Your next great hire might be right in front of you. But as staffing experts in Northern California, Pacific Staffing knows that just because a candidate is an existing employee doesn’t mean you can avoid vetting them thoroughly. So when it comes to interviewing internal candidates, how can you properly screen and assess them? Here are 4 strategies to follow:

#1: Don’t interview a candidate out of courtesy.

If you know they’re not a good fit for the job, then you’re wasting everyone’s time by interviewing them. Don’t lead them on. Instead, be direct with the employe; but do let them know what they can do going forward to be eligible for the type of position they’re after.

#2: Avoid assumptions.

Assuming you understand someone’s skill set, strengths and abilities can be a dangerous. Just because you know and like an employee on a personal level doesn’t meant they’ll perform well in the position. So don’t rely on your subjective opinion of them. Instead, you need to thoroughly evaluate every internal candidate – so you can get the details you need to make smart hiring decisions.

#3: Ask smart questions.

When you’re interviewing internal candidates, don’t ask questions you already know the answer to. However, do ask behavior-based questions that will help you assess a candidate’s knowledge and experience. In addition, when you ask a question about how an internal candidate handled a difficult customer, for instance, make sure their answers align with company policy and demonstrate that they know how to handle conflict within the company.

In addition to behavior-based questions, ask questions that help you determine role readiness, such as:

  • Why do you want this position?
  • What accomplishment are you most proud of in your current position?
  • Tell me about a time you failed on the job.
  • What other positions have you held within the company?
  • What do you know about this role?
  • What kind of training would you need to be successful on the job?
  • If you were to get this position, what are some of your plans for the first 30 days, 60 days and 90 days?
  • What if you don’t get the job? What will you do?

#4: Give them homework.

You can only learn so much from an interview. If an internal candidate seems like a good fit for the job, then give them a homework assignment so they can prove themselves. When they have to perform a task and deliver results related to the new job, you’ll gain a much better sense of whether or not they really have what it takes.

Do you need more help with your hiring process? Call Pacific Staffing. As staffing experts in Northern California with more than 25 years of experience, we can help you find the people you need, where and when you need them. Contact us today to learn more or get started!