You've posted a position internally, and you're crossing your fingers someone will apply. Two people are interested in the role, and both have much to offer. Having two qualified internal candidates apply for the same role can bring challenges, but it's a good problem to have. Use this guide to explore the characteristics you should consider and review other tips for choosing between two internal candidates.
Characteristics to consider when hiring internally
Internal recruiting and hiring can be beneficial for your business. It allows you to save time and money on hiring efforts. Internal hiring can show employees there's room for them to grow within the organization, which can improve retention and job satisfaction. In a recent survey, nearly half (49.5%) of employers said they plan to hire or promote internally within the next year.
Having two worthy employees vying for the same role can present new challenges. Which one do you choose? There are several characteristics to consider when choosing between two internal candidates for a promotion or new role.
Experience and technical skills
Start by evaluating each internal candidate's experience and technical skills. What do they bring to the table? Review the job description again and identify the most essential skills for the role. It can be helpful to rate each skill as critical or desirable. Then weigh each candidate's background carefully to determine whether one has more critical skills than the other.
For example, if you're hiring for a sales manager position, both internal candidates may have relevant sales experience and skills. However, one may be familiar with a specific customer relationship management tool you've identified as a critical skill for the role. Choosing this internal candidate can ensure the best fit for the role if all other factors are equal.
Soft skills and cultural fit
An employee's personality and soft skills significantly impact how well they lead or collaborate with teams. One of the most notable benefits of internal hiring is that you already know whether an employee is a good cultural fit for the organization. Consider both employees' traits to decide whether one might do better in the new role than the other. As you assess each candidate's cultural fit, ask questions such as the following:
- What energy do they bring to their current team?
- Have they built strong relationships with their current team members?
- How have they handled past conflicts in the workplace?
- How well do they manage their time on tasks?
- Do they have soft skills that complement or fill gaps on the team they'll be joining?
If you don't work directly with one or both employees, get feedback from their current managers and look at their past performance evaluations. Using personality tests, such as the Myers-Briggs Type Indicator assessment, can help you learn more about their behaviors and soft skills.
"One of the most notable benefits of internal hiring is that you already know whether an employee is a good cultural fit for the organization."
Interest and desire to advance
If both internal candidates have relevant experience and soft skills, consider their interest level in the role. One candidate may have expressed more interest in advancement opportunities or shown more enthusiasm for the new role than the other candidate. An applicant's interest in the position and desire to advance professionally can tell you a lot about whether they'll succeed in a new role. You want to hire someone who is excited about the opportunity and ready to move up in the organization.
Salary considerations
When you feel confident that either candidate will do well in the new role, factor their salaries into your decision. A candidate who earns a higher salary may cost more to promote than the other. While salary may not be your foremost consideration for internal hiring, evaluating financial implications is a good idea. You can also review other details, such as benefits packages, as you decide. For example, if a candidate must move for the role, you may need to provide a relocation reimbursement.
How to choose between two internal candidates
There are other strategies you can use when choosing between two internal candidates.
Be objective
Don't play favorites when it comes to hiring internally. Instead, be objective in your hiring methods to confidently hire the right person for the job. The following tools can help you fairly assess candidates:
- Work samples
- Skills assessments
- Aptitude tests
- Structured interviews
- Interview scorecards
- Job trials
Using these objective methods to hire internally can promote a culture of trust and transparency within your organization. Employees will know they have a fair shot at moving up within the company rather than believing certain people may receive promotions automatically.
Invite candidates for a second interview
If choosing between two internal candidates is still challenging, invite them both for another interview. Make a list of questions that can help with your decision. For example, you may pose a few situational questions to each candidate and compare their responses to understand better how each candidate may perform in the new role.
Having other employees, such as department managers, sit in on these interviews and offer feedback can also be helpful. They may have additional insights on each candidate that you haven't considered.
Ask for references
Ask each candidate to provide a list of references. When contacting these references, ask questions that reveal more than the candidate's basic skills and abilities. For example, you can inquire about their management skills if you're hiring for a promotion or ask for specific examples of when they exemplified leadership abilities. You can also speak with other employees, such as their current team members, to understand their professional strengths.
Go with your gut
You may be genuinely conflicted about who to choose for the position. If that's the case, go with your gut. If you strongly sense that one candidate will do better in the role than the other, trust your instinct. But first, ensure you've done your due diligence in evaluating both candidates. Only use this strategy after you've weighed their skills, considered their past work, and interviewed both candidates. Otherwise, you risk making a hiring decision based on bias.
Provide feedback
Once you've decided, provide feedback to the candidate you haven't selected for the position. Let them know why you've chosen the other person. Offer insights about what they can do to build their skills to equip them for future opportunities with the company. When possible, provide training or coaching to prepare them for the next open position.
Offering feedback and opportunities for professional development can soften the blow for the candidate you don't choose and keep them from looking elsewhere for a new position outside your organization.
Hire both candidates
Although it may not be possible in every situation, if you can reasonably hire both candidates, consider offering the position to one person and creating a similar role for the other. This strategy allows you to reward both internal candidates for their skills and expertise. Plus, you don't risk losing a valuable employee who feels slighted or stunted.
When choosing between two internal candidates, take a close look at each one's skills, experience, and potential. Ensure the person you choose is ready for the new role and excited about the opportunity. Provide feedback to the other candidate to ensure they can continue to grow within your organization. With these tips and strategies, you can feel confident about your internal hiring decisions.
More tips on hiring:
If you want a structured way to hire internal candidates, build an internal talent mobility structure using these best practices.
Not sure whether to hire internally or externally? Consider these three benefits of promoting from within.
Internal hiring is a great strategy for finding the best candidate for the job. Here are seven other recruitment practices to use for hiring top talent.
