Today’s post is by John Walston, ResourcefulManager-in-Chief at ResourcefulManager.com.
Deciding who should get a promotion – and who should not – is a tough business.
It isn’t so much deciding who is best qualified – that’s a pleasant task and communicating to the lucky candidate that he or she is getting the job can be a real lift for both parties.
But then comes the hard part. Someone is not getting the job they wanted. That conversation is waiting for you, and it is much more difficult.
It’s easier if the winning candidate is already working for your organization, while the loser would’ve been an outside hire. This often happens when you have one leading candidate who’s already inside the company, but for the sake of competition you post the job and interview a few candidates from the outside, just to have a look-see.
But in the end, your inside candidate looked pretty good against what was available from the outside, so you decided to stay with the devil you know instead of the devil you don’t know.
You don’t owe much to the outside candidates, so telling them they didn’t get the job isn’t emotionally trying.