Do you know how hard it is to think to stand and knock and enter a door the will change everything whatever the result maybe. And having that done is not something every one can achieve.

I myself encountered a same situation but in my case i was rejected because they think im to young. But still i tried, after doing so rejection will surely hurt, but its better than asking everyday of your life “what if”.

Believe me, the only way to know what the other person is thinking of you is to ask him.. Thats all.. Thanks..

Of course if he does not work out.. you can always pay a person from outside the company 20% more…

This happened to me.. I got the lowball offer and I turned it down and offered to negotiate but was rejected. One week later a new person was hired for $11k more or 20%…exactly what I thought the job was worth on the free market.

So it goes.

I don’t understand this mentality that managers must come from outside the company. Perhaps a large number of companies would be in better shape if they’d promote from within and let people who know the company run the company.

But that’s contrary to what MBA schools teach, so that line of thinking isn’t likely to take hold anytime soon.

1) The agency you’re working through may have provisions in their contract to make that difficult and/or expensive.

2) The company you’re temping for may have a policy against hiring a temp into a permanent position.

3) Your rate as a temp may be more than they’re willing to pay a permanent employee.

So, what to do? Have a talk with your boss, telling him/her you’re looking for permanent employment, at about ‘X’ dollars per year, and ask for their written recommendation and possible leads.

Don’t mention being hired on for the job you’re doing. Let your boss realize it would hurt to lose you, and realize they’d do better buying off your agency to keep you — a proven performer — especially since you’d be willing to come on board for only ‘X’ dollars per year.

At worst, you’ll get a written recommendation and some leads. (Heck, they KNOW you’re a temp. It’s not like they’re going to fire you for disloyalty.) At best you may get hired.

It is that type of thinking that encourages people to climb the corporate ladder by working a couple of years at a firm and then moving on to greener pastures. Conventional hiring wisdon then says, “this person doesn’t stay very long in one place”. That outdated thinking is a one way ticket for multiple, company wide HR problems. The new school of thinking, ESPECIALLY with Gen X and even more w/ Gen Y coming into the job market forefront, is that if you have been in a position for 5 years or more without a promotion, your career potential is getting hosed. Any HR department that employs people under the age of 40 will know this.

Sure, there’s a lot to be said for instinct. But I can tell you this as well, too. Always playing safe doesn’t get you ahead, whether it’s a companies staffing, technology, department planning or bottom line.

You ask what would happen to Fred if he didn’t work out in the new position and the old one is filled. That is what HR departments are for. Working with your HR department to find another position for Fred so that he can still contribute, is exactly what would happen with a company that values it’s more experienced, longer employed employees. Frankly, if a company wants to have any type of competitive edge, it cannot afford to disregard those values. And again, SHOWS that a company values its employees and cares, boosts employees amicable feelings toward their employer and prevents turn over in a company helping costs and moral. Those are always HR priorities.

In addition, I keep seeing stories asking what is going to happen when the baby boomer generation retires and the younger generations come into “power”. My guess is that they will have a clearer idea of the latest statistics of how many “careers” the average person has in their lifetime, put more of a focus on transferable skills as opposed to a lifetime in one industry and won’t be quite as apprehensive on giving someone an opportunity.

A gold watch at 67 just don’t cut it no mo’. Lord knows, pensions and healthcare benefits in retirement sure aren’t primary reasons for employment longevity anymore. There have to be other reasons provided by a company to motivate the person to stay. Internal promotion is one of them and accomplishes many company goals at the same time.

Oh, and if the argument of being to valuable in the old position is used, the $$ had better be there at raise time to back that statement up. If not, guess what will happen??? Bye bye, Freds of the world, on to greener pastures.

As for CS in NY, you hang in there, brush up on your selling skills, then start selling yourself and your transferable skills. Someone will snatch you up, you just wait and see.

Pass by Fred and hire Larry who may appear to be perfect but in the end is a schlep.

Fred may or may not work out, but the pro side of hiring him outweigh the cons: He knows the business, the people, from what you said he’s already well received in the workplace. And he was courageous enough to put himself out there. He’s already thinking about the tasks ahead.

He might not be “manager material” as you’ve seen before or read about before, but there’s more than one way to get a job done.

“Fred, I really appreciate your coming to me and I am impressed with your presentation and idea. And I must also be quite frank with you. This is the first time you have displayed any initiative that would impress me that you are a good candidate for a managerial position. Had you been doing this all along and had expressed interest in this postion from the start, your chances of getting it would have been rather good. After all, we want our best people to be upwardly mobile in their careers and hiring from within is always preferrable to going with an unknown from outside. There’s an old saying that the best way to get a promotion is to do the work first. Your work here has been rock-solid and we’re glad you’re on the team. So here’s what I’m going to do for you Fred. I’m going to communicate that you want to be considered for the position. We will but you through the selection process, just like every other candidate. We’re very diligent in our selection of managers, so get your game on. Show us that you are ready to take on this role and you have an excellent chance of getting it.”

Anyone can practice up on a few ideas they have read or heard about elsewhere and pawn them off as their own. But that does not mean that he is a good candidate. Just because an employee can envision himself in a new role, does not mean that he is qualified to get it. I once thought I’d make a good rock star and I never got any groupies.

If you were in a post lunch glow and it turns out you are settling then have the tough conversation and move back into your mobius strip.

If Fred looks like he might be just the right fit and may be a little later to the managerial game than others then for god’s sake don’t listen to that wimp Ivan and promote him today.

Be ready for the rest of the team to come knocking on the door looking for their next move but hey, that’s why they pay you the big bucks.