Introduction:
Have you ever experienced the disappointment of not being selected for a promotion? Have you found yourself wondering why you haven’t been hired or promoted despite your best efforts? If you can relate to these situations, then you’re not alone. Many individuals, including myself, have been through similar discouraging moments. We strive to give our best, but sometimes, the reasons behind not being chosen remain a mystery.
Why did I not get selected? What did I do wrong? Or maybe a better question is what do I need to improve for the next opportunity? I hope to help you with these questions.
Understanding the Selection Process:
As someone who has served as a selecting official for both management and non-management openings, I am familiar with the challenges faced by candidates. When faced with repeated rejections, it’s easy to feel helpless and question your abilities. However, I aim to change that thinking and empower you by providing a glimpse into what might be going wrong and actionable steps you can take to turn things around.
By understanding the insights shared here, you will gain valuable knowledge that will help you navigate your next interview or job advancement opportunity more effectively.
In this article, I will share five key factors that I considered when promoting individuals. I will also share the top five factors that other hiring managers use when promoting a person to a supervisor position.
Additionally, I will help you assess yourself in these areas, as they play a crucial role in determining your promotion potential. The great news is that these factors are not insurmountable obstacles. With dedication and effort, you can enhance your skills in each area and significantly improve your chances of securing that coveted promotion.
Unveiling the Five Key Factors
In this article, I will delve into the five fundamental reasons that influenced my decision-making when selecting candidates for promotions. These factors are not complex or difficult to comprehend but often overlooked. By focusing on these basics and working towards improvement, you will significantly enhance your chances of success.
Reason #1: Poor Interview Skills
The interview plays a crucial role in securing a promotion or a new position. It serves as an opportunity to make a positive impression on the organization or upper management. Your answers, demeanor, and overall presentation are essential elements. A weak interview performance can hinder your chances of promotion, akin to a runner with a slow start in a race. It places you at a disadvantage, requiring extra effort to catch up.
Inadequate interview skills can many times be attributed to a lack of preparation, which is something I observed during candidate interviews. For example, a candidate should have basic knowledge about the organization or job position to which they are applying. I recall candidates who had not visited my organization’s website or had much of a clue as to our vision and goals. Distinguishing between candidates who prepared extensively and those who did not was relatively straightforward.
To improve your interview skills, it is crucial to invest time in preparation, anticipate potential questions, and practice your responses. Additionally, pay attention to appropriate attire and, if applicable, ensure good lighting and sound quality for video interviews conducted remotely. Research the position you are applying for, compile a list of relevant facts, and anticipate potential questions. By diligently doing your homework and practicing, you will enter each interview well-prepared and improve your chances of getting selected.
Don’t let a weak interview undermine your chances of promotion. Dedicate time and effort to enhance your interview skills. We have additional training resources available on this website, which I will link to below, which can help you improve your interview skills. By putting in the necessary work to improve this critical area, you will ensure a strong start to your promotion journey.
Reason #2: Lack of People Skills
Obtaining a leadership position requires proficiency in people skills, which have become increasingly vital in today’s work environment. In contrast to the command-and-control structures of the past (when I started in the workplace), modern workplaces emphasize collaboration, teamwork, and effective communication.
Leaders must possess the ability to work with and listen to employees, fostering an environment where ideas flourish and concerns are addressed.
I believe two essential aspects of good people skills are active listening and effective communication. Active listening empowers employees, making them feel respected and valued, while effective communication can motivate and inspire teams.
Leadership roles necessitate the ability to lead multi-functional teams and foster collaboration to achieve superior outcomes. Cultivating good people skills is essential for success in such positions. Continuous improvement in this area is vital, as it enables leaders to navigate the complexities of the modern workplace. Training resources are available on this website to support your development in this crucial area.
Reason #3: Poor Work Results
Your track record will inevitably be scrutinized when applying for a promotion, as it will be compared to other candidates vying for the same position. When evaluating candidates for promotion, I assessed three aspects of their current work: timeliness, quality, and quantity. Excelling in your current role and consistently delivering high-quality results is the first step towards securing a promotion.
Past results can be a good indicator of future performance. For example, if a person is routinely late with their reports as a salesperson, what would you expect if you promoted them to a manager position? Would you expect that to change overnight? I must tell you in my experience it usually does not. Bad habits continue until they are recognized and dealt with by the individual.
These bad habits or poor performance give the selecting official pause because they want better outcomes for a leader. More importantly, they want better outcomes for the employees the manager will lead.
Evaluate your performance and consider comparing your work to organizational averages or the performance of your peers. For instance, if you are a salesperson selling five widgets per month, how does that compare to the sales performance of your colleagues? Is your current work of high quality? Is it timely? All these questions will be examined by the selecting officials so why not look at them in advance?
Your current work results matter when you apply for a promotion. Therefore, conduct a thorough self-assessment in this area and identify areas where you need to improve. Be confident that when you apply for a promotion your work record will speak highly of you and help you move to the next level.
Reason #4: Lack of Supervisory Traits
To be considered for a supervisory or leadership position, it is essential to set a positive example. When assessing candidates, I looked for qualities such as integrity and responsibility. For example, leaders must exercise control over their words and actions, and they must set a good example for others to follow.
A good candidate shows positive leadership traits before applying for a promotion. They have a track record of honesty, dependability, and personal discipline in their actions. They can be counted on and are responsible for their work. This gives the selecting official confidence that the person is mature and ready for more responsibility. I favored these types of individuals.
What do your integrity and responsibility look like to others? Do these traits show themselves in your emails, in your phone conversations, or webinars? How are they reflected in your work product? These things will be looked at when you apply for a promotion. And when I considered a candidate for a position these items spoke to me louder than their words. I want a leader that is going to solve problems, not create them. I want a leader who is going to inspire others to be better by reflecting on these positive qualities.
So, evaluate yourself, your manners, communication, and integrity to determine if they reflect the qualities of a leader. How do others see you and what would your peers say about you? Our training series, “The First 7 Steps,” emphasizes the importance of accurate self-assessment in identifying and addressing personal issues that may be difficult for you to recognize.
Your integrity and personal responsibility are important, and they will be looked at when you apply for a promotion. These traits can be developed and improved upon. If you are considering applying for a promotion, closely examine your actions and their impact. Do they inspire confidence or raise concerns in the eyes of a selecting official? It is never too late to address these areas and enhance your chances of being selected.
Reason #5: Inadequate Career Path
Sometimes, candidates possess all the necessary skills mentioned in this article but lack the technical expertise required for the desired position. In my previous organization, specific job requirements and a defined career path were prerequisites for promotion.
Consider professional coaching as a useful analogy. Head coaches in professional sports typically ascend to their positions after serving as assistant coaches. For example, in professional football, head coaches often have experience as offensive or defensive coordinators before assuming a head coaching role.
Now watch as I bring this entire article together with this one example. During these career progression stages, they showcase their people skills, supervisory traits, and work results.
It is during their career path that they learn, their potential begins to shine and suddenly they are being interviewed for higher-level coaching jobs.
What jobs do you need to have in your career to get to the position you want? Only you know the answer, but it is crucial to plan and acquire the necessary experience and skill set to demonstrate readiness for higher-level promotions. Just as no military personnel can go from the lowest rank to a general overnight, it is important to follow a career path that allows you to showcase your talents, learn and grow, and demonstrate your preparedness for the next level of opportunities.
Other Hiring Managers Top 5
Finally, I want to share with you what other hiring managers look for in supervisory hires. You will note that their list contains similar themes to mine and I referenced these in parentheses as appropriate. Here they are:
Top 5 Things Hiring Managers Look for in a Supervisor Candidate. (you.com Dec 2023)
When hiring for a supervisor position, hiring managers typically look for candidates who possess a combination of technical skills, leadership abilities, and personal qualities that align with the needs of the organization. Based on the search results, here are the top 5 things that hiring managers look for in a supervisor candidate:
1. Relevant Experience (ie Career Path): Hiring managers value candidates who have relevant experience in a supervisory or leadership role. This experience demonstrates that the candidate has the necessary skills and knowledge to effectively manage a team.
2. Strong Communication Skills(ie Interview, People Skills): Effective communication is crucial for a supervisor to convey expectations, provide feedback, and resolve conflicts within the team. Hiring managers look for candidates who can communicate clearly and effectively with both team members and higher-level management.
3. Problem-Solving Abilities(ie Work Results): Supervisors often encounter various challenges and problems in their roles. Hiring managers seek candidates who can demonstrate strong problem-solving skills and the ability to make sound decisions under pressure.
4. Leadership Skills(ie Supervisor Traits): Hiring managers look for candidates who can inspire and motivate their team members. Strong leadership skills, such as the ability to delegate tasks, provide guidance, and foster a positive work environment, are highly valued in supervisor candidates.
5. Adaptability and Flexibility(ie Work Results, People Skills): The ability to adapt to changing circumstances and handle unexpected situations is important for supervisors. Hiring managers seek candidates who can demonstrate flexibility and adaptability in their approach to managing teams and achieving goals.
It’s important to note that the specific qualities and priorities of hiring managers may vary depending on the industry, company culture, and the specific requirements of the supervisor role. Therefore, it’s always a good idea for candidates to research the company and tailor their application and interview responses accordingly.
Conclusion:
Promotion potential is influenced by various factors, including the job interview, people skills, work results, supervisory traits, and career path. By addressing and improving these key areas, you can significantly enhance your chances of securing a promotion.
Remember to invest time in interview preparation, anticipate questions, and practice your responses. Additionally, commit to developing strong people skills through active listening and effective communication.
Strive for excellence in your current role, consistently meeting or exceeding standards and averages. Develop and exhibit qualities of integrity and personal responsibility, as they are highly valued in leadership positions. Additionally, plan your career path strategically, acquiring the necessary skills and experience to demonstrate readiness for higher-level promotions.
Resources
Empower yourself by utilizing the training resources available on our website, MattioliSolutions.com where you will find a wealth of resources designed to propel your career forward.
Dive into our collection of no-nonsense training videos, articles or take a look at my recent book “Your Finest Hour is Now, Lessons in Leadership”. All products are crafted from real-life experiences, to equip you with valuable training insights.
Stay tuned as we have a lineup of additional training programs and articles scheduled for release in the coming year.
A Better More Confident Leader
Steve Mattioli