Asking about "Strong Internal Candidates" in Interview?

7 Comments

1. AnonymousJune 28,2023 at 2:01AM UTC

   I just don't see any benefit to asking. What will you do differently that's dependent on the answer to that question (presuming you get a truthful response)?

   I've had mostly internal candidates (niche field) and it's a toss-up whether that's a plus or a minus in each case. I've seen strong internal candidates lose out on the job because one or two members of the hiring committee had a personal or professional disagreement several years earlier. I've seen weak internal candidates get the job over well-qualified external candidates because appropriate funding wasn't allocated or they had a senior person advancing their candidacy. There are all sorts of reasons one candidate gets chosen over another, and there's no way to know which way the pendulum is going to swing.

   As far as references, I've only heard of references being checked early for faculty candidates. For anyone else, they aren't checked until we're ready to make an offer. Maybe that's a thing outside of the US, but here we wouldn't risk someone's current employment by "outting" them for no reason. If you're in the US and someone is checking your references and then not offering you the position, I would suggest you have a trusted friend pretend to be a potential employer and check all your references to see if someone is saying the wrong things.

2. AnonymousJune 30,2023 at 3:16PM UTC

   I understand the frustration. I recently applied for a job, and the position was pulled. I received a notice that they no longer wanted to fill the position (at least I wasn't ghosted). This was for a high-level executive position I was highly qualified for and interested in. The webpage shows the same executive in the same position, so I'm unsure if they pulled their resignation or chose someone internally. I don't believe the rejection letter stipulated whether they hired anyone or if it was internal.

3. Coach Nancie Kay ShumanJuly 3,2023 at 12:29PM UTC

   I have always been told that it is okay to ask how many people they are interviewing, being more specific may or may not be helpful. Every situation is different and unless you are privy to the hiring matrix of the various institution, knowing that information isn't really helpful.

4. Zeecil KimmelJuly 3,2023 at 12:30PM UTC

   I would not ask as it will not be taken well. I agree with all the posters that say show up and do your best. If an organization is really impressed with you they might find something else for you or recommend you to someone else they know is looking.

5. AnonymousJuly 3,2023 at 1:28PM UTC

   as a Corporate recruiter for over 20 years, the internal candidates are always going to be there first choice because they know the culture, they know the systems, they know more than hiring an outsider which is an unknown commodity would be. Your chances are still good. It really depends on the manager and no one else and the chemistry and their ability as a manager to grow people and be secure as a mentor to people. It could be looked at as a good sign, seeing a lot of internal hires within a company. As a Recruiter internal candidates we’re always throwing a wrench into my process, more than once and did arrive at the end of a process In a lot of cases, some being transfers of interested parties within an organization. It’s painful but I get it u still have to keep trying if you want to work and change employers good luck and all the best.

6. Sarah BordersJuly 3,2023 at 6:53PM UTC

   I’m sorry this has happened to you. External candidates are a big investment. There are very few situations in which an internal candidate would not be the preferred choice to fill a role, simply because they have a shorter ramp for onboarding. Rather than ask whether there are any strong internal candidates for the role, I would show the interviewers that you’ve done your research on the company and the team you’d be working with: you’ve worked to familiarize yourself with their environment, code of conduct, challenges and opportunities, and even anything relevant in the news that relates to the company or this specific type of work. Tying all that into your own experience when you talk about it in your interview may help to give you an edge over any internal candidate.

   Also, a note about the number of rounds for interviews: Not counting the initial recruiting conversation, if you are pursuing a high-level, senior “people leader” role, I think three to four rounds (with reference checks *before* they’ve identified the final candidate) is acceptable, but for lower level managerial or any “individual contributor” role, three to four rounds of interviewing seems excessive. To protect your mental health, make sure you ask the recruiter what to expect in terms of the interview rounds, the format of the interviews, and the timeline for the hiring process upfront, and consider that as you weigh your options on which opportunities deserve your attention. If you’re not completely over the moon about an opportunity that will require four rounds of interviews, it’s completely acceptable to thank the recruiter for their time and consideration but decline to move forward.

7. AnonymousJuly 10,2023 at 5:39PM UTC

   Absolutely, it is never wrong to ask about the steps in the interview process, how many folks they are considering, what stage of the decision they are at, when they need to fill the role and also if there are internal prospects to consider. Let them know when you inquire that you are also considering other places and that you want to be sure as you go through the process that you openly communicate with them along their timeline for where you are in your decision. Interviews are 2 ways streets if you don't ask you don't know. Oh and never leave an interview without asking the interviewer if they think you fit. That may seem silly but their instant reaction will tell a lot. Good luck.