How would you approach serving on an interview panel for a role you are actively looking to leave? Hiring this counterpart to my current role is critical as the team is understaffed, which also means that I can’t easily opt out of the panel. I dread responding to the candidate’s questions since I’ll be on the call with my boss who knows I’m unhappy with the role but not the extent of my frustration. I consider quitting every day. Is keeping my responses brief and empirical the best approach?

likeuplifting
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I think you can believe that this position isn’t for you however the right candidate may love it and thrive. Candidates can be eager to prove they are the right person. I think when answering questions you can phrase them in a manner that your company is searching for that special right person for the position. If someone asks a question that the answer is a solid no and negative for you, your answer can be about the person puts in the effort and has positive attitude they could be successful. It’s a tough sell however just remember you’re helping the company essentially replace a job you’re in and trusts that you are familiar with the skill set required to do the job. Interview based on resume only not personality type questions

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Speak factually about:
-the opportunities of the role
-the characteristics of someone who will be successful
-the things you like about the role/team
-the obstacles that someone will face
-how you would expect someone to overcome those obstacles

Do not:
-stonewall
-paint an overly rosy picture
-focus only on the negatives

This exercise might also help you identify any wins left for you in the role if you write it down on paper first.

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Taking a step back, why do you need to be part of the interview panel? Are you staying with the company in another capacity or does your boss not actually know what you do/how to interview?

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Two of the company’s procedural rules for interviewing are at play in this situation:
1. The panel interview must include a peer. Due to being understaffed, there are only 3 potential peers: one guy who recently barely survived a performance improvement plan (likely due to the churn that occurred during his PIP), another guy who is 5 timezones ahead, and me.
2. The interview team is required to include at least one woman. There are no other women on my team and very few women in technical roles in the department.

My boss is supposedly working to create a new higher level role (similar required skills but a different focus and different day-to-day responsibilities) on an adjacent team to retain me. I’m open to staying in a different role, which is a large factor in why I haven’t already resigned.

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