What is an internal interview?

An internal interview is a formal meeting between a current employee and their employer to discuss a potential new role or promotion within the same organization. This process allows employers to assess whether the employee is suitable for the new position based on their skills, experience, and performance.

What is the purpose of an internal interview?

An internal interview aims to evaluate a current employee’s qualifications and suitability for a new role within the organization. It aims to:

• Identify employees who are capable of taking on additional responsibilities
• Fill open positions with individuals who are already familiar with the company culture
• Promote career development within the organization

This process also helps retain valuable talent and improve employee morale.

How does an internal interview differ from an external interview?

An internal interview differs from an external interview in several ways:

• Firstly, the interviewer already has access to the candidate’s work history, performance reviews, and contributions within the company
• Secondly, internal candidates are typically familiar with the company’s culture, processes, and expectations, which can streamline the interview process
• Lastly, internal interviews often focus more on assessing the candidate’s readiness for the new role, their fit within the current team dynamics, and their potential for future growth within the company

What are the advantages of conducting internal interviews?

Conducting internal interviews offers several advantages:

• Cost-efficiency: Reduces recruitment costs associated with advertising, onboarding, and training new hires
• Retention: Encourages employee retention by providing career advancement opportunities
• Morale: Boosts employee morale and job satisfaction by recognizing and rewarding internal talent
• Familiarity: Internal candidates are already familiar with the company culture, reducing the learning curve
• Performance: Leveraging known performance metrics and work history to make informed hiring decisions

What role does internal mobility play in talent retention?

Internal mobility plays a crucial role in talent retention by:

• Providing employees with opportunities for career growth and advancement within the company
• Enhancing job satisfaction by allowing employees to explore different roles and responsibilities
• Increasing employee engagement by recognizing and utilizing internal talent
• Reducing turnover by offering clear pathways for progression and development

Complimentary guides:

• Step-by-Step Guide for Developing a Career Progression Framework
• How to Create a Career Path for Employees: The Complete Guide

What are the potential challenges of internal interviews?

Despite their benefits, internal interviews can present challenges:

• Bias: Potential for favoritism or bias towards internal candidates
• Resentment: Unsuccessful internal candidates may feel discouraged or resentful
• Limited perspective: Overlooking external talent that may bring fresh ideas and perspectives
• Internal politics: Navigating internal politics and relationships can complicate the process

What types of questions are typically asked in an internal interview?

In an internal interview, questions may focus on:

• Role-specific skills: Assessing the candidate’s technical and role-specific skills
• Performance: Discussing past achievements, challenges, and how they were addressed
• Fit and adaptability: Evaluating how the candidate’s skills and experience align with the new role
• Motivation: Understanding the candidate’s reasons for seeking the new position and their career aspirations
• Team dynamics: Assessing how the candidate’s transition might affect team dynamics and how they plan to manage this change

Complimentary guide: 30+ Internal Interview Questions to Ask Your Applicants

How can employers prepare for an internal interview?

Employers can prepare for an internal interview by:

• Assessing the candidate’s past performance reviews, achievements, and areas for improvement
• Establishing clear criteria and competencies required for the new role
• Preparing structured interview questions focusing on the candidate’s readiness for the new responsibilities
• Setting up mechanisms to provide constructive feedback to all candidates, successful or not
• Ensuring the interview process is objective and free from bias

How should employees prepare for an internal interview?

Employees can prepare for an internal interview by:

• Researching the role: Understanding the responsibilities and requirements of the new position
• Performing a self-assessment: Reflecting on their skills, experiences, and how they align with the new role
• Reviewing past performance reviews: Reviewing their past performance and identifying key achievements and areas for improvement
• Networking: Talking to colleagues who have transitioned to similar roles to gain insights
• Practicing: Practicing responses to potential interview questions and preparing examples that demonstrate their qualifications

How can organizations assess candidates during an internal interview?

When measuring an internal candidate’s skills and comparing them to external candidates, companies have the advantage of company data to make an accurate assessment.

You should already know the qualifications and traits desired for the role, so try to find evidence to support whether an internal candidate has what it takes.

Tip: Use the interview as an opportunity to fill in gaps in your data by asking if the employee has any abilities or interests you may not know about.

One of the best sources of information for assessing an internal candidate’s ability is their current manager and team.

Tip: Try to gather any notes or previous reviews relevant to learning about their aptitude and talent in relevant areas.

You can also ask their current team manager about any particular strengths or weaknesses that would make them a good or bad fit for the new role.

Tip: Technical assessments are also crucial for ensuring the internal candidate has the skills to succeed. But, any previous evaluations, projects, or scores can help measure the employee’s abilities and growth over their time with the company.

Including a technical assessment as part of the internal interview process may be prudent to confirm their aptitude. This test can happen:

• During the interview
• As a second step after the interview
• As a preliminary step before the interview

How can technology enhance the internal interview process?

Technology can enhance the internal interview process through:

• Applicant tracking systems (ATS): Streamlining the application and selection process with ATS
• Video interviews: Facilitating virtual interviews for remote or global candidates
• Assessment tools: Utilizing online assessment tools to evaluate skills and competencies objectively
• Feedback systems: Implementing digital feedback systems to provide timely and constructive feedback
• Data analytics: Using data analytics to track and analyze internal mobility trends and outcomes

Optimizing the internal interview process with these strategies can help organizations effectively identify and promote internal talent, leading to a more engaged, motivated, and high-performing workforce.

Unlock your company’s internal mobility from role clarity to crossboarding

Internal hiring is among the best ways for employees to achieve their career goals. Deel Engage can help you foster mobility within your organization with:

• Career frameworks that showcase the various career paths in your organization
• Competency-driven career paths for employees for full transparency about role and level expectations
• Performance reviews and 360 degree feedback to assess employees without bias
• Onboarding or crossboarding journeys to ensure a successful transition to new roles, teams, or departments
• Learning journeys (with modern methods like microlearning and social learning) to give people helpful tips in their new job

Additionally, Deel HR, our truly global HRIS solution, is always included for free.

Book a demo to see how our solutions will help you develop and retain your workforce.