Peers interviewing another person for a potential job

Have you ever considered integrating peer interviews into your hiring process? They’re not necessarily a new technique, however, peer interviews can bring a richness that’s hard to match to the interview process – here’s why. 

What is a Peer Interview? 

Essentially, just what it sounds like – it’s when an existing team member or panel of team members conducts a portion of the interview process for a new hire.

It may sound odd as typically interviews are conducted by the hiring managers and higher-ups. Yet, there are a lot of benefits in implementing peer interviews as part of the hiring process. And as hiring becomes more competitive and it becomes tougher to land top talent, the peer interview process can be especially useful. 

The Benefits of Peer Interviews 

Here are some of the benefits that this technique brings to the table. 

Peer interviewers tend to be more in touch with factors that candidates care about. Peers who are in the same or similar positions to the one that they’re interviewing a candidate for can more easily explain the position itself, as well as what they like about it and the company. 

Peer interviewers are living the job day to day, and can give better and more thorough answers to a candidate’s questions around daily tasks than a manager or HR professional could. Peers can also better counter objections about the position and give detailed answers to specific questions. 

They’re seen as more credible. Peer interviewers who are credible in their field and in a similar position to the one they’re interviewing for are much more likely to be seen as believable and engaging by candidates. This invokes a level of trust that may be hard to duplicate with a hiring manager, and can encourage the candidate to ask deeper questions (and gain a better understanding of the position itself). 

Related: Strategies for Successful Onboarding

Allowing peer interviews shows that managers trust employees at the company. It illustrates that employees have freedom to express themselves and shows that managers have enough trust in existing employees to allow them to take part in the hiring process for future employees. 

Candidates may feel more open and at ease. Peer interviews allow for a degree of relaxation that often isn’t there in interviews conducted by recruiters and hiring managers. While being interviewed by a peer, candidates may feel more at ease and be more likely to ask the “hard” questions as well as discuss any concerns they have about the job. 

Which Peer Interview Questions Should be Asked? 

When implementing peer interviews at your company, it’s wise to give employees a helpful list of peer interview questions. This will lead to a more structured and productive interview. Here are some examples of peer interview questions that can help guide employees through the process. 

  • What kind of company culture do you prefer to work in?
  • What motivates you, and how do you motivate your teammates? 
  • How do you handle conflict with your teammates? 
  • What are the most important traits in a teammate? 
  • How do you handle mistakes in your work? 
  • How do you handle a problem that you can’t solve on your own? 
  • How do you handle change at your workplace? 
  • How can you add value to the team? 
  • What excites you most about this position? 

Have More Employment Questions or Leadership Development Needs?

Whether you find yourself grappling with employment-related questions or seeking guidance on enhancing your leadership development strategies, MSB Resources is here to assist you every step of the way. Our expertise in interviewing and candidate selection ensures that you have the right team in place, while our commitment to leadership development empowers your organization to thrive. Don’t hesitate to reach out to us today, because when it comes to your company’s success, we’re here to provide the answers and solutions you need.