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Many people make the mistake of thinking that because they already work for a company, they will be considered leniently for a promotion. This is especially true if they have been invited to apply by their senior managers.

And, why wouldn’t they be flattered, and think the job was theirs? After all, like you they have their eyes firmly set on a corporate development career path, and want to succeed.

However, they are disappointed when they don’t get the position, and someone who applied externally is given the position over them. This really hurts when they know they could do the job well, and they want to do the right thing by their company.

If you have experienced this scenario, you are not alone. It happens so often I feel compelled to write about it, and offer you 2 important tips to help you be the best candidate for the job.

Next time you are considering advancing your corporate development career path by applying for a job internally, consider these 2 important points:

1. Look at the Job Position from Your Employer’s Point of View

Many people see a job advertised or are asked to apply, and think “What do I have to do to get this position?” They look at the position, and the rewards it offers, from their point of view only.

Your employer already knows you might be suitable for the role, but you are going to have to convince them and beat the competition from within and without your organization.

They want to see a new, fresh you. They don’t want to see an old resume or you in the same suit or outfit you wear a lot. They want to see that you can step up to the new role, and be more of a professional than you are already.

Consider what questions your employer might be thinking, and make sure you address them.

As an example, here are 3 questions many employers are asking themselves:

a. What are the three most important responsibilities of this role? What qualities does the right person need to fulfill this role?

b. What kind of leadership or management style am I looking for? Will I find that in people I already know or will someone new bring something interesting to the table?

c.  What are potential red flags that might stop me from selecting a particular candidate? If someone applies internally, can I see past their foibles and hire them for what they have the potential to become, not who they are now?

Now, sit down and answer these questions as if you were your employer. Do you have the right skill set? Are you qualified, and a good fit for the role?

If not, find out what you need to do to make sure you are. And, if you can’t step back and be better prepared next time.

2. Talk About Your Imperfections

No one has a perfect employment record because we are all human and make mistakes. When you are applying for a job internally be prepared to admit to these mistakes and face them.

Perhaps you let something slip at the coffee machine in front of a client you shouldn’t have. Perhaps you overpromised and under delivered and a client was lost.

Sometimes things are missed, and mistakes are made – your employer knows that. So, fully explain what went wrong, and hold yourself accountable.

What they want from you is an open honest approach, and the ability to see a mistake, and you acting towards fixing it straight way. They don’t want someone who tries to hide their mistakes.

Show that you learned from your mistake, and haven’t repeated it. Demonstrate how you made amends, how you apologized and how you moved on from what happened.

As well, talk about your great track record, and show them the files you have kept that showcase just want a great job you are doing.

Remember that your seniors are human and have made mistakes just like you. They don’t want to promote someone who never owns up or blames others. They want someone in a senior position who can manage mistakes and turn them into positives.

So, when applying for a senior position within your company don’t approach it casually. Be as focused and proactive as you would be if you were applying for a position at another company.

And always remember:

Great managers are made. Not born.

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