What is the single most important thing I can do in 1 week to prepare to make a convincing case that I am the person to fill an internal role at my current company that: 1. I’m pretty sure I’d be an excellent fit for; 2. I’m sure I can help the hiring team define this role in ways that are even more beneficial (to them and the broader company) than they are currently thinking of; 3. I’m slightly unsure if it will be worth the change. – User Experience Design Lead
When you’re looking to move into a new role within your same company, standard job search best practices still apply. You’ll need to market yourself to the decision-makers in order to land a job interview. Then prepare to nail those job interviews – first-round through callbacks through final rounds.
If you do make it through to an offer, you still need to negotiate. Even though you’re already employed there, if the role is substantively different, you might negotiate for a title bump or salary adjustment. Even if the role relies on the same skills and expertise you used in your previous job, your responsibilities won’t exactly overlap, and you’re taking a risk in leaving your current spot for the unknown, so you should negotiate additional compensation for that.
Despite the similarities, making a move internally is not the same as looking outside. You have a track record at this employer based on your previous role(s), so you have to assume that will come into play. On the flip side, you also know more about this employer based on your work there and the relationships you’ve built, so you should be able to do thorough due diligence on the new role.
The user experience design lead is looking for the “single most important thing” to do, but that will vary based on where they are in the process. Based on the question, they may be in the interview process, or they might not have been selected yet. We only know that they have identified a role that potentially fits. If you have identified a potential new role within your same company, here are 5 steps to make that lateral move:
1 – Confirm the rules of engagement for making a lateral move
Some companies have an official process for employees who want to switch roles. There might be an internal job board where openings are posted. There might be a different application process. You might have to disclose to your current manager that you have applied for a role. Check your policy manual, or ask a friend in HR what the process is to ensure you follow the right steps. If there is no official process, skip to step 2!
2 – Tap multiple sources for getting into the interview process
Just like with external job search, networking trumps job postings in terms of what will get you in the door. If there’s an official process for lateral moves, by all means apply that way, but also look for warm referrals to the decision-makers, especially the hiring manager. This is where a diverse network across functional areas and at all levels can really pay off.
If you’re a member of an employee resource group, see if a fellow member can make an introduction. If your manager has expressed support for you looking outside, they might know the hiring manager and can give an early reference. Use the company directory, or your own calendar, to remind yourself who you’ve worked with previously and who might be able to put in a good word with the hiring manager.
3 – Prepare to ace your interviews
Even though you’re already working at the company, you will almost always have to interview for a lateral move. At the very least, the hiring manager will want to meet with you. More likely, there are other decision-makers who are involved – e.g., the hiring manager’s boss, colleagues in the new department, other colleagues who work closely with this new role.
The interview process can be identical to interviewing for an outside role with first-rounds, callbacks and finals. Practice your interview technique because it might have been a while since you’ve interviewed. If the interview process includes a performance-based component (e.g., a case to analyze, presentation to deliver, test to complete), then you have to prepare for that as well.
4 – Proactively manage your references
Given that you already work at the company, your previous performance reviews are fair game. If your application is confidential, and company rules of engagement do not require that you inform your current manager, then honorable hiring managers will not contact your current manager. However, if your application should have been disclosed, you better believe that the hiring manager will ask your current manager for a reference. Finally, if you and the hiring manager work with the same colleagues, nothing stops the hiring manager from casually asking about what it’s like to work with you and what the quality of your work is like – essentially a reference check.
Knowing this, get in front of the process. Review your past performance reviews, and if there are any gaps material to the new role, address it in the interview process. If your manager knows about your application, let them know what parts of the new job overlap with your current job so you coach your manager into highlighting your transferable skills.
5 – Negotiate your offer AND transition
Don’t assume that a move will automatically come with a change in level or compensation. Plan to negotiate your title and compensation, as if you’re joining the company anew. That said, you’re not new so your hiring manager will know exactly how much you’ve been making, whether you’re eligible for bonus and all the other terms of your current compensation. Your past compensation is a strong anchor for what you will be offered going forward, but if this role warrants a higher compensation, you can still negotiate for more even if you don’t think you have much leverage.
Definitely plan to negotiate your transition with your former manager and your onboarding with your new manager. You’re all at the same company so you want to maintain good relationships on both sides. Balance the ideal end date for your former manager with the ideal start date for your new manager. If there’s a discrepancy, see if the two managers are willing to hash it out directly – leaving you out of it and able to focus on preparing for your new role.
Bonus step: Save any doubts about the new job for after you get an offer
At the very end of the question, our user experience design lead expressed hesitation about whether or not they even want this new role. If they have already decided to go for the job, the interview process is not the time for second-guessing. Go all out selling yourself, while listening carefully for the information you need to make an educated decision on whether the role is right for you. Then, if you get an offer, weigh your options at that point. If you show hesitation about a position while you’re interviewing for it, the decision-makers will sense that, interpret it as lack of interest and potentially keep you from going any further in the process.
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