CHANGE-IN-STATUS
INTERVIEWS
A Change-In-Status Interview is an important tool and may
accompany promotions, demotions, and lateral transfers to new positions. It very different from an internal job
interview, as many of the questions you would ask of an internal candidate will
already have been answered. However,
some additional questions will need to be asked of the internal applicant
related to their skill level, their interest in taking on additional
responsibility, and their general work habits.
You will want to do your background prior to the interview. Check if the employee has been at their
current position in the company long enough to meet the company’s policy for
posting. Review their record to see if
there are any recent disciplinary actions.
Review their resume and prepare a list of questions in advance.
Promotion / Lateral
Moves
The manager or HR rep interviewing the employee should take
care not to pre-judge the individual before the interview. Just because you are familiar with their work
in their current position does not mean that they will perform at the same
level in a different job. Evaluate and
discuss with the employee what skills they have. While you may think that you already know the
employee, their strengths and weaknesses, you may be surprised about the
answers you receive. Check to see if
they are familiar with what the new job entails and what their new
responsibilities will be. Try to
determine whether there is genuine interest in this new position or whether the
employee may only be interested in escaping their existing position. You want to ensure that the new position will
be a good fit.
Demotions
Sometimes a person is promoted to a level that is beyond
their capability and skill level. This
employee may be overwhelmed by their job, or they may not be willing to
shoulder the burden of responsibility that their position carries. When management recognizes this, it may be
time to sit down with the individual to discuss a demotion. Also note, that if the employee suggests it
first, you should not brush them off.
You should consider their suggestion, because ignoring it could lead to
a damaged professional relationship with the employee and a further decline in
performance. The demotion should be
handled a diplomatically as possible to allow for a smooth transition for the
employee to the lower job category.
At a glance, Change-In-Status Interviews may seem
perfunctory. However, they are important
tools to use to ensure employees are placed at the right level.
And remember all of
you Human Resources professionals: Be
Human... Be a Resource... Be a Resource
for Humans.
Disclaimer: The views
expressed in this post are by the author Trevor Stasik, and do not necessarily
reflect the views of any employer or any other organization. Please note, this
information is based on my understanding and is only to be used for
informational and educational purposes.
Do not take what I am writing as advice.
Seek your own legal counsel and/or see a tax accountant before making
business or personal decisions. The
author of this post makes no representations as to the accuracy or completeness
of any information on this site or found by following any link on this site.
The owner will not be liable for any errors or omissions in this information
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