Promotion interviews vs. traditional job interviews

One of the biggest differences between a promotion interview and a traditional job interview is that you already know the person you’re interviewing. Whether they’ve been part of the team for several months or several years, you likely have a good idea of what skills they have and how they collaborate with the other people on your team.

When conducting an interview for promotion purposes, think carefully about who you want to include in the process. With traditional job interviews, inviting several team members to participate in the process is common. However, if you’re doing a promotion interview, some of those team members may be interested in the position. Therefore, you may have to adjust your interviewing process accordingly and refer to any potential promotion policies your company may have in place.

8 questions to ask during an interview for promotion purposes

Since you don’t have to ask basic getting-to-know-you questions, don’t be afraid to dig deep during this type of interview. Here are some of the top promotion interview questions, including behavioral questions. Feel free to edit them according to your company’s specific needs.

1. Why did you apply for this promotion?

Asking this question makes it easier to determine if an employee is pursuing a promotion for the right reasons. If an interviewee tells you they want to make more money, there’s a chance they’re not really interested in the job duties. A strong answer demonstrates that the interviewee understands the job’s demands and is interested in making an even bigger contribution to your organization.

Here’s an example:

“I’ve been working in the accounts payable department for five years. In that time, I’ve had the opportunity to improve three key processes. I’d love the opportunity to take what I’ve learned and use it to make further improvements.”

2. If selected for the position, what would be your top priority during your first 30 days?

When you conduct a promotion interview, assess each candidate’s ability to transition into the new role seamlessly. If you ask this question, listen for answers indicating that a candidate understands what the role entails and has put thought into what they will do to hit the ground running.

Here’s an example of a strong answer:

“If I start by October 1, my top priority will be collecting data and using it to write a portion of our annual report. My department plays a big role in achieving the company’s ESG goals, so I know it will take at least one month to gather relevant data. Once I have the data I need, I’ll need time to write a draft, get feedback from team members and edit the document.”

3. What do you like best about your current job?

This question makes it easier to determine if an employee’s interests are a good fit for the new role. For example, if a team member loves to work with spreadsheets, they may be an excellent fit for a promotion that involves preparing expense reports.

4. Have you obtained any new degrees or certifications since you started working here?

If an employee has worked for your company for several years, you may not have the most up-to-date information about their education and skills. Before you fill the job opening, ask each person about any new degrees or certifications. You may discover that one of your employees has a credential that would be extremely helpful in the new role. Completing additional education and training also shows that an employee is dedicated to self-improvement.

5. If selected for this role, what would you do to help the company fulfill its mission next year?

Like other interview questions for promotion purposes, this question makes it easier to assess an employee’s knowledge of your organization and its mission. They may be the best accounting clerk or statistician in the world, but if they don’t understand your mission, they may not succeed in a managerial role.

6. What has been your biggest achievement while working in your current department?

Consider opening the interview with this question, as it gives the employee a chance to relax and talk about their accomplishments. Listen for answers demonstrating enthusiasm and a significant amount of job-related knowledge. Here’s an example:

“As you know, I started working as a collections agent approximately two years ago. In my first six months on the job, I persuaded 98% of account holders to make payment arrangements on their accounts. I’m proud of this achievement because I got to help account holders resolve their balances while contributing to the company’s excellent financial performance.”

7. If we asked your colleagues to describe you, what are three adjectives they’d use? Why?

Listen for adjectives that tell you an employee has a positive reputation among their peers. Enthusiastic, intelligent, dedicated and committed are just a few examples of good answers.

It’s also important to compare each interviewee’s answers to the requirements outlined in your job description. If someone says that colleagues would call them competitive, they may not be the right fit for a job requiring extensive collaboration.

8. Do you think you’ll need additional training to perform the duties of this role? If so, what type of training?

This question is helpful for two reasons. First, it helps you determine if a candidate has a high level of self-awareness. You want employees to be honest about their weaknesses and look for ways to overcome them. Second, if you ask during the interview stage, you’ll be able to assess any training needs and have time to plan training activities before the employee steps into their new role.

Tips for a successful interview

To conduct a successful interview for promotion purposes, follow these tips.

Conduct the interview in a private setting

Your interviewee may know everyone in the building, but it’s still important to meet in a private place. If you don’t have your own office, book a conference room or ask someone else to use their office for an hour. When candidates feel comfortable, they may be more likely to be candid about their experiences with your company.

Give plenty of notice

No matter how well an employee knows your organization, you should still give them time to prepare for a promotion interview. Give as much notice as possible so the employee has time to review past projects and think about their achievements.

Review the employee’s file ahead of time

Before you conduct a promotion interview, take time to review the employee’s file. Read past performance reviews, brush up on their employment history and take note of their degrees or professional certifications. Reviewing an employee’s file in advance will give you more time to ask probing questions.

Ask open-ended questions

If you use questions that aren’t on this list, make sure most of them are open-ended. These questions require more than a “yes” or “no” answer, making it easier to gather the information you need to make a hiring decision.