Advice for giving feedback to a candidate denied a position

[Anonymous]

I recently hired a team lead (non-supervisory). Two people on the team applied for the same position. Both interviewed well and have similar experience. Candidate A has worked on the team for 10 years. Candidate B has worked on the team for 6 years. I chose Candidate B because this person has an awesome attitude, strengthens the team through mentoring and encouraging others, is well liked, and worked well with me (this position is somewhat of an assistant position). Candidate A has asked me for feedback on their interview and what they can do to position themselves to get a similar job in the future. The problem is that Candidate A has a terrible attitude (won't even say good morning), has bullied other people on the team, generally has a bad attitude, and does not have the leadership skills that Candidate B has - frankly, I don't even think Candidate A likes me, so working even more closely together would be more work for me. Similar positions have opened at my institution and none of the other supervisors want to interview this person based on their poor attitude and interaction with others. How do I tell them professionally that they didn't get the job because their attitude sucks, without saying "your attitude sucks." I am also being sensitive, because I know this person is dealing with some personal stuff at home, and it's definitely impacting their attitude at work.

[Anonymous]

Have you ever brought it up with A in the past? Have they been defensive about their attitude? If you’ve never said anything then you guys kind of suck.

[Anonymous]

Have you never spoken to her about bullying other coworkers? Yikes

[Anonymous]

OP - yes. I have spoked to this individual about their attitude. Unfortunately, none of the people subjected to the bullying felt comfortable approaching this person about it. They have also asked me not bring it up with specific examples so things "don't get weird." This is a gov. position and previous supervisors have not done anything about this person in terms of performance reviews or disciplinary action. I am a new supervisor to this individual but have only been in this role for 5 months. Just did mid-years where we discussed professional in the work place.

[Anonymous]

I would not give feedback. You are at risk of discrimination for your hiring decision if you do. Or if you really want to, talk to an HR person about what to say, how to phrase it and if you should. If you do, write out a script and stick to it. The person is likely to get emotional and try to get you to be more candid and you don't want to be. I also don't think it's fair to be falsely encouraging to people.

The person should probably ask a peer for feedback or HR.

[Anonymous]

^^it's not fair

[Anonymous]

^^Oops, never mind that correction

[Anonymous]

Anonymous wrote:Have you ever brought it up with A in the past? Have they been defensive about their attitude? If you’ve never said anything then you guys kind of suck.

An adult has to be told to say good morning and have it explained to them that they should get along with people in order to be a supervisor?

[Anonymous]

Anonymous wrote:

Anonymous wrote:Have you ever brought it up with A in the past? Have they been defensive about their attitude? If you’ve never said anything then you guys kind of suck.

An adult has to be told to say good morning and have it explained to them that they should get along with people in order to be a supervisor?

Could be autistic for all I know. Not everyone in management is nice.
But it's hard for me even fathom why an employer would keep a bully around for 10 years.

[Anonymous]

I would say nothing. But clearly they need to work on their leadership skills. People arent promoted for doing a good job at their current job. They are promoted if someone sees potential in them do to the new job.

[Anonymous]

I would not say anything. Temember the old line from Dragnet: Anything one says can and will be held against oneself.

[Anonymous]

Some people need to be hit between the eyes with a frying pan before they connect two and two. It sounds like she doesn’t get it OP. You can choose to be kind and provide feedback to her, and no you will not be cited for discrimination. Although you don’t owe her anything really it would be an act of kindness on your part. Or You can choose to keep her befuddled by saying something vague like B demonstrated more readiness for the role. The latter is obvi the easier path to take but it does A no favors and, she won’t get the chance to improve. I guess, if you give it to her straight, will she listen / hear the feedback ? If not, I wouldn’t waste my time.

[Anonymous]

Sounds like the person who should be fired is......you.

[Anonymous]

Anonymous wrote:I would not give feedback. You are at risk of discrimination for your hiring decision if you do. Or if you really want to, talk to an HR person about what to say, how to phrase it and if you should. If you do, write out a script and stick to it. The person is likely to get emotional and try to get you to be more candid and you don't want to be. I also don't think it's fair to be falsely encouraging to people.

The person should probably ask a peer for feedback or HR.

This.