Saturday, December 15, 2012


After an employee has been in their role for a while, it is natural that they may eventually wish to migrate.  Sometimes the employee wishes to be promoted to another position; other times the move is lateral to a position at the same level.  Either way, an internal Change-In-Status interview typically precedes the move.


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.


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 nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

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