How to apply and interview for an in-house role

Applying for a promotion or a new in-house role?

I recently had a promotional interview and I had SO. MANY. QUESTIONS!

• “Is an in-house interview the same as a regular interview?
• How should I prepare?
• Surely they already know me and what I do, what can they ask me?”

It was a role I really wanted so I decided to invest in myself for once and booked an Interview Preparation session with Hilt.

Within the first two minutes of the session, I knew I had made the right decision. The Hilt consultant explained The First Golden rule for in-house interviews: Don’t assume that they know you!

I realised how important it is not to assume that the interview panel already knows me or my work. Though I may be familiar with some of them (in this case my former manager was going to be on the panel), I was also interviewing in front of people do not know me at all. The consultant explained that in-house interviewers still have to assess every candidate on their individual performance during the interview and not what they already know about them.

This meant I needed to clearly articulate my skills and experience for the role, rather than relying on prior knowledge or my reputation. I also needed to remember that I may be competing against both internal and external candidates, so I should make sure I leave the panel with a clear understanding of what I can offer.

The general rules still apply

After that, I found the general rules of the interview still applied:

• One of the key things I learned is the importance of providing proper evidence that I had the competencies and capabilities required. I needed to give specific, real examples and explain situations from my perspective, even if the interviewer was involved in that project and also knew the details!. I shouldn’t assume they remember the details or my contribution. I needed to clearly describe what my role was and how I demonstrated the required skills.
• I also learned how valuable it is to research the role using my internal network. Because I am already within the organisation, I can speak to colleagues who are currently in the role or who have held it before. I left the session planning to have informal conversations to understand the day-to-day responsibilities, the challenges of the role, and the types of interview questions I might be asked.
• Another useful insight was the importance of knowing who will be interviewing me. Just asking HR who the panel members will be will allow me to feel more prepared and less anxious. If there are panel members I do not know, I now always plan to find out about their role in advance to help me feel more comfortable on the day.
• We also discussed how to handle difficult interview questions, particularly those that can feel uncomfortable in an internal interview. For example, questions about underperforming team members or managing difficult colleagues can feel personal. I learned that it is acceptable, and expected, to answer these professionally by focusing on behaviours and actions, without naming individuals and describing the steps I took to solve the situation.
• Finally, I learned how important it is to be strategic if asked what I would do if I were unsuccessful. Rather than expressing frustration or suggesting I would leave, it is better to show resilience and openness to feedback to identify areas for improvement and better prepare for future opportunities, whether within the organisation or elsewhere.

Overall, the session helped me understand that preparation, reflection, and clear communication of my own experience are just as important in an internal interview as they are for an external one and I now feel prepared to take it on!

Hilt can work with you, too, to ensure you ace your job interview. Find out how we do it.