The Benefits of Incorporating Team Members into the Interview Process
Every agency and company has a different approach to the interview process. Some like to conduct initial phone interviews followed by in person; some prefer many rounds of in person interviews during which the candidate meets just about everyone at the company; and some prefer it short and sweet.
Whichever method is utilized, I strongly believe that there is a huge benefit for both client and candidate to incorporating a team member or team members into the interview process. I am not suggesting that the candidate needs to meet the entire team. However, the client should choose one or two key team members who the candidate can meet, even if this person just happens to “pop into the room” after the candidate meets with the hiring manager or other senior leaders. Integrating some of the team into the interview process can do the following-
1. Help to avoid a bad hire. If the team doesn’t feel a chemistry with the candidate, it likely is not an ideal fit and will not result in an optimal work environment for anyone. It makes sense to figure this out sooner rather than later.
2. Provide more insight to the candidate regarding the agency and the role. Meeting someone on the team- perhaps even a peer- can make the candidate feel more at ease and allow him or her to ask questions about the day to day and the realities of the position and culture. It also makes the candidate feel like the client is really invested in the process and has nothing to hide about the role!!
3. Help the client to gather even more information about the candidate. The candidate will likely reveal more and perhaps let a more personal side shine thru when meeting potential team members.
4. Act as a safeguard for the client as the candidate can never use the excuse that he or she did not get a clear or thorough sense of the opportunity.
The client must choose these team members very wisely and strategically or the end result can be disastrous. I have run into the issue of team members being too honest and maybe even a bit negative when speaking to potential hires. For example, they have scared a candidate away by venting about long hours and short vacations or they have gotten way too comfortable and revealed the loss of business or agency/company hardships. A team member should position the agency in a positive light and tout its benefits rather than its downfalls.
It is not a deal breaker if a candidate doesn’t meet team members during the interview process. However, I have found that if executed properly it can actually affect the outcome in a very positive way.
After all, this role is hopefully the next long term step in the candidate’s career so meeting his or her new partners in crime is usually essential to assessing the opportunity in a more holistic way and hopefully becoming even more excited about it!