Interviewing potential hires is not a straightforward process. Every interviewer, after all, is their own person, with their own opinions and experiences, making subjective judgments. What a junior interviewer might see as a new grad’s eagerness to learn and succeed, an older head might see as immature sycophancy.
The solution to the issue of limited interviewer viewpoints is to obtain multiple opinions on any potential hires, and to set hiring standards that eliminate as much human error as possible.
Two Heads Are Better Than One
As previously mentioned, subjective viewpoints can skew an interviewer’s opinion. Including multiple interviewers in the hiring process can offer balancing counterpoints to those opinions. Additionally, multiple interviewers will have varying ideas of what it takes to make a good employee, resulting in a larger, more complete picture of a potential employee’s qualities.
After every interview, have the entire interview team give their impressions of the potential candidate. Encourage more junior executives to give their opinions first, so as not to intimidate them by letting their supervisors dominate conversation. Remember to stress that since hiring is such a huge decision for a company, it’s important to have every possible opinion, and to be completely honest.
Keep A Written Record
Humans have a built-in tendency to focus on the first and last events in a sequence, placing less emphasis on the details. Don’t let your unconscious biases allow a top candidate to slip through your fingers. Have each interviewer take separate, thorough notes during the interview process, and compare immediately after the interview has been completed.
Having a standard search criteria can help focus your interviewers on what qualities they should be looking for in potential hires. A scored rubric allows them to rank interviewees, which facilitates a more objective hiring process.
Communication Is King
The most important thing to remember is that communication is the key to the whole idea of using multiple interviewers. Immediately after the interview, have the interviewers share their impressions straight from the notes they took. Find out what impressed them about the candidate, in which areas the candidate seemed shaky, and whether or not the candidate seemed like a good fit and someone with whom they would like to work.
Doing whatever you can to make sure you add the right talent is a vital part of running a business. We have the expertise to help you find that talent as soon as possible, so don’t hesitate to get in touch with us today.