Internal interviews are a common practice within organisations when they have an open position that they prefer to fill with an existing employee.

Organisations typically conduct internal interviews for a few reasons. First, it shows the current employees that the organisation values their contributions and is willing to invest in their professional growth. Second, it can be a morale booster as it encourages employees to work harder, knowing that they could be considered for internal promotion opportunities. Third, it can be a more efficient way of filling a position since the organisation already knows what skills and qualifications are required and has already invested in the employee’s training and development. Additionally, internal promotions help the organisation retain its best talent while providing a clear career path for employees.

Internal interviews differ from external interviews in a few key ways.

  • The interviewer may already know the candidate, which could make the interview more relaxed and informal.
  • The candidate may already have a good understanding of the organisation’s culture, values, and expectations.
  • Internal candidates have an existing track record with the organisation, which can be taken into account during the interview.
  • Internal candidates may not be as familiar with typical interview processes since they have already been employed with the organisation, and this can lead to a lack of preparation and confidence on the candidate’s part.

To prepare for an internal interview, there are a few things that candidates can do to increase their chances of success.

  • Research the position and responsibilities that the candidate is interviewing for, even though they already work in the organisation. This can help the candidate prepare and show that they are taking the process seriously.
  • Candidates should be prepared to discuss their strengths, weaknesses, and accomplishments within the organisation, especially if they are applying for a position that is different from their current role.
  • Candidates should also be prepared to discuss why they are interested in the position and how it fits into their long-term career goals.

Beyond the interview itself, there are a few additional things that candidates should consider. Any internal candidate should be mindful of their current job responsibilities and avoid neglecting them during the interview preparation process.

Candidates also should be prepared for the potential outcome of not being selected and what that could mean for their future within the organisation. More about how to handle rejection can be found here.