Finding new talent that fits in with your company’s culture can be difficult. Peer interviews have become a common hiring practice, and an important part of determining whether a candidate is right for the position and the culture. However, there are some pitfalls of peer interviews. So how do you minimize your company’s risk?
Why have peer interviews?
Peer interviews can be an amazing opportunity. A hiring manager knows the job description, but your employees knows what the job really entails. Such as, how the position will support their job, and what kinds of things you’ll be doing together. This gives them a chance to see if the applicant will be able to pull their own weight and if their skills will add value to the team. This allows the organization to get a more complete idea of an applicant’s overall fit. Also, your team selecting their future coworker is good for morale and productivity.
Transfer of information
This interview is an opportunity for your applicants to learn more about the role and company. They can also give the applicant insights into the position, company culture, and work/life balance. Your applicant can also ask what your team about the challenges of the position and get their insight.
Standardized questions
Properly planning the hiring procedures can limit your liability. Have a list of set questions for employees to ask. Structure the questions for each stage of the interview process. Include questions for the phone interview, panel interview, and final review. Set a time limit of 30 minutes for interviews. Peer interviews should be a minimal couple of people to be effective. Create a brief form for employees to fill out afterward regarding the applicant. This process can reduce the risk and produce consistent quality results. Your team can conduct the interview, and following-up with applicants. The HR and management can still make the final decision.
Training
Managers and employees should be trained on the hiring practices and criteria, and federal and state regulations employment law. Legally, questions related to things like a candidate’s age, gender, marital or family status, religion, disability or medical history, race or origin could open you up to discrimination claims. Ensuring your company’s interviewers have been trained properly to avoid asking questions that could possible result in discrimination. It is easy to ask the wrong question.
Hiring top talent for your company is important. Using Peer interviews can make it easier to determine whether a candidate is right for the position and your company culture.