Tips to Ace

Posting the Internal Job

Interview

www.citruslearningsystems.comCitrusLearning Systems

They want to stay with a

company, and move up the ranks.

* Source: LinkedIn Talent Trends study

Meaning: they failed the IJP process in their

respective companies.

But many IJP candidates are oblivious to the fact that

In fact, interviewers really WANT you to be

THE ONE so that they can get on with

other important tasks

Contrary to what most interview candidates might believe

We at

CitrusLearning Systems

did two things(using our clients as research sources)…

that interview panellists have w.r.t. candidates who apply for an IJP role

Panelists complain that candidates

for the role they’re applying for

Panelists complain that candidates

based on their skills in their current role or their tenure with the organisation

Once I am selected, it is up to the company

to train me on the next role, right

Nobody coached /trained / offered me

an opportunity to learn this!

Poor thought processes that drive candidates ill-preparedness

If you cared enough, you would

have prepared for the role.

You didn’t. You probably don’t.

a.

they figured you probably missed the

point of their question.

But panellists do hate

b.

The big mistake: assuming that quantity of speech will make up

for lack of quality

a.

...To panellists:

b.

Yes! First impressions

matter. Get over it.

Dress & grooming red flags

Remember, you’re not the only

one they’re meeting that day!

c.

(or lack thereof!)

“This candidate’s cell

phone rang right in the

middle of the interview.

And he ANSWERED!”

Here are two verbatim comments from panellists that say it all…

“She (the candidate)

seemed to be

multitasking the

interview itself with her

messaging app at

various points during

the interview.

Seriously? What was

she thinking?”

Disclaimer: Poor ‘Body Language’

wasn’t explicitly stated by panellists

as a deal breaker. We had to probe

to get to the bottom of this issue.

“I don’t

know…although

there was nothing

wrong with the

responses, the

candidate just

didn’t look very

sure of himself”

Here are two verbatim comments from panellists that say it all…

“Too casual”

He was….

Overconfident…..

Aggressive.”

Here are two verbatim comments from panellists that say it all…

“ There was a lot

of nervous energy

coming through”

“…was saying

the right things…

and was a star

performer… but

somehow, I didn’t

believe him”

These weren’t related to verbal communication.

Talking about an achievement while looking

defeated

Poor Body Language

Slouching/ not maintaining eye contact

when speaking

Fidgeting/ nervous

mannerisms

A ‘Closed’ posture

Being overly loud in speech,

gestures

One peeve at a time

a.

Questions, you gotta prepare to answer:

What does the job

involve?

Top three

challenges of the

future role?

Questions, you gotta prepare to answer:

Business changes

expected within the

new role in the next

year or two? How is

the environment

evolving?

What skills and

experience can you

leverage from your

current role?

Questions, you gotta prepare to answer:

What skills/ abilities

do you bring to the

table?

Note: These questions are indicative, not definitive. These are a good start, though…

Questions, you gotta prepare to answer:

(You’ll be questioned on both)

When answering a panellist’s question involving

‘situations’, use the technique to respond.

(What the scenario was)

(Details of the task you were up against)

(What the scenario was)

(Details of the task you were up against)

Tell me more about the team I’d be working with, if I get the role, of course.

What would be the top priority for anyone joining this role in the first 6 months?

How is excellence measured in this role?

What are the top three qualities that someone taking up this role will need to possess?

*Qualities, your panel is actively seeking in you.

Etc.,

Educating yourself is

And your prerogative.

(Remember, it’s the ‘job ready’ candidate that panellists

will pick. It just makes more business sense)

b.

(to your advantage)

If you haven’t understood what

is expected of you as a response,

(even if it’s the third time round)“Just so we’re on the same page, what

you’re asking of me is…., correct?”

c.

If you need to set context, or provide

background before you present your response proper

d.

Tell me more about

the team I’d be

working with, if I get

the role, of course.

Etc.,

What would be the

top priority for

anyone joining this

role in the first 6

months?

How is excellence

measured in this

role?

What are the top

three qualities that

someone taking up

this role will need to

possess?

These questions lend you a unique advantage.

e.

éBut…

f.

A few tips:

g.

h.

* Your body language has got to communicate thus, as much as your words

Panellists look for people who communicate*:

i.

If the interview (the outcome of the interview notwithstanding) was:

(mention that you learned a lot and have enjoyed the interaction)

And it will help them remember you.

How to ace an IJP Interview

www.citruslearningsystems.com

CitrusLearning Systems

Mumbai, India