Why you should consider internal candidates

There are many benefits to searching internally to fill open positions within a company. Interviewing internal candidates can reduce the time it takes to fill a role overall because you have full control over their transition. It’s typically more convenient for your HRteam to schedule these interviews because the candidates are already in the building during business hours.

Additionally, hiring internally meansyou’ve already vetted the candidate.This increases the chances of them aligning with company values. You have verifiable work experience, internal references and employee evaluations from your management staff, so you have a more accurate picture of the candidate’s abilities.Internal candidates are also familiar with company policies, computer systems and protocols, which saves you time and money in the onboarding process.

How do internal candidate interview questions differ from external candidate interviews?

When comparing internal versus external candidates, some interview questions are similar. Those include questions about their skills, future goals and experience. However, you might be able to skip several questions about their work history and past experience if you’re familiar with their work in their current role.

You already know that an internal candidate is a good fit for your business. Therefore, you can focus on questions about their suitability for the role and tasks that will differ from their current responsibilities. Specific questions can vary based on the current and prospective roles. For instance, if an internal candidate wants to move into a supervisory role, you might focus on the managerial skills and how they would handle those situations. If they’re making a major jump to a completely different role, you might dig into what transferable skills they have.

Types of questions for an internal interview

For internal candidates, the focus of the interview is often determining their motivation for the move and how well they can handle the responsibilities of the new position. Hitting key talking points helps you get a clear picture of why this person wants the job and if they’re likely to succeed.Interview questions for internal candidates might focus on:

• Their current position and why they’re interested in making the change
• The new role, including why they’re interested and their qualifications for the position
• How long they’ve been with the company, what they like and changes they’d like to see
• The transition, including transparency with a current manager about applying for the position and what training they need to make the switch

10 questions for an internal interview

You canask many questions during an internal candidate interview, but these 10 could be particularly insightful. They help you get a sense of why this person is interested in moving to a new position internally, what they like and dislike about the company and how they see themselves contributing to the new position.

1. Why are you interested in this new role within the company?

You can skip the external candidate question of why they want to work for the company because they’re already on the payroll. The candidate presumably likes working for the company because they want to move into a new role. This question focuses on why they want to leave their current position or team in favor of another one. You’ll find out if they are unhappy with certain job aspects or simply seeking a new challenge.

2. If you could change one thing about your current position, what would it be?

Asking this questiondigs deeper into their motivation for transferring and helps you gauge whether the person is a good fit for the new role.For example, the candidate says they want to spend more time in the field and less at their desk. If the new role is mostly desk work, it might not be an ideal match for them. You might also see how they feel about the company as a whole and if they’re a team player. If they complain about their current role, it could be a sign that they won’t be happy anywhere.

3. I heard you managed project X. Tell me about an obstacle you overcame and how you did so. What would you change if you could do the project again?

When you ask this question, you typically already have some details on how the project went. Their answer helps gauge their honesty and self-evaluation skills based on whether their response aligns with what you’ve heard internally.It also helps you understand how well they reflect on their performance and if they’re motivated to improve their results.

4. Have you worked with anyone on this team before? In what capacity and what were your impressions of them?Have you worked across different departments in your current role?

This question gives you a sense of how well this person might integrate with the new team they’d be joining so you can assess what a transition to the role might look like for them.It also looks at their overall collaboration and communication skills, which are relevant to almost any role.

5. What challenges do you think you might face in the new role, and how would you address them?

A new position is an exciting prospect, but you also want an internal candidate who is realistic about the move. Asking this question lets you see if they’ve thought about the expectations of the new role and how it might differ from what they’re used to doing. It requires them to do some self-reflection to identify the skills and experience that will transfer as well as new skills they’ll need. You also see how willing they are to problem-solve and improve their skills to step up to the challenge.

6. How do you think your current team would describe you and your performance?

Self-awareness is a key soft skill that helps employees interact well with others. With this question, you learn how in tune the candidate is with their colleagues and the relationships they’ve built. If you have an idea of what their team members think of them, this question can also show you how honestly the person will answer. You can ask them to answer from the perspective of their peers, supervisors or subordinates, depending on their current role.

7. If you aren’t selected for this position, do you think it will affect your current role?

Internal candidates might assume they’re an easy choice for the position. While they might have a slight advantage, they might not be the best fit for the position. By asking this question, you can tell how committed they are to the company. It also helps you anticipate what to expect if you go in a different direction. If they say they’ll look for jobs with another organization, you might anticipate the need to hire for their job soon, for instance.

8. What’s one thing you love about your current role that you hope to carry into this position if you are promoted?

Asking this question lets you see why this person enjoys working for your company. You can maintain their loyalty by transferring internally rather than looking for a job elsewhere in the future and providing them with what they love about their work.It also helps you get an idea of how happy they’ll be in the new role. If it lacks the aspects that they enjoy the most, it might not be as fulfilling as their current job. This could lead to decreased job satisfaction and could cause them to look for other jobs.

9. What are some skills you have developed in your current role that are transferable to this new position?

A skills question helps you assess what this person views as their strengths and how they add value.It also shows if they researched the new position to determine what’s involved and what skills they’ll need. Based on their response, you can determine how well-suited they are to the new position and how prepared they feel for it.

10. At this stage of your career, where do you see yourself next in five years?

Asking about future plans is common for all types of interviews. For an internal candidate, you’re looking to see if they plan to stay with you for several more years. Hiring internally can save on recruitment costs, but it’s not cost-effective if that person plans to leave soon. Their answer helps you determine if they see themselves with your company indefinitely. It also allows you to see if your company can accommodate their career growth goals.

Tips for interviewing internal candidates

Creating effective internal interview questions gives you the foundation you need for the interview. These tips can help you improve your effectiveness as you evaluate your internal applicants:

• Research the candidate. You might talk to their current supervisor and look at their previous performance reviews. This research can help you decide if they might be a good fit. It can also help you tailor the internal candidate interview questions to that person’s experiences.
• Create the questions. Prepare your questions in advance to ensure you cover all necessary topics.
• Assess them fairly. Evaluate their skills and character like you would any other candidate. Don’t assume they’re right for the role or company just because they’re already an employee.
• Follow up. When interviewing internally, it’s critical to follow up with all internal candidates, regardless of your decision. Even if they don’t get the job, ensure they still feel like a valued team member and remain loyal to the company. Thank them for their time and encourage them to apply for future opportunities. If you think they are better suited to another role, you can send them the internal posting if it becomes available later.

FAQs about internal candidate interview questions

Do all internal candidates get an interview?

You don’t have to interview all internal candidates who apply for a position. Evaluate their applications fairly to make sure they meet the qualifications before offering an interview.

Should internal interview questions be easier?

Internal interviews should be just as thorough as external candidate interviews. They shouldn’t be harder or easier, but they might be different in terms of the questions. Some external interview questions might not be relevant, while other topics might only apply to current employees. Give all candidates a fair chance at earning the position by using a similar interview process and evaluating them objectively.

How do you evaluate internal candidate interview answers?

While the questions might vary, the evaluation method for internal candidates should follow the same structure as external interviews. You might use an interview scoring sheet or rubric to assess the responses you receive. Taking notes during the interview also helps you make a hiring decision. Using a panel interview with multiple interviewers can give a more well-rounded evaluation of all candidates, including your current team members.