Internal interviews happen when a company evaluates its current employees for a new role or promotion. Many companies prefer this approach because, unlike external interviews, they already have insight into the candidate’s performance and how well they fit within the organization.
However, even though the candidates are familiar, it’s still important to ask the right questions to find the best candidate for the role and avoid bias. In this article, we’ll share some of the most effective internal candidate interview questions to guide your selection process.
20 Internal Candidate Interview Questions
Below we’ll cover 20 different interview questions broken down into a few different categories.
Internal candidate interview questions to assess motivation
What made you interested in this new role?
This question helps you understand the candidate’s reasons for pursuing the new opportunity. It reveals whether they’re driven by passion, career growth, or simply a desire for change. Their response can give insight into how well their goals align with the role and the company’s direction.
What do you like about your current position?
This question helps you gauge the aspects of their current role they enjoy and find fulfilling. It’s important to identify whether they’re moving on from dissatisfaction or looking for a bigger challenge. You can also determine what keeps them engaged and whether they’ll bring that enthusiasm into the new role.
What keeps you motivated to continue working for the company?
This helps determine the reasons for staying with the organization, whether it’s the culture, opportunities, or team dynamics. It’s another question that helps you check whether their motivations align with what the new role can offer. Plus, you can also gauge whether they’re committed to the role and the company long-term.
Where do you see yourself five years from now?
This is a classic question in interviews for a reason — it gives insight into the candidate’s long-term career plans and whether the new role fits into that path. It helps you understand their ambition and whether the company can support their growth.
If you aren’t successful, will you continue in your current position?
Ask this to gauge how committed they are to the company regardless of the outcome. It also sheds light on their resilience and willingness to contribute in their current role if they don’t get the new position. Their response can reveal how they handle disappointment and change.
Internal candidate interview questions to assess core skills
What are your strengths and weaknesses?
This gives you a good sense of the candidate’s self-awareness and how well they can reflect on their ability and performance. This question also gives insight into how their strengths and weaknesses align with the role’s responsibilities.
What makes you fit for the role?
By asking this, you want to see how well candidates can connect their skills and experience to the position they’re applying for. It’s also a great way to check whether they understand the role and its responsibilities well. If they provide a strong and confident answer, that means they’ve done their homework and are confident in their abilities.
What have you done to contribute to the company’s goals?
This helps you gauge how the candidate has contributed to the broader company’s objectives in his current role. You can get a good reading on how proactive and results-driven they are.
What is your biggest accomplishment in your previous role?
This question allows your candidate to showcase the skills and initiatives they’re most proud of. This question provides a general idea of their work ethic and what they consider meaningful success.
How have your communication skills helped you contribute to your team’s success?
In every role, good communication is a must. This question lets you determine how well the candidate can collaborate and communicate effectively with colleagues. It also gives you a sense of how they approach teamwork and leadership.
Internal candidate interview questions to evaluate track record and behavior
Have you spoken to your current supervisor about this interview?
This question helps you determine the candidate’s level of transparency and professionalism. Changing roles can be a sensitive career conversation, so asking this helps gauge whether they’re open and respectful in managing their current role while pursuing new opportunities.
How would your co-workers describe you?
This question gives you insight into how the candidate is perceived by their peers and highlights their interpersonal skills. It gives context into how they fit into the team dynamic and whether they prefer a collaborative or more independent approach to their work.
How would your supervisor describe you?
It’s important to assess the candidate’s relationship with their manager. This helps you understand their performance, reliability, and areas for improvement from a leadership perspective.
What do you do if you disagree with your manager?
Conflict and differing opinions are unavoidable in a workplace, and knowing how the candidate approaches these professionally and maintaining a productive working relationship can be a determining factor.
How have you adapted to a challenging change or new policy in your current role?
Changes in the workplace can have different effects on employees. You would want an employee who can be flexible and resilient when faced with changes, whether they’re new processes or company policies. A strong answer will demonstrate their problem-solving skills and willingness to embrace change.
Internal candidate interview questions to assess leadership and decision-making capabilities
Can you tell us about a project that you led?
Asking how they handled a project gives them a chance to showcase their leadership skills and find out how well they handle responsibility. This question also provides us insight into their ability to organize, motivate a team, and deliver results.
How do you handle conflict within a team?
Effective leadership knows how to resolve conflicts and navigate difficult situations professionally while maintaining a positive team environment. Their response will give insight into their problem-solving and communication skills.
What are some points of improvement for your leadership skills?
A good leader should be self-aware of their shortcomings and be open to growth. This question helps determine whether they can identify areas where they need to improve and are proactive about developing their leadership abilities.
How will you manage and drive your team to complete a project on time?
Leading a project means you need to manage time, set clear goals, and keep your team on track. Asking this question will let you know how they handle deadlines and ensure accountability within the team, giving you an insight into their organizational and motivational strategies for project management.
How do you prioritize tasks when managing multiple responsibilities or projects?
Effective prioritization is critical in leadership roles, and this question assesses how the candidate handles competing demands. You get a good idea of their decision-making process and ability to delegate tasks.