How to Approach Promotion in the Existing Company and Prepare for a Promotion Interview

Applications do not take place only in competitive companies. Employees who are happy with their cooperation in a company’s department may want to stick with the team. Companies are expected to be satisfied too. Keeping the same people in your team means you will avoid meeting any surprises, and you already get along with the particular person. This is the ideal evolution for both parts. Let’s see what you have to do before you start the process and go through the interview.

1. Talking with the supervisors

   The first step to this ambitious process is to inform the people directly affected by your job position. Applying for a higher post is essential to upgrade your career. Besides, it is something you have probably talked about even from your first interview in the company. Being willing to take on more responsibilities will make you look capable and valuable. The fact that you are still in the company and did not turn somewhere else in the chase of promotion means there is trust between you and the managers at the company. However, your supervisor may think you are essential for the role you already have. They may not have someone else to cover your position for the time being. These are all possible scenarios; you don’t want to catch anyone off guard. Remember, the supervisor is the first person they will ask about your performance in the current post, so having an ideal relationship with them is vital.

2. Doing some research at work

   Going for a better position in the existing company is a more significant challenge than you may imagine. When someone hires you for the first time, they are not aware of your weaknesses, and you probably have not pointed them out in your resume or the interview process. Once you are hired, people at the company now know what may be your weak point, and everyone has an opinion about you. One thing you could do is start with your colleagues and ask them what they think of you and your performance. In a kind way, you can also get an idea from your supervisors. Write down what these people will tell you, and be prepared to comment on them when the interview comes.

3. What are you applying for?

   You may be aware of the company’s goals and policies, but you are not yet aware of this new post. Since, at the interview, there will not be much to be said in terms of getting to know each other, you should expect the interviewers to focus on what is new. They will focus on this new job and what you can do to help the company thrive. Therefore, you need to have done detailed research on what this new job is all about. You will be asked about the reasons you want to apply for this job and why you want to change roles. Another expected question is to name what you plan to do during the first 30 days of the new job. To answer that you have to consider what they are looking for from the applicants for this position.

4. Have you finally improved?

   You have no reason to change position if you are still the same person. People who hired you already know you and have read your resume. They know the rest of your story since you have been working with them. Your part is letting them know what changes have been made to justify your transfer to a better position. Proof that you are better than the other candidates will be needed, and remember you may also have competitors from the same company. Make a list of your skills and improvement history, and use it right when the interview comes.

Have you read?
5 Key Factors For Creating Equitable Work Environments.
To office or not to office: Three questions to ask yourself before making that commute by Evelina Bereni.
The benefits of increasing creativity within your organization by Christina DiArcangelo.
Some Thoughts on Improving Sales Efficiency at a Time of Accelerated Digital Transformation by David H. Mattson.
Myths and Truths about Career by Professor M.S. Rao, Ph.D.

This report/news/ranking/statistics has been prepared only for general guidance on matters of interest and does not constitute professional advice. You should not act upon the information contained in this publication without obtaining specific professional advice. No representation or warranty (express or implied) is given as to the accuracy or completeness of the information contained in this publication, and, to the extent permitted by law, CEOWORLD magazine does not accept or assume any liability, responsibility or duty of care for any consequences of you or anyone else acting, or refraining to act, in reliance on the information contained in this publication or for any decision based on it.

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