We interviewed IJP Panellists to identify the four main reasons candidates flunk IJP interviews, and nine things they can imbibe to ace the next one.

1. Tips to Ace
Posting
the Internal Job
Interview
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3. They want to stay with a
company, and move up the ranks.

4. * Source: LinkedIn Talent Trends study
Meaning: they failed the
IJP process in their
respective companies.

7. But many IJP candidates are
oblivious to the fact that

8. 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

10. We at
CitrusLearning Systems
did two things
(using our clients as research sources)…

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

18. Panelists complain that candidates
for the role they’re applying for

19. Panelists complain that candidates
based on their skills in their current role
or their tenure with the organisation

20. 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

21. If you cared enough, you would
have prepared for the role.
You didn’t. You probably don’t.

25. a.

27. they figured you probably missed the
point of their question.
But panellists do hate

28. b.

29. The big mistake: assuming that
quantity of speech will make up
for lack of quality

33. a.

34. ...To panellists:

35. b.
Yes! First impressions
matter. Get over it.

36. Dress & grooming red flags
Remember, you’re not the only
one they’re meeting that day!

37. 

38. c.
(or lack thereof!)

39. “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?”

42. 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.

43. “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.”

44. 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”

45. These weren’t related to verbal
communication.

46. 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

47. One peeve at a time

49. a.

52. Questions, you gotta prepare to answer:
What does the job
involve?
Top three
challenges of the
future role?

53. 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?

54. 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…

55. Questions, you gotta prepare to answer:

56. (You’ll be questioned on both)

57. 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)

59. 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.,

60. Educating yourself is
And your prerogative.
(Remember, it’s the ‘job ready’candidate that panellists
will pick. It just makes more business sense)

62. b.
(to your advantage)

63. 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?”

64. c.

68. 


69. If you need to set context, or provide
background before you present your response proper

73. d.

75. 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?

77. These questions lend you a unique advantage.

78. e.
é
But…

81. f.

83. A few tips:

84. g.

86. h.

87. * Your body language has got to communicate thus, as much as your words
Panellists look for people who communicate*:

96. i.

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

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

99. And it will help
them remember you.

100. How to ace an IJP Interview

105. www.citruslearningsystems.com
CitrusLearning Systems
Mumbai, India