Phantom jobs. They look like real job postings, but these positions are secretly pre-promised to internal candidates. For everyone else, these jobs are a waste of good PTO and dry-cleaning costs. And we all hate phantom jobs because we don’t know when we’re applying for them. Nobody likes to be set up to fail. So why the charade? Although this practice isn’t illegal, and federal labor laws don’t require employers to post openings, many HR policies require openings to post as part of a fair hiring process. The good news is, even though internal candidates are your toughest competition, you can stand out against them.

Not all job postings are pre-promised to an internal darling, but you’ll have to make an extra-fabulous showing to compete with someone the company already knows. While internal candidates already know the company’s ins and outs and have built relationships, their history can actually work against them if the interviewers don’t see them as fit for the new role. You, as an external candidate with a solid work history and references, can represent an attractive unknown—the fresh perspective and infusion of talent the company might want.

• Go in with a plan. How are you going to quickly get up to speed on the company? What do you plan to do with your first 90 days on the job? How can you familiarize yourself with the company’s and department’s policies and procedures? How can you interface with the company’s key teams and players? Let the company know you’ve thought about ways to make your transition quick and successful.
• Showcase your team-building skills. Should you be chosen for the position, you may have to work alongside your internal competition (who, after being passed over for an outsider, may not be in the most cooperative mood). You might even be asked how you would manage the losing candidate if you were hired. During your interview, be sure to highlight your ability to build and maintain relationships, especially if you’re pursuing a leadership role.
• Focus on the job, not the competition. Say you’re also an internal candidate, and you’re competing against a coworker. Around the office and before the interview, remember that this process is about choosing the most skilled person for the job, not about cutting down the competition. So keep things on the up and up. Talk about the projects you’ve completed, the education you’ve pursued, and why you’re the best fit for the job, not why the other person isn’t as great a fit. And if the other candidate decides to play dirty, remember that their attitude won’t go unnoticed, and that you don’t have to play that game.
• If you don’t succeed… and you’re an in-house candidate competing against a coworker, be gracious. Even though you may not understand why you weren’t selected, trust the process and congratulate the other person. After all, you’ll probably be working together. You can also use this opportunity to solicit feedback for improvement from your boss or others on the interview panel. And if you’re an external candidate who lost to an insider, don’t be discouraged. Sometimes companies like to go with what they know, or you may have stumbled into one of those pesky phantom jobs. It doesn’t mean your skills aren’t amazing, so try, try again!