1. What are the chances? Whether or not internal candidates have a harder time than others depends on the company, says Chris Bones, the principal of Henley Management College. “Is it an organisation where most promotions come from inside or where new people above you come from outside? If the latter, you may be better off looking externally yourself.”

2. Don’t relax. Internal applicants’ biggest mistake is thinking that they can get by without researching the job or the company, says Helen Hopper, a principal consultant at SHL business psychologists. The opposite is true: you need to be even more prepared than an outsider because you have no excuse for ignorance. Make sure that you have up-to-date information and don’t rely on assumptions.

3. Prepare to play politics. “It’s not just the interview, it’s what people are saying about you,” says Robert Barham, the CEO of Tack International, a sales training company. “Think outside your office. Who will be able to influence the decision?”

4. Make the most of the inside track. You have many resources available to you. For example, you can talk to people who are doing or have recently done the job you’re applying for and ask the hiring manager for an informal chat about what skills and experience he or she is seeking.

5. Tell the boss. You need the support. The best way to get it is to “jointly work through the (job) criteria”, Bones says. He or she might not want to lose you, but they will earn Brownie points for having developed your skills, Hopper says.

6. Know the competition. “Think about who you are likely to be up against and what their strengths and weaknesses are,” Barham says. “Never put them down, but make sure that you emphasise your own strengths.”

7. Keep it clean. Informal but professional discussions about the role with the hiring managerare fine; buying them dinner and martinis is not, Barham says.

8. Don’t expect anyone to notice your laurels. “Sometimes internal candidates think that performance in their current role will do the trick,” Hopper says. “But it doesn’t speak for itself. You need to explain what you have done.” Also remember that achievements in your present role are not as important as convincing the hirer of your ability to perform in the new role.

9. Don’t bull****. External candidates might get away with overselling their achievements in the interview, but if you try you’ll be picked up instantly. This is bad. “It says that you are a bit of a bull****ter and not much of a team player, because you are prepared to take credit for something you didn’t do,” Bones says.

10. Be gracious in defeat. Ask the hiring manager for feedback so that you know how to improve for next time, then shake hands with the new person and offer your support.

FIND OUT MORE

Times Recommends

• Inspirational leadership
• How to get a new job
• The reluctant CEO