This can't be right....can it?

beardy007

Three months ago I took over the running of a small department at a council in the south east of England.

In the past three months, two senior members of staff (there are seven in the team) have left the organisation for career-advancement reasons.

On each occasion, junior members of staff have applied for the more senior vacant role (and, in my mind, been suitable candidates). And on each occasion the chief executive of the council has pulled me to one side and made it clear that she wants an external candidate to get the positions.

I appreciate that she (the chief exec) should have an opinion on recruitment but on both ocassions I have had to lie to staff and say they weren't good enough at interview etc when this hasn't been true.

The reason the chief exec didn't want either candidate to get the posts was basically just a clash of personalities. When I stood my ground on the second occasion, and said the internal candidate gave the best interview, her response was "I cannot support that appointment, make an alternative choice."

I then had to go back and falsify the scoring from the interview - which can't be right, can it?

ohreally

beardy007 wrote: »

I then had to go back and falsify the scoring from the interview - which can't be right, can it?

What has the HR individual who sat in on the interviews got to say about this?

Can you decline involvement in future interviews due to the chief execs interference (with a view to sending out a message there is a serious problem).

misspereira

I can see how the situation is unfair on you as you are the only person who has been put in an awkward situation. However, having worked in an environment where personalities did clash, I can assure you those things make a huge difference...

What I mean by this is that, although it feels awfull to have to follow up on a decision that you don't agree with, I can't really disregard the merrit of personality clashes... it is horrible to work in a team where people don't get on... it affects everyone!

I would however, never fiddle with any scores. I would, if possible, just add the comment that the chief executive raised an issue with personality clashes and, as this is something you, as the interviewer, need to take into consideration (for the benefit of the team in question's walfare) had to therefore select another candidate.
Try to record what happened in the most accurate way it is possible: i.e. it was not your decision.

Hope it helps.

beardy007

There was no HR involvment at the interview. Just myself and my line manager (who received the same 'chat' from the chief exec and was happy to go along with her suggestions - he has been at the council for 15 years.)

The only other person I have mentioned it to told me that she had done the same thing to him a couple of years ago. He was asked for the shortlist for the post and told to remove the internal candidate as the chief exec didn't rate the candidate.

I am really annoyed by the whole thing, especially as I am now likely to lose two more capable (in my eyes) members of staff. I realise that I should've stood up to her but being new to the job, I was 'scared' to rock the boat.

getmore4less

Just tell them straight, you don't get on with the Chief exec you are going nowhere unless you fix that.

What level are these jobs that these people have managed to even get into the Chief exec head.

I would have a good look through the policy docs on recruitment.
There must be some way to expose this.

Who appoints the chief exec.

edit:

watch out the chief exec is slowly getting you in their pocket whats next you have to say yes to.

Buellguy

getmore4less wrote: »

Just tell them straight, you don't get on with the Chief exec you are going nowhere unless you fix that.

What level are these jobs that these people have managed to even get into the Chief exec head.

I would have a good look through the policy docs on recruitment.
There must be some way to expose this.

Who appoints the chief exec.

edit:

watch out the chief exec is slowly getting you in their pocket whats next you have to say yes to.

My bold

Also, she is getting YOU, not HER to falsify documents

Also, if you really think about it, are the Council actually getting the best person for the job. You, yourself, stated that the internal candidate was better. (sarcastic head on) Nice to see councils giving the taxpayer value for money (sarcy head off - rant over).

I'd be very careful here, I think you have to report it, but who to, my personal one would be a Union, if you are a member.

denla

Before you report her make sure you repeat this scenario again, but this time round keep a voice dictator/mobile phone to secretly record her saying this. Then you'll have evidence she attempted to tamper with promotions.

gibson123

No it's not right, can you do anything without jeopordising your own career - yes get a new job. Sorry this is a no win situation. it would be the same in the private sector if a CEO vetoed an appointment you would have to put up and shut up. You could try a quiet word, but if colleagues of 15 years service are not rocking the boat, take the hint, it's probably a well trodden path with casualties going back years.

sweetilemon

Where are these jobs advertised? Could be in with a chance joke. Anyway, its a tough one because you don't want to be the one going for a promo and he doesn't like you but its really not right. If you could take missp's advice i would maybe do something like that as if it 'came out' it wouldnt be your job on the line. Unfortunately a lot of jobs are not just about how good you are at the job but also how you'll fit into the team. Is it maybe a way or reducing costs and increasing staff as if someone internal got the job he would have to advertise their job or be 1 staff down?