me.   Knowing others are put in the same position does help.