Wednesday, April 4, 2012

Promotion puzzler: Must you continue to interview candidate you ...

Some employees are serial applicants, tossing their hats in the ring for every promotion opportunity that comes up. While they may be eternally optimistic, the constant interviewing can be a huge waste of time for managers who know, based on past interviews, that the employees won?t be right for the jobs.

The bottom line: You don?t have to keep interviewing those candidates. Just be sure to document all the interviews you already conducted with these employees and why considering them again would be pointless.

Recent case: Victor Keffer worked his way up from the bottom into midlevel management at the Kroger grocery store chain.

During a reorganization, Keffer?s old job was moved higher on the org chart. He interviewed for it, but wasn?t chosen. He was also interviewed for two other similar jobs, but was found to be the least qualified candidate. He was then offered a loss-?prevention manager job, which he considered a demotion.

When yet another management spot opened up, Keffer applied. This time, he wasn?t even interviewed, based on his prior interviews. He sued, alleging age discrimination.

The court accepted Kroger?s ex??pla??nation for refusing to interview Keffer, saying the same man?agers who interviewed Keffer before didn?t have to waste more time in???terviewing someone they knew wasn?t a good match. The case was dismissed. (Keffer v. Kroger, No. 5:10-CV-554, ED NC, 2011)

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