By Micaela Smith and Melissa Front
Are Peer Interviews Worth Considering? When done correctly, the answer is “Yes!” They are often a more comprehensive evaluation of a candidate. Peer interviews can be beneficial to both the company and the candidate. According to AIHR, peer interviews help determine whether the candidate will be a good fit for the role, team, and organization. They can be especially helpful for smaller organizations where culture is even more important. Are they a good idea for your organization? Let’s look at the benefits.
It’s a Win for the Organization:
Peer interviews show the positive culture of the organization for the candidate. The candidate will want to vibe with their peers as well as their boss since they won't be working with their boss all day, every day.
They empower your team. It helps them feel like they’re part of the process and have input in the hiring decisions and in building their team. This creates a good work environment, a positive experience, and a more cohesive team.
These interviews also free up the hiring manager’s time. The hiring manager will have additional perspectives, which takes some pressure off of them as the ultimate decision maker.
It’s a Win for the Candidate:
Peers will be able to give the candidate a more accurate overview of what the job is really like since they’re working in the role every day. They’re in the weeds and getting their hands dirty. Who is better positioned to share with a candidate what the job is like?
The candidate gets to evaluate if they like the team. It makes all the difference in the world to have good coworkers and peers — not just a good manager.
Candidates can trust their "future" peers to tell them what it’s really like and about any negatives. Recruiters can paint a picture but who is better positioned to tell a candidate about the day-to-day responsibilities?
Tips for Success
While peer interviews can be extremely helpful for organizations, it’s important to remember that you don’t have to use them for every role. With the right planning, peer interviews may prove to be a valuable part of the interview process and in building a cohesive team. Here are a few tips to ensure you are successful.
Plan and Train.
Peer interviews are most successful when they are planned and your team is trained on the applicable employment laws (i.e., DC and MD wage transparency laws). So, take the time up front to set them up for success.
Define Clear Objectives.
Before the interview, give peer interviewers specific qualities or skills to evaluate. For example, collaboration, problem-solving, or adaptability are great for peer evaluations. Setting these objectives ahead of time keeps interviews focused and productive. It also helps interviewers feel more confident about what to look for, making their feedback more meaningful.
Be Selective.
Choosing the right peers to interview candidates is important. You want to avoid dragging out the interview process. Candidates don’t need to meet the whole team or everyone in the company.
Debrief with Interviewers Promptly.
Right after the interview, gather feedback from your peer interviewers while it’s still fresh. Ask them to share specific observations rather than general impressions (“She seemed friendly” vs. “She asked clarifying questions when I explained our process, which showed she’s detail-oriented”). Use this feedback to compare with management’s evaluation to get a complete picture of the candidate.
Including peer interviews in your recruiting process can give you a more well-rounded view of potential hires. When candidates interact with their future teammates, it not only helps assess cultural fit but also provides a different perspective on their skills and personality. Peer interviews can reveal how well someone might collaborate and fit into the team dynamic. Plus, it's a chance for your current employees to feel involved and valued in the hiring process.
Is your organization using peer interview? Let us know in the comments.
Ready to empower your team and find the best candidates for your organization? Consider partnering with TalentRemedy. Our industry experts specialize in helping companies hire top talent to keep your organization successful. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs.
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