- Believes that their CV won’t make a difference. They are known to pay less attention to the content and presentation of their CV.
- Assumes that they know all about the department or position on offer. They tend to have a vague knowledge from speaking with colleagues and through the ‘grape vine’. In actual fact it’s important to take your research seriously in order to convince the interviewer that you are interested and that your skills can complement the role.
- Believes that the interviewer will already know of them. After all they work for the same organisation and perhaps have even worked in the same department together in the past. The level of preparation by internal applicants is less than that for an external role and this is a BIG mistake.
- Holds back on information with regards to their skills and experience. Hence reducing their chances of securing the role. The internal applicant can often feel awkward when selling themselves to someone that they already know or have perhaps worked alongside in the past. It’s important that you promote yourself in the same way that other applicants will be doing and to ensure that you provide the same amount of detail as you would for any external role.
- Forget the importance of questions. These highlight to the interviewer your interest in the role. Many applicants attend interviews unprepared and asking questions provides you with an opportunity to demonstrate your suitability for the role.
- Forget to ‘follow up’. Partly because they do not have a recruitment agency calling them for their feedback but also because they feel it’s not necessary. ‘Follow up’ is not only an opportunity to show your interest in the role, but also to assure the interviewer of your suitability for the role and where you can add value to the department.
“Holding the hands of the Job Seeker”
