Questions to Ask at the End of an *INTERNAL* Interview - 10 EXAMPLE QUESTIONS!
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- Опубликовано: 9 июн 2024
- Internal interviews can feel different from “normal” interviews, but this doesn’t mean that you should slack on the preparation side of things! As I always recommend, you should have a minimum of 3 questions prepared for the end of every interview, and this advice is the same for internal interviews!
In this video, I share with you 10 example questions that you could ask at the end of your next internal interview.
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Very helpful. I am going for an internal interview tomorrow. I am just feeling I am lucky enough to encounter this video before my interview. Thank you very much!
This is exactly what I was looking for! Thank you for such a great video!
Thanks for watching! Best wishes on your next interview!
This has been so helpful! I have my first internal interview tomorrow. Super excited!
I hope your interview went well!!! Let us know!
This was fire!! 10/10 content
Thank you solid questions that have a touch more thought like actually interviewing the interviewer
This information is really helping me prepare to present in the best possible way, and hopefully transition to a better job in a company I already enjoy
Thank you for watching! I hope you were able to make that transition!
This is such an insightful and helpful video. Thank you for posting this. I have an internal interview tomorrow so I’m hoping that it goes well. I will be asking some of these questions ☺️
How did your internal interview go??
Great questions!!!
This was great! I have my internal interview in 5 mins so honestly you're a life saver.😂 thanks!
Wish this video was available a few months ago! Completed an internal transfer 3 months ago :) I really like the twist on the challenges question - "...that *I* might face moving into the role" rather than "...that this role faces." Also, can't say I've heard the "what does success NOT look like," it's an interesting addition!
Thanks for watching, and I wish it had been available a few months ago for you too!! I am glad you liked the different types of questions that could be asked, hopefully for your next transfer or promotion these will come in handy!
Your videos are great - I planned to email you for coaching - I discovered the vids as I had an interview - No need for the coaching just yet ...I used this approach to questions and guess what I GOT THE JOB !! Thanks for your tips and tricks; gave me a good amount of confidence and a good lens for navigating this challenge. It helped a lot. Thank you
YAY! Congratulations!! I'm so happy for you!!
My upcoming internal interview will be presiding by people I e known for more than a few years. Would it be bad to add a lighthearted joke at the end of the interview that busts the chops (lightly of course) of one of the interviewers?
Thank you, I have a recruiter from my job calling me tomorrow. I’m nervous because I’ve been out since May with a injury and will be possibly going from a warehouse supervisor position to a purchasing coordinator job. But I’m scared they may disqualify me because I’ve been off for so long.
✨I'm sending you all of the great interview vibes!✨
Feeling nervous is very normal for anyone facing an interview, and I can see how you might feel especially nervous after having a gap in your employment.
Try not to let your nerves get the best of you! Think about what you DO have and what you CAN offer, rather than thinking about how long you've been out of work. It's not in any recruiter's best interest to disqualify you purely because of a gap. If you can explain and prove how you have the transferrable skills, knowledge, and abilities to be successful in this job, they won't care if you've been out of work since May!
Prepare yourself with some responses to common interview questions (check out this video for my top 5: ruclips.net/video/gw7rnLK-PmY/видео.html) and make sure you feel comfortable using the CAR or STAR method to answer questions (ruclips.net/video/qFCwtSA2y5U/видео.html)
In addition to preparing for those interview questions and answers, you can use a pressure point technique to help calm your nerves a little! I have a video with this tip and it starts at about 8:57: ruclips.net/video/_dHXwUp8ZvA/видео.html
Again, I'm sending you all of the good interview vibes and I hope it goes well for you tomorrow!!
@@LifeWorkBalance I’m moving onto the next process of interviews with the plant manager and head of HR. Thank you for your videos. If there’s any suggestions or videos to watch it would be greatly appreciated
@@bbradley280 Have you watched my video on questions to ask at the end of a second interview? If not, here's the link! ruclips.net/video/aXAtzOvAGRA/видео.html
But isn't asking the hesitation question doubting yourself on your performance in the interview and pre-empting their decision. Sounds like asking - did I pass? Also as they have already invited you to an interview, shoudn't that reflect they already considering you as a fit? If you may clarify.
Great question! It could come off that way if you ask it in a very timid way. However, in most cases it actually reinforces your confidence AND it gives you a chance to clear up any confusion or concerns on the interviewers' end.
I think the question about how they give critical feedback to a team member (9:40) might leave a sour impression on us just because how they remember the negative incident?
It's possible, though my question is:
If you ask a question about feedback and you don't get the job, or if it impacts the interview negatively, that's probably a culture issue and I wouldn't want to work with that person anyway! The tone of our voice while asking this question can make it sound like a negative interrogation or like it's coming from a place of genuine curiosity. Hopefully it sounds more curious than negative!
Great info.
Thanks for watching!
Internal interview, for a "medical records coder" job. Entry level, "Coder 1," where I would start as an "edits coder." I'm the ONLY internal candidate. I think per policy, they have to interview X number of candidates. Hiring manager interviewed me on Wednesday March 29, 2023, it lasted 55 minutes (panel interview), and she said, "I have a couple of more interviews. But, we'll be in contact. I should have a decision, one way or another, by next Wednesday (that beign April 5, 2023. It's the end of the day, and I still haven't heard from her (not shocking). Another interview panel member said to me, on my individual thank you note to her, "Your patience on this matter is appreciated." So, when do I send another follow-up email to the hiring manager, "without sounding obnoxious?"
Have you heard back from them?
If not, I think it's appropriate to reach out one more time and reiterate your appreciation for the opportunity to interview, your excitement/enthusiasm for the new role, and that you wanted to follow up to see if they've made their decision on how they are moving forward.
@@LifeWorkBalance Thanks! I did, but I have another question: Right to the point, "Should I err on the side of 'not being obnoxious and overbearing.'" Friday April 7, I talked on the phone with hiring manager "G," who said that, she actually wants me to go to "T's" team, because T supervises Orthopedics, which G thinks I'll enjoy more, since I'm a sports fan (and can relate to sports related injuries). One hitch would be, HR has to ok it, and it MIGHT take as long as starting on July 1 (which is fine with me, as long as I HAVE the job, eventually). Why July 1? "Fiscal year" matters, and the job on T's team is brand new. G said that T WANTS to hire me. They were supposedly going to find out on Tuesday or Wednesday April 11-12, whether my job with T would start in July, June, or May. Still haven't heard. I sent a message to G today. Anyway, especially since I'm an internal candidate, and all of these supervisors said they WANT me on the coding team, well, here's where I'm tied: Do I err on the side of "laying low, being patient, and sitting tight?" Or, if I DON'T say much, "Might they think that I lost interest in the coding position?" For the record, there were NO other internal candidates, and they didn't interview external candidates for the Coder 1 spot. Sorry, I know this is long-winded and even more convoluted. But, which way should I "err" towards? Thanks!
@@unappealingundesirable2826 I always would rather err on the side of doing my due diligence and following up rather than coming off as "too cool" and "not caring" that much. If "T" wants to hire you, have you reached out directly to "T" to figure out what those next steps/timelines might look like?
What would be a good answer if they ask, why do you want to leave your current position?
Great question! I have this question as a video I am creating in the near future.
I recommend being honest, but not airing out all the dirty laundry. For example: there is probably a reason, beyond hating your boss or your coworkers, or wanting more money, you are leaving. These reasons could include: looking for a change of pace - maybe more challenging work, maybe looking to change to a more flexible schedule to match your personal life, etc.
Think about ALL of the reasons you're looking for a new job and see how you can diplomatically describe that in a way that won't make it look like you're only leaving because you have the worst boss ever - make it more growth oriented.
I hope this helps!
Kindly give these questions answers i sm waiting
What do you mean? Answers to the questions?