The manager position in my department was vacant and I applied.

17 Comments

1. AnonymousSeptember 6,2022 at 1:02PM UTC

   A lot of companies are required to post jobs. I’m sure it’s not at all a reflection on you. Sounds like they never actually compared you with the other candidate, as they had made up their mind, so their selection has no bearing on you or your performance. Your last statement confuses me a bit. Why wouldn’t you be professional and support the new management? If you are angry that you were not selected for the position, that might be a sign it’s time to find another role at another company.

2. SerenaSeptember 6,2022 at 2:03PM UTC

   I agree with the comment before, employers are sometimes required to post jobs and it likely isn't a reflection on you that you weren't selected. I wouldn't take it personally and if your are looking for a better position, try another company. There's nothing wrong with putting your resume out there and testing the waters to see if a better opportunity comes up.

3. AnonymousSeptember 6,2022 at 2:38PM UTC

   They have to post it due to internal policy.

   You be supportive by introducing yourself, make sure you are available to assist and support. You are positive and willing and approachable.

4. AnonymousSeptember 6,2022 at 2:41PM UTC

   Now more than ever, I'm noticing a lot of positions are listed but they already have selected the candidate. I was in three rounds for an 'open' role only to find out that there was an internal candidate from the beginning. I wish there was a way that companies could get around the listing policy. It wastes candidates' times and their teams as well. It's not you and although it's hard to move on, you can only control your actions, not others!

5. Joanne RosenSeptember 6,2022 at 4:18PM UTC

   These are CYA posts. They need to cover all bases so they can't be accused of . . . whatever.

   I've had clients send me job postings that were clearly only meant for internal applications but, according to their HR policies, must still be posted outside. (They required expert knowledge of their proprietary fundraising software specific ONLY to that university.)

   Now? Be professional but polish up your resume. It's clear they don't value your contributions. It may be, though, that they don't really KNOW your contributions. That's another reason to shine up that document with achievements!

   Cheers

   Joanne Rosen

   https://www.analyticadvantagecc.com

6. Barb HansenSeptember 6,2022 at 4:51PM UTC

   >>So why post the position?

   I have no idea, but I'm interested to see what the HR professionals on FGB say about this.

   >>Also, how do I be professional and support the new management?

   I take it you are asking how do you be professional and support the new management as you are now <insert your feeling> about not being selected for the position.

   1- Separate your feelings about not getting promoted from the new manager.

   The person who got promoted is not to blame for you not getting promoted. Treat that new manager as you would any new manager.

   2- If you want to get promoted, create a plan and work that plan.

   After your new manager gets settled in (give them a few weeks), set a meeting with them to discuss your desire to get promoted. if they are unable to help you (i.e. they are brand new to the company and they don't know enough), you can still tell them that you are going to meet with another manager in the company to create a plan for your promotion and that you'll share that plan with them to get their feedback.

   3- Be prepared to find a new job

   if you current company won't promote you (for whatever reason), start building a plan to find a new job. Do you need to take management classes? Does your current company offer management training? If yes, ask to take those classes (if you need permission, if you don't need permission to take classes offered by the company, the take as many classes as you can). Find a management mentor (at your current company or some else you know)

7. AnonymousSeptember 7,2022 at 1:34PM UTC

   Realize that you are in the role at your company, and won't be moving forward. Take it, or look for something else.

8. AnonymousSeptember 6,2022 at 10:59PM UTC

   They posted the position to fulfill legal or political item requirements.
   Happens a lot. I’m sorry that you got caught in the cross-fire.

   On supporting the incoming manager: Remind yourself that the incoming manager had nothing to do with the response you received from leadership. If you genuinely like your job, give the incoming manager a chance— and your full support.

   If, on the other hand, you can’t look past your organization’s failure to consider your candidacy, it’s a great time to look for a new role.

9. Shanita Taylor BSIS, BSc (Psyc), M.A.E.LSeptember 7,2022 at 2:46AM UTC

   This happens often. Many times they already know who they want to fulfill the positions. You can ensure your resume stands out and do your best daily. You can't take this out on the new management, it was leadership decision/choice, if the new hire for the position did not try to intentionally stop you from prevailing.

10. JJSeptember 7,2022 at 3:07AM UTC

    Many states and companies require posting. This company obviously knew who they wanted to hire and must have forgotten to post until after.

11. Carol23September 10,2022 at 3:35PM UTC

    Unfortunately, that happens all the time. I tested for a position in my company. I ended up testing highest on the test. I was given the position and after I started, I found out that they only reason they gave the test in the first place was to qualify the person that had already been in that position. Those that I worked with did everything they could to sabotage me. (throwing out time cards that were to be sent to other locations or switching the locations to incorrect locations, etc.) I transferred to a different location until I found something new.

    How to be professional and support the new management? Honestly, just do your job, be respectful (and keep looking for something new).

12. AnonymousSeptember 12,2022 at 1:31PM UTC

    This is pretty standard.
    I've been in the position of being the pre-selected candidate, as well as one that didn't get the job because it was meant for someone else.

    When I was the pre-selected candidate, it was for a position that my director had created for specifically for me. It catered to my strengths, passion, and skillset, and filled a large gap in our organization. I had already been taking the initiative to fill that gap with side projects for some time, and this was my director's way of recognizing my efforts and my supporting needs. I was also involved in defining the job description.

    When I was not the pre-selected candidate, I used it as an opportunity to get my name out there and expand my network. One one occasion, when another similar opening became available I was already on the short list, as I had interviewed well and developed an ongoing relationship with the team in that area.

    Later in my career, when I was the one interviewing, I realized the value of interviewing these candidates. It shortens the time to fill future positions, and helps ensure you're bringing in the right fit.

    If you build a good relationship with your new manager, they may be able to support you moving into a new role or team you're interested in even if a position doesn't exist yet. One manager I had assigned me to a joint project with a team I was interested in, another started to include me in meetings I would not have otherwise had access to.

13. Kathy SternerSeptember 12,2022 at 3:13PM UTC

    This does happen all the time and at time but on the positive side, a majority of the time there is no specific candidate in mind.
    I have experienced this as well, but there was no malicious intent from the start. It has happened to me several times in the last few years, and yes, my ego was bruised. However, the experience pushes me to work harder and show I am a good, promotable candidate and by engaging on special projects and stretch assignments, you or I could be the next one to be promoted.

14. Sharon GrehanSeptember 12,2022 at 4:39PM UTC

    This is a more common situation that it should be. The most professional approach is to ask what skill sets you can work on to put you as a top choice in future for a similar level of responsibility. Even if it wasn't what prevented you from getting this particular job, it will be valuable input for your development plan and shows leadership that you are investing in your own development

15. Valerie RiegerSeptember 12,2022 at 5:34PM UTC

    The new manager had nothing to do with how the company managed the selection process. Don't transfer your ill will and distrust on the organization on you.

    The best way to be professional and supportive of the new manager is to do just that - be professional and supportive.

16. AnonymousSeptember 14,2022 at 2:40PM UTC

    As mentioned by so many here, this practice of already selecting someone before advertising the position is all too common these days.

    My best advice is something that a previous supervisor/mentor once told me for a 3 to 5-year career plan; during the first two years in a position, you are in a learning mode; take it all in and learn as much as you can. By the third year, perform an analysis; are you being groomed to move up to your supervisor's job and perhaps for another promotion? If you are interested, then work towards that goal. However, if by the 5th year you have not been promoted and are not being groomed for a promotion, it is time to consider looking for a new job.

    If you are unhappy with the hiring practices at your company, finding another job would probably be best for your career growth.

17. AnonymousJune 26,2023 at 3:22PM UTC

    I disagree with what your prior supervisor said. Not every company moves at a two to three year succession planning pace. My company, albeit, not small, has such low turn over in many positions that there is nowhere to move up. In fact, as the head of Talent Acquisition we have these discussions with candidates coming in. If they are in a hurry to move up in 2-3 years, we may not be the place for them, on the flip side, are they willing to relocate if the position they want turns up in another part of the country. But if they are looking for a great company that takes care of it's people and they are in it for the long game, then we may be the place for them. Also, candidates need to know that if they want to move up they need to advocate for themselves. Our company does a companywide check in with all employees 3 times a year so that we always know where they want to grow. Also, we post every job internally for a week before posting externally and all interested employees are to be interviewed, and if not are selected only then, will we post externally. Not all companies operate in the manner that the OG poster mentioned. Our company strives to not be like those.