If you have a team, it is import to ensure that you get their feedback as early in the hiring process as possible. In an ideal hiring process, the hiring manager identifies the key members of the team the new employee is being hired into. These key members are generally involved in the hiring process as early as possible including resume reviews, pre-screening interviews, face-to-face meetings and possibly even final selection.
Benefits of Including More Reviewers
Including more reviewers in your hiring process can provide a wider range of feedback and perspectives on your candidate. Team fit is one of the most important ingredients to success in every hiring decision. Involving more of the team in the process gives them more buy-in to the eventual candidates success with the company. The more reviewers who see your candidates, the more likely it is that issues will be caught and surfaced early in the hiring process resulting in time and cost savings for your company.
Drawbacks of too many reviewers
In a company without a clear chain of command, involving too many reviewers in the process may delay the ultimate decision making process. If consensus is required in order to move a candidate forward, more reviewers means a higher likelihood of disagreement. Another potential downside of too many reviewers is the amount of your teams time that becomes devoted to reviewing candidates. While hiring is a very important process for your company, it is not its primary goal (in most cases) and the rest of the work must continue.
Review Team best practices
An ideal review team will have a single hiring manager. The hiring manager is responsible for ultimately making the decision on whether or not to move a candidate forward in the hiring process. A review team should be constructed of as many team members as possible. The hiring manager should solicit feedback from review team members in an independent fashion. This means that review team members should not be aware of their colleagues opinions of the candidate early on, to avoid any potential influence or bias from more senior team members.
If possible, the review team should review candidates anonymously. In the age of social media it is far too easy to google a candidate and find out all sorts of personal information about them. In general, this personal information should not inform hiring decisions. In some jurisdictions and cases, it may even be illegal to use this information in the hiring process. If your review team does not know the details of whom they are interviewing, they are more likely to focus their attention on the elements of the candidate that matter to the job description.
Finally, the hiring manager should make an attempt to minimize the impact of the review process on the teams time. This can be done by whittling down the candidate pool through resume review first. The hiring manager may be able to summarize early screening interviews in a way that reviewers can evaluate independently and provide feedback, such as via email.
Reviewing automated interviews
While automated interview reviews may be a distant glimmer on the horizon, today there is no replacement for human interview reviews. That said, there is a place for automation in the interview process which you can read more about in this blog post. If you’re automating your interviews with SpokenHire, your team members can review those interview anonymously on their time. The SpokenHire platform makes it easy to provide feedback to the hiring manager. The hiring manager can use the SpokenHire dashboard to determine which candidates make the cut for further interviews, and which are not a great fit for the open position.
To learn more about using SpokenHire as part of your hiring process, visit spokenhire.com