Internal candidates need to demonstrate strategic thinking during interviews, and here are some good questions to ask recruiters.
Internal vs. External Interview Dynamic
The interview process is different when you're applying for a position internally versus externally. In the former case, there's already a relationship between the candidate and the company. The hiring manager may have worked with the candidate before, or at least has heard of them from other people in the organization. And since the candidate is internal, they're probably familiar with how the company works.
These differences mean that the dynamics of the interview will be somewhat different. You can't just rely on your resume; you have to prove that you understand how the company operates and what it needs right now. You also have to show that you’re not just interested in the job for its own sake, but that you want to help the company achieve its goals.
Existing Relationships and Institutional Knowledge
In addition to the fact that internal candidates are more likely to know the company well, there’s another benefit: they may be better able to figure out what the company really needs. This is because they’ve seen the company up close and personal — maybe even been part of the problem. They might know who the real decision-makers are, which problems are most important, and which decisions have the biggest impact.
Of course, this doesn’t necessarily mean that internal candidates are always better than external ones. Sometimes companies hire people from outside precisely because they’re fresh perspectives. But in general, internal candidates should try to use their existing relationships and knowledge to their advantage.
Internal Perceptions
Another difference between internal and external candidates is that internal candidates are more likely to be aware of what the company thinks about them. This means that internal candidates need to be careful to avoid coming across as arrogant or self-centered. Instead, they should focus on demonstrating their understanding of the company’s needs and goals.
Demonstrating Strategic Thinking
One way to do this is to ask the recruiter questions about the role itself. By asking thoughtful questions about the role, internal candidates can demonstrate that they’re not just looking for a job, but that they’re thinking strategically about how to make the company succeed.
What Is the History of This Position?
This question asks the recruiter to tell you what the role was originally created for, what it’s been used for in the past, and what the expectations were for the person in the role. It’s a great way to get a sense of the role’s purpose and what kind of person would be successful in it.
What About This Position Is Most Important?
This question asks the recruiter to explain why the role is important to the company. It’s a great way to get a sense of the company’s priorities and to understand what the role is expected to contribute.
What Would You Want to See Me Accomplish in the First Six Months?
This question asks the recruiter to tell you what they think the ideal new hire would accomplish in the first six months. It’s a great way to get a sense of the company’s expectations and to understand what the role is expected to contribute.
Reveals Forward-Thinking Intent
By asking these three questions, internal candidates can demonstrate that they’re not just interested in getting hired, but that they’re thinking strategically about how to make the company succeed. These questions also allow the internal candidate to leverage their existing relationships and institutional knowledge to their advantage.