Need help with a moral dilemma...

You can’t actively pursue a course to stop someone else getting a position, especially if it’s a promotion from their current position. It can be seen as being prejudice against that person and you open yourself up to all sorts of issues.

The ways I would go about it.. and I have done them in the past;

Be honest.. if you’re close to the hiring manager, say it off the record. We had a girl that was going on maternity leave and it was well known that she wasn’t planning on coming back. I just simply said.. “you didn’t hear this from me, but a little birdie tells me that she ain’t coming back”… and just leave it like that.

The other way of doing it, is to sell the opportunity… “I think this is a great position, and with the current job market… that we could get someone in to fulfil it that could add additional value to the company… someone who knows about xyz as well as abc… it may be worth advertising it..”

You could actively train a possible replacement, which I’ve done in the past too… then say.. “oh (said person) has been helping me with …. They really know what they are doing, I think it would be a shame to overlook them as a replacement, maybe we should offer an interview to them as well…”

The main thing is.. you can’t officially say that this person is ****… even when the person has left and then ask you for a reference. My go to line is.. “ermmm I don’t feel that I’m the best person to give a full account” maybe you should ask someone else or HR…”
 
slinxy said:
The ways I would go about it.. and I have done them in the past;

Be honest.. if you’re close to the hiring manager, say it off the record. We had a girl that was going on maternity leave and it was well known that she wasn’t planning on coming back. I just simply said.. “you didn’t hear this from me, but a little birdie tells me that she ain’t coming back”… and just leave it like that.
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No.

slinxy said:
The other way of doing it, is to sell the opportunity… “I think this is a great position, and with the current job market… that we could get someone in to fulfil it that could add additional value to the company… someone who knows about xyz as well as abc… it may be worth advertising it..”
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Yes.
 
Have a word with the guy that's said he's going to clear off, ask him when he's going to confirm this with notice because there are things going on at work that will depend on it. Tell him to go talk to HR about it. Let them resolve the situation.

Beyond that, you've given your recommendation, onus is on the decision makers now, not you.
 
mid_gen said:
Have a word with the guy that's said he's going to clear off, ask him when he's going to confirm this with notice because there are things going on at work that will depend on it. Tell him to go talk to HR about it. Let them resolve the situation.
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I doubt his priority is making sure the workplace he is leaving is going to be ok - unless he wants a reference or wants to come back?

What did the OP decide in the end?
 
ivrytwr3 said:
I doubt his priority is making sure the workplace he is leaving is going to be ok - unless he wants a reference or wants to come back?

What did the OP decide in the end?
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Some good replies in this thread, mostly very much appreciated. I have a meeting with HR on Thursday about the guy anyway. I plan to make it very clear that I don't think he's a suitable replacement and that we need to begin recruitment ASAP.

This guy never wanted my job anyway and I don't think his skill set is appropriate. I think the only reason they want to shoehorn him in is because it's easier that way.
 
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ivrytwr3 said:
I doubt his priority is making sure the workplace he is leaving is going to be ok - unless he wants a reference or wants to come back?

What did the OP decide in the end?
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Given the options it’s the only worthwhile thing to do. If he’s made his recommendation and wants to respect the guys privacy, then forget about it and move on to the new product, someone else’s problem.
 
dirtychinchilla said:
Some good replies in this thread, mostly very much appreciated. I have a meeting with HR on Thursday about the guy anyway. I plan to make it very clear that I don't think he's a suitable replacement and that we need to begin recruitment ASAP.

This guy never wanted my job anyway and I don't think his skill set is appropriate. I think the only reason they want to shoehorn him in is because it's easier that way.
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If he doesnt want the job he can just refuse it?

Or is your worry he'll take the job and then bounce, leaving you in the **** if its a small company?

Has he been approached about the new job (aside from your off the record chats?)
 
mattyfez said:
If he doesnt want the job he can just refuse it?

Or is your worry he'll take the job and then bounce, leaving you in the **** if its a small company?

Has he been approached about the new job (aside from your off the record chats?)
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I think they'll try to convince him to the point where he might just accept it for an easy life. But yeah, you're absolutely right - I'm worried he'd take the job, then leave, and then I'll be stuck having to find a replacement and do his work in the mean time.

He has been approached, yeah.
 
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CrimsonAvenger said:
Right answer. No other choice really.
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I think that's the dilemma though... If it's a small company and they hire a lemon (or his colleague who isn't really invested in the roll)..
At best the OP will be lumped with overseeing the new hire aswell as getting his new product up to speed.

And possibly if it goes really **** up with the old product it could hurt the company, and therefore the OPs job security?
 
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