How do you determine where the power within an organization exists before you start working there?
My friend Marie has been looking for a job. She had recently been in intense interviews with a US consumer products MNC. The role was Head of Learning and Development for Asia Pacific. After 3 rounds, the HR team decided she was the best and final candidate – they really liked her skills, presentation, motivation and cultural fit.
As the last step, they wanted Marie to meet the Global Head of Learning and Development based in the US who was passing through the region. They told Marie, 'this is just a meet and greet' she (L&D) was not part of the process or reporting line, but was in town and wanted to introduce herself, no more, no less. Marie took all that at face value. Indeed, when they soon met, the Head of Learning and Development reinforced to Marie that she had no influence on whether Marie was hired or not, just 'helping out' the local team.
Marie found her positive, not overly effusive but was not concerned – after all – it was just a meet and greet.' She had been told by HR that everyone loved her, that there was not one else they were interested in, etc…
Marie left the meeting excited about the opportunity, looking forward to next steps and joining the company. The following day, the head-hunter sent a text message to her: ''you're out; global head didn't see a fit." Marie was devastated and dumbfounded.
A similar situation happened to another colleague, Paul. Paul was the top candidate for an HR role with a bank in Hong Kong. He was to have a phone conversation with the Senior VP of HR in the UK. The HR team alluded to the fact that an offer would be forth coming and the call was perfunctory at most. The phone call was interrupted many times as the Senior VP was pulled out of the office on urgent matters. (What could be more important than an interview?) Because of the interruptions, Paul didn't feel comfortable with his performance or connected with the Senior VP but was not too concerned. The day after, HR informed Paul there would be no offer forthcoming – the Senior VP of HR didn't's see a fit.
In both of these situations – who holds the power?
For candidates, understanding stakeholders and power networks inside organizations is critical. Although neither Marie nor Paul had intimate understanding of how these organizations worked, the HR team and the search firms should have known. For candidates interviewing, warning bells should ring (loudly) when someone says, it's not official or this is just an informal chat. Everyone in the organization and in the interview process plays an important role. Who has time for informal chats these days? That being said, the HR team should have prepared the candidates for the interviews. Or were they simply, naive?
How to find the power? Observe. Read. Inquire.
You first need to be observant and build awareness on organizational politics and power networks. Hiring decisions are usually based on the power relations inside the organization. Politics arise when people are fighting for scarce resources and hold divergent view where the talent should be place.
Second, the internet is where you started your job search, now start reading what's being said about the company – blogs are the best source for reputation management. Of course, you need to sift through what's fact or fiction. Talk to others – besides you, how many people are interviewing for this role or other positions? Chance are many others. How many people have left this company? Somebody always knows somebody who's been there before. Do a little detective work and find out who's really calling the shots – who's staying and who's leaving. Your examination of power should be as rigorous as the analysis of salary structures or other aspects in the hiring process. Your knowledge and insights will not only help you get hired, you'll also be in a better position when you start.
