How Do You Interview Internal Job Candidates?

A study conducted by Glassdoor revealed that employees who remain in the same role without a title change for extended periods are significantly more likely to leave their current organization for career advancement elsewhere. This trend underscores the importance of offering internal job opportunities to keep employees motivated and engaged in the workplace culture. However, internal hiring also brings unique challenges, such as fostering healthy competition among colleagues. So, how should HR approach internal hiring effectively?

The Case for Internal Hiring

Internal hiring offers distinct advantages that can transform organizational dynamics and retention strategies. Internal candidates already understand the company’s culture, values, and operational norms. This familiarity reduces the adjustment period and increases the likelihood of long-term success in a new role. Additionally, current employees are often integrated into organizational systems like email accounts and HRIS, minimizing onboarding time and effort. 

How to Interview Internal Candidates

Interviewing internal candidates requires a thoughtful approach to ensure fairness and objectivity. Start by treating internal candidates with the same level of professionalism as external applicants. Even though they may be familiar to the hiring team, the focus should remain on their potential to succeed in the new role. Structure the interview process with clear and consistent criteria to evaluate all candidates equally. Questions should be designed to assess the internal candidate’s skills, adaptability, and vision for the new position, rather than relying on assumptions based on their current role.

Another critical aspect is maintaining transparency throughout the process. Communicate openly with internal candidates about what the role entails and how their current experience aligns or fails to align with its requirements. This helps set realistic expectations and fosters trust in the process. Additionally, regardless of selection, interviewers should provide internal candidates with constructive feedback after the interview. This feedback can serve as a valuable development tool, reinforcing the organization’s commitment to employee growth and continuous improvement.

Navigating the Challenges of Internal Hiring

Internal hiring can create a competitive environment among employees, potentially leading to friction. To address these challenges, HR and hiring managers should adopt strategies that emphasize fairness, transparency, and employee well-being. Treating internal candidates with the same rigor as external applicants is essential. This means using standardized interview questions to compare candidates on equal footing, assessing internal candidates based on how they’ll perform in the new role rather than relying on personal familiarity or past performance, and documenting decisions thoroughly to maintain compliance and transparency.

Clear communication is critical during the internal hiring process. Internal candidates should inform their current managers about their application. This allows for seamless transitions if the internal candidate is selected.

Managers should also understand the reasoning behind hiring decisions for the sake of maintaining team morale throughout transitions. Furthermore, hiring internally can lead to disappointment among candidates who are not selected. Promoting a culture where colleagues support each other’s professional advancements and ensuring that all employees feel valued, even if they are not selected for the new role, are also important steps.

Check out our HR Party of One episode on internal promotions for more hiring tips.

Balancing Internal and External Recruitment

While internal hiring offers many advantages, organizations should remain open to external candidates to introduce fresh perspectives and innovative ideas. External recruitment can also fill gaps in skills or experience that may not exist within the current team and benchmark internal talent against external market standards. Striking the right balance ensures your organization maintains a dynamic and adaptive workforce. 

To streamline your recruitment process, tools like BerniePortal’s Recruiting Feature can be invaluable. BerniePortal helps organizations manage job postings across several job boards, track applicants, and coordinate hiring workflows efficiently, making it easier to balance internal and external recruitment strategies.

Building a Culture of Growth and Opportunity

Transparent internal hiring practices send a powerful message to employees: their growth and contributions are valued. By fostering an environment where employees feel encouraged to apply for internal opportunities, HR can strengthen retention, morale, and productivity. With thoughtful strategies and clear communication, organizations can navigate the complexities of internal hiring while maintaining a supportive and motivated workforce.

Additional Resources

You can stay informed, educated, and up to date with important HR topics using BerniePortal’s comprehensive resources:

• BernieU—free online HR courses, approved for SHRM and HRCI recertification credit
• BerniePortal Blog—a one-stop shop for HR industry news
• HR Glossary—featuring the most common HR terms, acronyms, and compliance
• Resource Library—essential guides covering a comprehensive list of HR topics
• HR Party of One—our popular YouTube series and podcast, covering emerging HR trends and enduring HR topics
• Community—the HR Party of One Community forum, a place devoted to HR professionals to ask questions, learn more, and help others