feedback to 2 unsucessful internal candidates


| 35 Posts

Chartered Member

22 Jan, 2015 09:23


I’m after some advice on how to feedback to 2 internal candidates, who work on the same team, who were not shortlisted for a senior level vacancy which is now being re-advertised externally.

The issue is how to deliver feedback that the candidates were not successful when:

* They have both undertaken the role on a temporary promotion basis for development - butdid not demonstrate deliver in role inline with expected standards

* One candidate has also been unsuccessful at another internal vacancy and we are concerned that another knock back will result in her leaving.

Both candidates are highly competent at in their substantive posts and we don’t want to lose them

Any advice on how to best communicate the feedback (what to say and what not to say) would be really appreciated.


  • Keith

    | 8974 Posts

    Chartered Fellow

    22 Jan, 2015 09:30


    "* They have both undertaken the role on a temporary promotion basis for development - butdid not demonstrate deliver in role inline with expected standards"

    When these secondments came to an end did you feedback their performance and the shortfall in delivery against expectations and did you agree a development plan with them to boost their skills and experience in this specific competency gap? Or di you say thanks guys great job?

    If you did the former you have something now to go back to and explain that the gaps are still there and hers what you plan to do to accelerate filling them (or an honest conversation about despite best endeavours gaps havent been filled - realistically will they be fillable?)


  • Lesley

    | 393 Posts

    Chartered Member

    22 Jan, 2015 10:48

    My thoughts echo Keith's.. how was their performance managed when they were not performing at the right level during the secondments?

    If this wasn't dealt with then they probably have a right to feel aggrieved at missing out on the promotion permanently.

    I think you just need to be honest with them - provide objective examples of where their performance was not up to scratch.

    To the one that has missed out on promotion twice. If she has aspirations for a more senior role she could become demoralised in her existing position and her performance may be affected - you need to see what you can do to prevent that by reassuring her she is wanted, good at her job and you will do what you can to help her gain that much wanted promotion.

    If she doesn't think that is the case, then she will probably leave, but that might not necessarily be such a bad thing. If she hasn't been right for two promotions, maybe she isn't right for a more senior role in your workplace - but she could be a great person in a more senior role elsewhere and she may at least leave on good terms rather than feeling stuck in a role she's unhappy in. 

  • Rachel

    | 35 Posts

    Chartered Member

    23 Jan, 2015 08:47

    Hi Both,

    Thanks for your input on this.

     The temporary promotions were put in place out of necessity and it was agreed to allow the employees to share the opportunity. As far as I know no feedback has been given - which makes this conversation harder.

     I think it will run along the lines of:

    • outline what is expected from the role going forward 
    • outlining where they both fell short of the shortlising criteria
    • agree a development plan & coaching to prepare for promotion
    • confirm valued member of the team and we dont want to lose them


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