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Job offer vs panel recommendation Watch

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    • Thread Starter
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    After successfully passing a selection process, some organisations send out a letter advising that the selection panel has decided to recommend you for the post you applied for rather than sending out a formal job offer letter. What does this mean?
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    That you have been short-listed/identified as suitable for an organisation at a certain level/grade, but the person/people who has to make the final decision on a specific role has yet to make that decision.

    It might be that they have to wait for other applicants to go through the process, or they are not 100% sure whether there is a role yet.

    These processes are more typical when you are being considered for multiple roles/departments within an organisation, and the hiring managers within the different teams, need to select people from a group of successful candidates.

    In other words, you have passed all the selection processes (congratulations) but you haven't got a job offer until you get a formal job offer.


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    (Original post by J-SP)
    That you have been short-listed/identified as suitable for an organisation at a certain level/grade, but the person/people who has to make the final decision on a specific role has yet to make that decision.

    It might be that they have to wait for other applicants to go through the process, or they are not 100% sure whether there is a role yet.

    These processes are more typical when you are being considered for multiple roles/departments within an organisation, and the hiring managers within the different teams, need to select people from a group of successful candidates.

    In other words, you have passed all the selection processes (congratulations) but you haven't got a job offer until you get a formal job offer.


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    I've noticed it tends to happen more with public sector organisations.
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    (Original post by Ybsy75)
    I've noticed it tends to happen more with public sector organisations.
    Yes - very likely.

    They will do it to identify people at an appropriate grade, and then keep a bank of those people as and when roles come up at that grade.

    When a role does come up, they can then offer from that pool of successful candidates if appropriate. Either the department hiring manager makes a decision or in some situations, HR will just decide who is the best candidate(s) for the vacancy that has come up.

    They do it this way to keep their hiring processes as cost efficient and timely as possible.


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