In my previous blog post, “Nailing The Interview,” I focused on new candidates seeking to join an organization. In this post, I will shift the focus to internal candidates who are applying for different roles within their current organization, whether within the same team or in other departments. Surprisingly, even though they are already part of the organization, many internal candidates are unprepared for interviews, regardless of their professional level.
Many organizations incorporate a process where new roles are posted internally for a 3-5 day period before being advertised externally. Organizations that adhere to this practice demonstrate their commitment to valuing internal talent, giving their current employees an advantage over external candidates. This approach also ensures that all potential internal candidates, who may have the necessary skills for the new role, are considered, even if they were not previously identified through the talent management high performers matrix. This practice not only encourages career growth within the organization but also helps retain valuable talent.
Throughout my 20 years of experience in People and Talent Management, I have had the privilege of working for organizations that prioritize internal candidates by committing to a structured hiring process. I have also worked for companies that lacked the infrastructure to ensure such commitment. Regardless of these differences, I have observed a consistent trend: internal candidates often exhibit a lack of preparedness for interviews, regardless of their professional level.
One of the most common mistakes internal candidates make is assuming that the HR team and hiring manager are already familiar with their current skills and day-to-day responsibilities. Many candidates neglect to update their resumes to reflect their current roles and accomplishments, entering interviews underprepared and caught off guard by questions about their experience. Additionally, some internal applicants pursue roles outside of their existing skill set, expecting lateral moves or even salary increases, without adequately demonstrating how their experience aligns with the new role. These conversations often become emotionally charged, with a misplaced sense of entitlement rather than a focus on clearly articulating their qualifications.
Another critical mistake many internal candidates make is approaching the interview with an overly relaxed attitude. Internal candidates should treat the application process for new roles within their organization as if they were applying to a completely new company. This means arriving prepared, with an updated resume that accurately reflects their current skills, and being ready to articulate their qualifications and why they are a better fit than external candidates. It’s important to demonstrate knowledge of the role and the organization by suggesting quick wins or opportunities based on their existing experience. Internal candidates who present themselves as prepared, engaged, and modestly confident consistently find greater success in securing new roles.
