How to get the most out of peer-to-peer interviews

phinnipha-suriyong-lrgMNCs in Thailand are increasingly using peer-to-peer interviews as a key part of their hiring process. And with good reason – having potential team members involved in the process promotes cultural fit, supports technical interviewing and increases team buy-in to support a new hire.

Based on candidate feedback, Phinnipha Suriyong, Team Manager, Industrial and Engineering, en world Thailand, explains how to get the most out of your peer-to peer interviews.

 

Set a clear purpose of the peer interview

Is this for cultural fit, team dynamics or technical competency? Is the peer involved to give a second opinion or will they be part of the final hiring decision?

It is important that the expected output of the peer interview is clear to all parties.

Maintain confidentiality

I have received complaints from candidates who were horrified to know that that their peers had access to their compensation package. If this level of openness is part of your culture, then you need to brief the candidate about it. If not, then you need to make sure sensitive personal information is managed correctly within your company.

Peer-to-peer interview skills

Candidates have commented that often the peer interviewer was clearly not prepared for the interview. If peer-to-peer interviewing is going to be part of your hiring process, it is essential that you train staff in your process. They need relevant questions to ask and a meeting flow. Many people are not trained in how to interview so be sure that your employees know how to function within your organisation’s style and process.

In technical interviewing, it is especially important to take notes and ask equivalent questions to each candidate so that you can compare similar data points when debriefing.

Peer-to-peer interviews need to be aware of the next steps in the process so that they can guide the candidate if asked.

Prepared to answer questions about their own experience

An interview is a two way process so your interviewer should be prepared to answer questions about their experience.

Common questions are:

  • What is the manager’s style?
  • What do you like about working here? What do you enjoy?
  • What do you not like about working here? What frustrates you?
  • What is the team dynamic like? What type of people succeed here?
  • What training or professional development have you had?
  • What are promotion opportunities like?
  • What projects are you working on in the coming year?

Choosing the right peer interviewer

Whilst you need to give an authentic voice to the employee experience in your firm, you also need to think about the “sales” aspect of the interview. With intense competition for qualified engineering candidates, it is important that your peer interviewer is engaged and able to talk positively about their career at your firm.

Conclusion

When handled correctly a peer-to-peer interview is a powerful resource to help the candidate better understand your culture and feel more comfortable about your team. The peer-to-peer interviewer should explain directly to the candidate their role and the format of the interview. This will set the candidates mind at ease and overcome many of the issues raised above.

We hope these tips help you to get the most out of a peer-to-peer interview.

For more information on interviewing and hiring engineers in Thailand, please contact Thailand@enworld.com

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