We have batted this subject around a few times here at FOT already, and I suspect we will talk about it many more times in the future. It’s the debate of using the internal candidate. I ranted about this last summer with our fearless leader, Kris Dunn. I accept his points of view, and many of those that posted comments, as valid reasons why organizations feel that a safe bet is to look internally. Of course, I gave my (many) reasons for my own point of view as we debated the subject back and forth. No winners here - just two different points of view from a couple of guys on the opposite sides of the table.
While Kris drove many of his points home in the post – I would like to draw attention to another scenario where the introduction of an internal candidate can (really) drag things out – and undermine the entire search process. This is presenting an internal candidate and allowing them to lobby internally for the job. A young female Director level employee was presented to me by a key member of the search committee very late in the search process. She was supposed to be an internal candidate for a “C-Level” search we were working on. Her biggest problem was she thought she had a real advantage of winning everyone over by using an internal lobbying strategy with key executives and the search committee.
Maybe this was a good plan? Nope – not really. Not so much…
She thought she was incredibly smart, when she decided to use some of her political capital on this search, by convincing four senior executives of her IT software company and two customers to send letters of recommendation to me, members of the search committee and the CEO. Each letter attempted to drive home various points as to why she was THE Ideal Candidate for the executive position we were retained to fill. Six LOR’s? Are you kidding me? What the…. was she thinking?
I really felt that she (and the executive team that allowed this behavior) took this way over the top!
In the candidate vetting process, it was clear that the one (and only) advantage she had (or not) was her internal network. What she tried to accomplish was a an ”end around” on the search committee and the search process. She tried her best to impact a positive outcome for herself single-handedly. Now that’s teamwork! This turned out to be a huge mistake on her part. What actually happened was she drew a huge spotlight on her lack of qualifications in many facets of this assignment. It wasn’t even close. In the end she probably “tainted” herself in the organization and will always be labeled for what she attempted to do - and did – unsuccessfully. By her immediate disqualification as a viable candidate – she also painted many of those in her political net (that wrote the LOR’s) with the same brush. It will clearly raise questions about their judgment with other executives in the company from now on. Not good…
So…in the end, as the search consultant, I had to be the bad guy (go figure) and tell her she was no longer under consideration as a candidate. Not pretty – but completely avoidable. She should have never been positioned as an internal candidate. I can sometimes see the reasons why an internal candidate should be considered for a critical position opening…
That was not the case in this search.
Tough situation Tim, feel for you as I have been there on a few occasions, ugh.
For search committee, HR and line managers, internal candidates(IC) make perfect sense, but the search firm needs to know about them as early in the process as possible (ideally at outset). IC’s are not only often viable; they are usually high performers who deserve consideration for promotion. The key is to treat IC’s EXACTLY as you are treating others in the process. Your scenario where the senior execs were writing letters of recommendation is fine, but the search committee needs to be informed that you will also need to secure the same letters from the outside candidates for their search files as well.
I’ve actually recommended an IC over external in some engagements, especially if the promotion of that person to the role fits the spec well. At minimum, it sends a great message to the organization that you will promote talented people from within.
Exactly! It’s all about leveling the playing field for all candidates involved – to your point. Allowing this to take place can put the externals in an unfair competitive disadvantage.
still love every scrap I have left in my stash and ever project I’ve done with it! Thanks
for sharing.
People are always telling you what to do, but what’s right for them may not be right for
you.I really wish I would of thought of that!