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Conducting Candidate Search before current emp resigns
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Conducting Candidate Search before current emp resigns
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Scenario - due to change in management, it's anticipated a manager will depart - not necessarily immediately, but when a new position is found. I've been asked to begin a search for her replacement -
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Conducting Candidate Search before current emp resigns
posted at 8/23/1999 6:22 PM EDT
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Posts: 67
First: 7/20/1999 Last: 6/30/2000 |
Scenario - due to change in management, it's anticipated a manager will depart - not necessarily immediately, but when a new position is found. I've been asked to begin a search for her replacement - and am very uncomfortable doing so.
At this point, we have no indication she is searching. She will, however, undoubtedly search some of the same places where our "ad" would appear, i.e., Headhunter.net. I can mask it somewhat, but . . . Any ideas? Other than using an agency and conducting interviews off-site, I'm at a loss. Also, what do I tell potential candidates - "well, when the incumbent resigns, which we are sure she will . . . then the job is available." Same for the agency conducting the search! I've not had this experience, ie., where management says - begin search for the replacement while incumbent still here, except in the case of a possible termination. Such is not this case. Thanks. |
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Conducting Candidate Search before current emp resigns
posted at 8/23/1999 6:56 PM EDT
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Posts: 2
First: 8/23/1999 Last: 8/23/1999 |
I would review past resumes' received for this same position. After all, when this manager was offered the position, if they declined there must have been an alternate candidate. |
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Conducting Candidate Search before current emp resigns
posted at 8/23/1999 8:50 PM EDT
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Posts: 31
First: 6/30/1999 Last: 10/7/1999 |
You are correct in feeling uncomfortable with this peculiar approach to replacing a manager. The incumbent has not given notice and, apparently, has not yet begun a job search. Her departure is "anticipated" by others but has not been confirmed. To begin interviews for her replacement when there is no indication that she will leave, or when, is not a good business practice.
Why not discuss the situation with the incumbent? For example, is she planning to leave? If so, when? And does she have recommendations or any input regarding her replacement in terms of qualifications, etc. Since she is not being terminated, open discussion should not be a problem. |
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Conducting Candidate Search before current emp resigns
posted at 8/23/1999 11:32 PM EDT
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Posts: 323
First: 6/15/1999 Last: 9/9/2011 |
Sounds like a murky situation to me. I tend to agree with Lynne about discussing this with the "anticipated departee", however, where is management on this? Why does management anticipate her departure? Did she make statements indicating this or do we have "wishful thinking" on management's part? If you don't already know this, I'd find out.Probably, the bottom line is that you will have to do what your management instructs you to do, still...it would be "better" to know what you are really dealing with.
Yep. Murky, murky, murky. |
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Conducting Candidate Search before current emp resigns
posted at 8/25/1999 1:25 AM EDT
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Posts: 35
First: 6/30/1999 Last: 4/18/2011 |
Been there...done that...& I have the bruises to prove it.
Our executive committee (of which I am a part), decided that our IT manager was not effective in keeping himself or our company up to date on technology issues, and therefore, we better find a replacement for him or a higher level IT professional to run that department. I was able to recruit in a "blind" way (using the address of a relative with a different last name than mine), word still leaked within the company that we were seeking his replacement. And as the HR guy, I got the brunt of his wrath. While replacing him wasn't my own idea (although I did concur), I wasn't going to rat out on the instigator of the process. After talking to him, for a long time, I was able to reduce his anger somewhat and show how he can continue to be of some value to us. But if we had that discussion up front, rather than going behind his back, the atmosphere would have been brighter. The point is, be up front with the person. It is more comfortable for everyone concerned. |
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Conducting Candidate Search before current emp resigns
posted at 8/26/1999 11:02 PM EDT
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Posts: 16
First: 6/21/1999 Last: 7/19/2001 |
Also been there, done that and have a different perspective.
Yes, we talked w/ee, who assured us not leaving. We still suspected otherwise. Began search in earnest (yes it is uncomfortable, but what is best for the company?), found candidate. EE resigned the day we decided to offer position to candidate. This was a key position and not having someone in the spot for a long time (advertise, interview, 2nd interview, check refs, offer, give 2 weeks notice . . .) would have been very bad for co. The ee was not thrilled that we had already found replacement, but what could she say -- she had lied to us. Find out for sure what the situation is and why it is thought the ee is leaving. |
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