25 Interview Questions: Best Practices and Pitfalls to Avoid

Interviewing existing employees for promotions or role changes can seem like a no-brainer. These candidates already know the company, have working relationships with many, and even have a designated seat in the cafeteria. What could possibly go wrong?

Unfortunately, it’s not that simple. These interviews come with their own unique set of challenges and opportunities. Let’s take a look at 25 interview questions for internal candidates, why they're different, how to avoid common pitfalls, and the best practices so you can make the most of these important conversations. 

Why Internal Interviews Are Unique

Internal interviews are very different from external interviews. There's add an extra layer of complexity to the hiring process that creates unique opportunities and challenges that require a different approach. Here’s what makes them so different:

• Pre-existing knowledge: Unlike external candidates who come in as blank slates, internal candidates come with plenty of history and performance data. Even if you haven’t worked with them directly, you likely know someone who has and knows where to find data on their performance. Before the interview starts, you’ll already know their strengths, weaknesses, and maybe even some fun personal anecdotes. Similarly, they will likely enter theconversation knowing about your team and past project.  
• Internal dynamics: Office politics are as real as Washington politics. When you’re interviewing an internal candidate, you’ll also have to consider the shift in dynamics. The current manager might think that their new manager is trying to poach one of their star employees, which can lead to in-office tension.
• Growth potential: With internal candidates, you have the luxury (and responsibility) of thinking long-term. Can this person not fit the role but grow into it and beyond? They’re already your talent, after all, so it’s in your best interest to develop them — or else they might leave. After money, a lack of professional development opportunities is the biggest reason why employees quit their jobs, according to a Pew Research Center survey.

32 Effective Internal Interview Questions 

Just because Casey is a spreadsheet superstar doesn’t mean that he’ll be a great manager. And although Sarah from marketing might be underperforming, she could actually excel as a sales associate. Asking the right internal interview questions will help you figure out if your employee is making the right move. 

Behavioral Questions

These are the bread and butter of any good interview, as they help you understand the candidate’s past experiences and give you a glimpse at how they might handle future challenges. Here are some examples that will have your candidates reliving their greatest hits (and maybe a few flops):

• “Tell me about a time when you implemented a process improvement in your current role. What was the outcome?” This question helps you gauge the interviewing employee’s drive and problem-solving skills.
• “Describe a situation where you had to collaborate with a difficult colleague to complete a project. How did you handle it?” This one gives you insight into their interpersonal skills and ability to work in diverse teams.
• “Can you share an example of a time when you had to adapt quickly to a major change in your department?” This question assesses the candidate’s flexibility and resilience — two incredibly important traits in any fast-paced environment.
• “Tell me about a time when you failed to meet a deadline. What happened, and what did you learn from the experience?” These questions helps you understand how the candidate handles setbacks and learns from mistakes.
• “Describe a situation where you had to go above and beyond your job description to achieve a goal. What was the result?” This question reveals the candidate’s willingness to take initiative and their commitment to the company’s success.

Situational Questions

Asking the right situational questions can help you get a better sense of how a candidate would handle situations in the future. Although it’s one thing to say that you would handle everything perfectly, the key part here is listening to how they articulate the responses to understand how their thought process works. Questions you can ask include:

• “Imagine you’re leading a project team, and one team member consistently misses deadlines. How would you address this issue?” This question will tell you about their leadership and conflict-resolution skills.
• “If you were tasked with implementing a new software system in your department, and you encountered strong resistance from some team members, how would you handle it?” This scenario tests their change management abilities and persuasion skills.
• “Let’s say you found a significant error in a report that’s about to be presented to senior management. What steps would you take?” This question evaluates their problem-solving skills, integrity, and ability to handle pressure.
• “If you were given the opportunity to improve one aspect of our company’s operations, what would it be and how would you go about it?” This scenario puts the candidates’ strategic thinking and innovation skills. As a bonus, it also tells you about what you might want to consider changing as things currently stand in your organization.
• “Imagine you’re assigned to a cross-functional team where there’s a clash of ideas. How would you deal with this situation to prevent any issues with the project?” This question will let you know about their teamwork skills, conflict resolution skills, and ability to handle diverse perspectives.

Growth-Oriented Questions

Everyone cares about professional development. No organization wants an employee who’s just there for the paycheck, and  nine out of 10 workers think that professional development is super important, according to a BetterBuys survey of 2,000 workers. Try some of these questions out to find out if the candidate is committed to growing in their field:

• "What motivated you to apply for this position?" This gets right to the point. It will help you understand their greater career aspirations and how they align with the role.
• "Where do you see yourself in our company five years from now?" This will help you see what their long-term plans are and how committed to the organization they are.
• "What skills or experiences do you hope to gain in this new role?" Get an idea of how self-aware they are and what kind of professional development they’re looking for.
• "How do you stay updated with industry trends and continuously improve your skills?" This question will test their commitment to lifelong learning.
• "Can you describe a time when you sought out additional responsibilities in your current role? What was the outcome?" It’s easy to say you’re ambitious, but showing that you actually are is a totally different thing. Put them to the test!

Questions About Their Current Role

One of your tasks is to figure out if they’re running towards a new opportunity or away from their current role. Maybe they love their current role but don’t gel with their manager. Or maybe they just don’t know what they want and are looking for a change. 

These questions can help you pinpoint exactly how they feel about their current job:

• “What aspects of your current role do you find most fulfilling?” Pay close attention to this question, as it’ll help you figure out what motivates them and how to keep them engaged in the new role — if they can convince you they’re the right candidate.
• “Can you describe your most significant contribution to your current department?” This question will make them reflect on the achievement they’re most proud of.
• “What challenges have you faced in your current position, and how have you addressed them?” You can never learn too much about a candidate’s problem-solving abilities.
• “How has your current role prepared you for the position you're applying for?” Sure, it’s technically your job to figure out if they’re ready for the new position. But this question will give them a chance to defend their case. Maybe they’re something you’ve overlooked or they haven’t mentioned yet.
• “If you could change one thing about your current role, what would it be and why?” This question will tell you about what skills they’re looking to develop. Maybe they’ve had opportunities to lead a few projects here and there, but don’t get enough leadership opportunities. Or maybe they’re looking for a more client-facing role than being stuck in the back of the office.

Company-Specific Questions

These are a real opportunity for your in-house candidate to shine.  They will test their knowledge of the company and their genuine interest in its success:

• "What do you believe are the biggest challenges our company is currently facing?" If they’re truly engaged, they’ll know — even if the challenges aren’t their direct responsibility.
• "How do you see your potential new role contributing to our company's five-year plan?" This question tests how well they understand the company’s goals and their ability to align their work with broader objectives.
• "Can you describe our company's core values and how you’ve embodied them in your current role?" If they don’t even know the company values today, they probably won’t know them in the new role either.
• "What do you know about the department you're applying to join?” Whether it’s a completely different department or a team right down the hall, they should have done their research before the interview.
• "If you were in charge of our company for a day, what one change would you implement and why?" This one’s pretty fun. It gives candidates a chance to show off their strategic thinking skills and understanding of the company’s potential areas for improvement.

Avoiding Common Internal Interview Pitfalls 

Although internal interviews can be fun and somewhat less stressful than external ones, it’s not all fun and games. Keep an eye out for these common challenges:

• Bias and assumptions: As human beings, it’s only natural to form opinions about our colleagues over time. The important part here is to keep your assumptions outside the office and focus on objective criteria. 
• Overlooking red flags: It’s easy to think that because they’ve been here for a while, they must be doing a good job. That may not always be the case, unfortunately. And even if they have been doing a great job in their current role, that doesn’t mean that they’ll excel at the new one. Don’t be afraid to dig deep, ask tough questions, and address any concerns.
• Lack of structure: It’s tempting to treat internal interviews as casual chats over coffee. Wrong move! Treat internal interviews with the same importance as external ones. Create a consistent set of questions and use a standard evaluation process to keep things fair.

Best Practices for Internal Interviews

Now that you’re familiar with the common pitfalls, let’s focus on the positive: how to make your internal interview a raging success. You can do this by implementing some — or all!  — of these best practices.

• Collaboration with hiring managers: Get HR and the hiring manager in the room (or on a Zoom call). Align expectations, hammer out the evaluation criteria, and get on the same page with everyone.
• Feedback and transparency: Providing constructive feedback to all internal candidates, regardless of the outcome, can be super helpful for the business. It helps them understand areas for growth and keeps them engaged for future opportunities.
• Developing a talent pipeline: Keep an eye out for candidates who might not be quite right for this role, but show potential for other options. Employees are more productive when their employer supports their professional development, according to a Harvard Business Review study. So, work on promoting your existing talent. Knowing they had a real shot at a promotion can be helpful even if they don’t get the job.
• Creating a positive candidate experience: Treat your internal candidates with the same respect and consideration you’d show external applicants. Keep them informed throughout the process and don’t make them wait for weeks on end for a decision.

Supporting Employee Success

Internal interviews bring a distinct set of challenges, from navigating existing team dynamics to assessing long-term growth potential. These unique complexities mean your internal candidates need support that aligns with both their professional and personal goals.

A well-structured employee wellbeing program can play a crucial role here. Offering resources that promote stress management and professional development can boost your internal talent pipeline and engagement rates. In fact, companies that offer Wellhub see an up to 43% increase in retention!

Speak with a Wellhub Wellbeing Specialist to learn how to launch a wellbeing plan that supports talent acquisition and retention.

You May Also Like:

• Building the 5 Pillars of a Strong Organizational Culture
• The Ultimate Guide to Change Management
• Customizable Review Forms to Increase Employee Performance

References:

• BetterBuys. (n.d.). The Impact of Professional Development: Exclusive Research. https://www.betterbuys.com/lms/professional-development-impact/
• Keswin, E. (2022, April 5). 3 Ways to Boost Retention Through Professional Development. Harvard Business Review. https://hbr.org/2022/04/3-ways-to-boost-retention-through-professional-development
• Maven Clinic. (2024). Maven’s State of Women’s and Family Health Benefits 2024. https://info.mavenclinic.com/pdf/state-women-family-health-benefits-2024
• Parker, K., & Horowitz, J. M. (2022, March 9). Majority of Workers Who Quit a Job in 2021 Cite Low pay, No Opportunities for advancement, Feeling Disrespected. Pew Research Center. https://www.pewresearch.org/short-reads/2022/03/09/majority-of-workers-who-quit-a-job-in-2021-cite-low-pay-no-opportunities-for-advancement-feeling-disrespected/