Job promotion interviews tips

For interviewers and interviewees, much of the information above in the main job interviews article is relevant to job promotion interviews.

These tips chiefly focus on interviews rather than group selections. Attending group selections for job promotion is a different matter, which I'll comment on briefly now:

Group selection enables the employer's selection panel to observe behaviour and interaction in a group situation. Job promotion candidates in these situations should therefore behave in a way that will impress the selection panel, in areas which the employer logically expects the group selection process or exercise to highlight. Here are the sorts of behaviours that impress when demonstrated by group selection candidates: responsibility, integrity, leadership, maturity, enthusiasm, organisation, planning, creativity, noticing and involving quiet members of the group, calmness under pressure, and particularly discovering and using other people's abilities in order for the team to achieve given tasks.

The remainder of this item concerns job promotion interview situations.

For interviewees, the same principles apply as in new employer job interviews. Interviewers commonly assess interviewees according to their own personal style and approach - people like people like them. For example: friendly people like friendly people; results-driven people like results-driven people; dependable reliable passive people like dependable reliable passive people; and detailed correct people like detailed correct people.

As an interviewer, when interviewing try to see the interviewee according to their own frame of reference not your own - you will make a fairer assessment.

As an interviewee be aware that even the most objective interviewer - even if aided by psychometric job profiles and applicant test results - will always tend to be more attracted to applicants who are like them, rather than applicants who are unlike them; it's human nature.

When as an interviewee you attend promotion interviews, your answers should be orientated to match the style preferences of the interviewer. Try to see things in the way they see them, and express your answers and ideas in language and terms that they will relate to and understand. Don't distort the truth or make claims you cannot substantiate or deliver - show that you understand how your boss and/or the interviewer sees the situation, and how they see that the job needs to be done successfully.

Rebels and mould-breakers are rarely promoted because they are seen as a threat or liability, so if you have rebellious tendencies it's a good idea to tone them down a little for the promotion interview. In the rare case that a distinctly mould-breaking individual is required for the role, such a requirement will be stated, then by all means go for it, all guns blazing.

At promotion interviews, interviewers particularly expect to hear the applicant's practical and cost effective ideas and plans for the new job. As the candidate, be able to demonstrate how well you understand the business and the organization. This requires that you do some research. Avoid the common tendency to think that internal candidates already know what they need to and therefore have a better chance than, for example, an external candidate. If an external candidate has done their research they will impress the interviewer more than an internal candidate who hasn't.

Doing some research - above and beyond your normal sphere of responsibility and operation - demonstrates your potential, and particularly your capability to make a difference in the promoted role, which for most promotions is a strong requirement. If it isn't a requirement then it's a big advantage over another candidate who hasn't thought outside of the box, so to speak.

Doing good imaginative research, especially looking at organisational and departmental threats and opportunities, also enables you to prepare and ask great questions of the interviewer, which regardless of the way the interviewer handles the interview, provides you with a great way to show your potential.

If appropriate, your ideas can be fresh and innovative (especially if the interviewer is innovative and creative themselves), but you must above all be able to demonstrate a clear grasp of 'cause and effect', and the importance of achieving a suitable return on investment or effort.

Promotion almost always involves having responsibility for making decisions about the use of time and resources. Interviewers need to be convinced that you understand how to handle this responsibility - to identify priorities, to focus effort in the right direction, to manage efforts productively - as if you were using your own money.

Demonstrating clear knowledge and interpretation of policies, processes, rules, standards, and a firm and diplomatic style when supervising others, is crucial for promotion into most first-line management or supervisory roles.

Demonstrating an ability to plan, organise and achieve effective implementation (of plans, changes and objectives) is crucial for promotion into most middle-management positions.

Demonstrating an ability to initiate and optimise strategic activities, giving strong return on investment is be crucial for promotion into most senior positions.

Demonstrating huge personal commitment and enthusiasm, together with complete and utter loyalty to your boss and the organization, are always essential factors for successful promotion interviews. Loyalty and commitment are essential. The interviewer must be able to trust you to the extent that they will stake their own reputation on your commitment and ability.

The ability to adapt and be flexible as priorities and circumstances change around you, is also essential for promotion into most supervisory and management roles. Interviewers will not promote children or people with baggage or issues - interviewers promote mature grown-up people. People who will lighten the management burden, not add to it.

It is important to convey convincingly that regardless of the challenges that occur on the way, you will always strive relentlessly to achieve your aims and objectives - and that you will never, ever, ever, let your boss down.

If you really believe it and feel it, look the interviewer in the eye and say: "Give me this opportunity, and I will repay your faith in me to succeed in this job."