Preparing for an Internal Interview: Examples of Internal Interview Questions
It should be noted right away that participating in an internal interview is not a guarantee that the company will not pursue any exterior candidates. Thus, there is always a chance that the company ends up rejecting internal candidates, if they find someone else outside of the organisation. It could be due to the fact that interviewing internal candidates has revealed that none have a niche skill that the company feels is a prerequisite to have onboard.
However, the better prepared you appear in your internal hire interview, the more compelling of a case will you make for internal recruitment.
So, in our quest to help your preparing for an internal interview, we have put together a comprehensive list of questions with a high probability of coming up during your internal candidate job interview. We have grouped them by general topic. In this way you can have an easier time navigating through them. Additionally, you will acquire a structured approach when preparing for your internal interview.
Current Employment Relationship
Obviously, your history with the organisation can be a starting point to the conversation. So you can prepare yourself by reflecting on your employee journey to date.
1. What are the skills you acquired in this organisation and your current role so far?
2. Have you faced any challenges? Have you overcome them? How?
3. What do you think this company’s top priorities should be in the coming years?
4. What makes this company stand out from its competitors?
Current Role Reflections
Your employer will want to know why you are considering the change. Thus, it is essential for them to fully grasp the reasoning behind your wishes.
You could simply be looking for new responsibilities and upskilling, but you could also be looking for a change because of some issues you are facing in the current role or team. You could be struggling with a manager, you could be feeling unfulfilled in the current role. It is essential for the employer to comprehend your stance on the matter and use the data gathered here as if it were collected during a retention interview.
1. What keeps you engaged with this company?
2. What is the best part of working for this company?
3. What is your ideal career development path?
4. If you could change one thing about your current role, what would it be?
5. Does your manager know you have applied for this job? What is his/ her recommendation and/or feedback?
New Role Motivation
Additionally, you must expect questions into why you would like the change to the new position/ department. Your answers will help the employer assess how you position yourself towards the overall organisation, but also towards your current team and management.
It is essential for the interviewer to grasp whether you getting this particular job will have consequences for your employment within the company or not.
1. What is your motivation for your new role?
2. What skills do you think that recommend you most for the new role?
3. Do you view this type of role as an end goal for your employment tenure within the company?
4. How will you handle it if you don’t get the job?
Training and Upskilling
Often, a key component of a crossboarding process is training and upskilling. This is why you can expect the interviewer to investigate how much training will be required in order for you to be up and running in your new job.
1. Do you feel that there are any skills you might be lacking for being a perfect match for the role?
2. What areas do you think you need to work on most to be effective in the new role?