Is there a point in posting a position if you already have a preferred internal candidate? Some might say “no” because an interview process is only going to be slanted or a waste of time as the candidate is already picked.
But, if there are other potentially qualified internal candidates, other than the preferred internal candidate, there should be an interview process (bonus: download our favourite interview questions here). That's not to say that you should interview anybody who is interested in the role, but those who are qualified should be given the opportunity to interview. By not providing a qualified internal applicant the opportunity to interview, your decisions appear biased, lacking transparency, and erring on the side of favouritism.
Allowing qualified applicants the opportunity to interview not only gives you a greater understanding of their goals, skills, and how they present themselves, but through feedback, it gives them the opportunity to build their skill set and knowledge base for future opportunities if they are not chosen for this role. Download our performance and development questions to facitliate a conversation with your employees about career development.
A lot can be learned from an individual's preparation for an interview, for example, how they perceive, prepare and present themself. Many times I’ve witnessed a preferred candidate think the interview is just a formality and not prepare themself accordingly. An underdog candidate, meanwhile, preps their answers, speak to others in the department to get a greater understanding of the role and is ready for that interview. This preparation can and should influence the decision as to who will receive the role.
Avoid the Perception of Discrimination
Finally, the most important consideration of posting open roles is the appearance or perception of discrimination. Hiring decisions should be free from the discrimination based off of any of the protected grounds of - race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability or conviction for an offence for which a pardon has been granted.
Tips to Avoid a Drop in Employee Moral During the Internal Interview Process
The best way to avoid a drop in morale during the interviewing and hiring process for internal candidates, and to avoid the perception of discrimination is to communicate openly with them.
1. Before the Interviews:
Communicate with your applicants! Let them know if they are qualified to receive an interview and the status of their application. If they are not, communicate the reasons why and put a plan of action together with them to help them work towards the next step.
2. During the Interviews:
Communicate with your applicants! Let them know the status of the interview process and potential follow-up dates.
3. After the Interview:
Communicate with your applicants! (Are you catching the trend?) If they did not get the job, provide them with feedback so they have a chance to improve their skills and presentation of themself! Set a plan of action together with them to help them work toward the next step of their career.
***The content on this website is intended only to provide a summary and general overview on matters of interest. It is not intended to be comprehensive nor does it constitute legal advice. We attempt to ensure that the Content is current but we do not guarantee its currency. You should seek legal or other professional advice before acting or relying on any of the Content.
