Kinda like those jobs that requires you to go online and do a questionair with no right or wrong answer while your filling out the job application and never contact you no matter how many times you filled out a application (Walmart)

Legally they have to post it. I always asked during the interview if they are looking for someone external or internal. Sometimes you can feel them out based on the questions they asked and how short you interview is. I had an interview that was 5 minutes but they had me wait 20 minutes. I could have completed 3 job applications during that time.

Legally they must post to the public. It is frustrating and it has happened to me often. Sometimes you can tell based on the interview if they have already vetted an internal candidate. When they ask do I have any questions, I always ask "Are you seeking someone internally or externally"?

You're not alone, and this brings little comfort or encouragement. I would recommend searching for companies and/or jobs that interest you on LinkedIn and/or Glassdoor where you can see reviews, sample interview questions, and how many people have applied.

My own question - If employers can't legally discriminate based on age, how can so many applications require a high school graduation date?

Hi James,

First, what you are encountering is nothing new to the recruitment world. Yes, companies prefer to hire from within. As Tanya Fitzgerald stated in her response, “With an internal applicant the employer already knows the candidate’s performance and qualifications. Due diligence is not necessary”. Companies will often advertise these positions externally because they want to find someone who is not “regimentalized” to the organization. They want fresh ideas and thoughts, not someone who comes into the position encumbered by what they have learned within the company alone. This is healthy for the organization.

Imagine this: you can select any meal to eat, but you must eat the same meal, breakfast, lunch, dinner, every day. After about 2 or 3 days of this, you want something else. You CRAVE something else. You know eating the same thing over and over again gives you the nutrients your body needs, but there is no variety. This is why we crave other foods. But you cannot eat other foods because you are committed to that one meal, every day, for the rest of your life.

Committing to eating the same meal every day, every meal, for the rest of your life is not good for the body. Likewise, with posting a position only internally. The internal candidate understands the culture of the organization. They live it, breath it, eat it, every day. However, the organization has health needs in order to grow and be healthy for the long-term. This is where the potential of an external candidate is attractive. An external candidate has the potential to see things differently and bring new ideas, new food, to the table. Without that, the company will continue to have the same stale operations or thought processes.

Identify your “value” to the organization. This is what you, as an external candidate, can bring to the organization in experience, education, leadership, maturity, etc., that an internal candidate may not be able to bring. You have the potential to give the employer the “variety” they seek. Identify what they seek.

A good way to do this is by doing what Michele Reniff says to do. Ask questions about the previous employee in the position. How long were they in the position? What made them successful? What do they wish the employee did differently? Is anybody else doing their job? How long has the position been posted? This will help to identify your “value added” to the organization.

I have found that interviewers will typically start off an interview by explaining a little about the position and then they will make a statement to you such as, “We/I want to get to know you and what interests you. We are looking for the right person”. They are saying they are looking for the right “fit”.

The right “fit” is a very vague term. They have a preconceived idea of the personality, approachability, work ethic, attitude and drive of the person they wish to hire. This is a lot to overcome. Establishing your “value” in the interview is important and it helps you to overcome this “fit”. So let me explain “fit” this way.

Think of the proverbial “square peg in a round hole” concept. Visualize it. When you put a square peg in a round hole, you have those parts where the corners of the peg fit perfectly into the hole and those parts where there is a gradual gap from the corners to the middle edge and then it closes in again on the next corner. You need to identify how you can reduce or minimize those gaps. Doing so will help you identify your “value” to the organization. Like I said before, ask questions.

Tanya Fitzerald was very close when she made the 10lbs of hamburger comparison. Let me try to redefine this a little better. You are going to host a BBQ party. You know you will need at least 15 lbs of hamburger for this party. You have 10 lbs in your freezer. Do you A) go out and buy another 15 lbs for the party or B) buy 5 lbs for the party?

The “value” is buying 5 lbs for the party to make your total available 15 lbs. It costs a lot less than buying 15lbs for the party. If you were to buy 15lbs for the party, you would have a total of 25lbs of hamburger available. Yes, you only plan on using 15 lbs, but the hamburger in the freezer is still available. Food is only good for so long, even when frozen. You have the potential of losing up to 10lbs of hamburger if you purchased 15 lbs for the party. The “value added” is using the supply you already have and supplementing it with a supply from an outside source. This saves you money and satisfies the immediate “need”. It also has the potential to satisfy the long-term “need”, as there is usually food left over from any party.

So, you need to: A) identify what the organization is looking for by asking questions (Michele Reniff) B) identify your strengths and weaknesses and what “value” you bring to the organization outside of the job description based on the answers to the questions, and C) fill the gaps caused by being a square peg in a round hole by leveraging this “value”.

A classic business term is, “Find the need and fill it”. In the interview, they already know the “need” they have, now they are trying to “fill” that need. Fresh ideas with intelligent thought processes often help to fill those gaps left by being the “square peg” in the “round hole”.

James, unfortunately companies prefer hiring from within because it's cheap and easy. With an internal applicant the employer already knows the candidate's performance and qualifications. Due diligence is not necessary. It is quite common to offer a position internally and externally simultaneously. The internal applicant must also post and interview for the position. You'd be surprised how many internal applicants are also turned down. I promise you, it doesn't encourage job satisfaction. The fact that you got an interview tells me that you are displaying something an employer feels they want. Have a neutral party review your resume and interview skills to see what jumps out ( both positive and negative). They were interested for a reason. Companies do not waste their time interviewing if the position has already been filled. It's both expensive and counterproductive. Would you buy another 10 pounds of hamburger if you already had 10 pounds in the freezer? Clearly you have something that is catching a hiring manager's eye. Identify your asset and use it. I wish you well.

When the interviewer asks if I have any questions, one of them is always is someone is already doing this job and is that person applying for the position. I also asked why did the previous employee leave and how long has this position existed. If for school or nonprofit, make sure the position is supported by hard money not grants.

It depends on the position and who it is for? Usually private business can do whatever they want. Federal jobs must be open to the public. A good example of one type of position, being a coach in the NFL. By rules, they have to interview at least one Afro-American and I believe at least 3 candidates before deciding on who to give the job to. Check out this URL: http://humanresources.about.com/od/sourcing/qt/must-hr-post-jobs-externally.htm Good luck.

I need a job so I can get me a house soon