The average cost per hire is $4,129.
In other words, there are high stakes in hiring the right candidate.
By improving your interview processes you could save thousands of dollars on recruitment and retraining every year.
Keep reading to learn about some of the benefits of multiple-person job interviews and how they can help your company in the long term.
Multiple Person Job Interview Formats
There are three common processes used by employers. Typically, recruiters use the 1-1 in-person interview with one recruiter.
However, it is becoming more popular for companies to use multiple interviewers. One option is a panel interview, where multiple recruiters sit with the potential employee and make a unanimous decision. The other option is a series of 1-1 interview with different recruiters.
Panel interviews are becoming a popular job interview technique. For example, in the 21st-century context, it is often used as a tool to avoid any potential bias towards candidates. With extensive discrimination laws and even the company ethos, it is important for there to be a fair selection process.
Through a panel interview, multiple recruiters will have varying insights and will have to work together. Generally, these panels are also made up of people with varying levels of expertise. For example, there may be an HR representative, manager, a technically knowledgeable person, and perhaps a trainee.
Having multiple people that are required to assess objectively based on criteria reduces affinity bias (preferring people similar to yourself). It also reduces confirmation bias (preferring people who reinforce our existing beliefs). Further, it negates perception bias (preferring people with a similar background).
This is because recruiters have to actively justify their selection choices. In other words, they can longer base decisions on their instincts.
Also down the line, this process may legally help you prevent lawsuits based on “hiring discrimination”.
Moreover, panel interviews are useful because every recruiter receives the same information. This reduces candidates having to repeat their answers to the same job interview questions. Therefore, you have a more streamlined process and less time spent on the collation of responses.
The candidate answers on the spot, which provides a sign of future performance during presentations or meetings. It also enables job interview candidates to get an understanding of the team dynamic.
This gives them an informed understanding of the company culture. This may help them decide if they are offered the position.
Though, the main disadvantage to panel interviews is that they are often hard to schedule. This is because the various team members involved would likely have different meetings and events. Moreover, since their main job may not be recruitment it becomes harder to prioritize hiring.
Multiple 1-1 Interview
The main benefit of this job interview technique is that recruiters cannot hide behind the prep of colleagues. This way, each interviewer has a clearer idea of the candidate’s background as well as the job requirements. This way they can ask better questions which enables them to figure out whether the job interview candidate is suitable.
Interviewers aren’t influenced by the opinions of other colleagues. This reduces the potential of a panel dynamic where one recruiter dominates the opinion of the rest of the group. For example, if an HR representative is afraid to go against the opinion of the manager, it may still result in a biased selection.
Further, there is easier scheduling as these recruiters only have to find a time for themselves and the candidate to meet.
In terms of the candidate, it will likely make them feel more comfortable to talk to a single interviewer because there is space for small talk. This ensures that a good candidate does not get rejected because they are nervous in a panel setting. In a smaller team, it may mean they can get to know people they will potentially work with in the future.
However, the candidate has limited time with each interviewer and basic job interview questions are repeated. This may mean interviewers cannot get deep into questions that could be necessary to find the correct person for the job.
Further, it may be hard to coordinate and reach a final decision. For example, if each interviewer has a different impression. This results in extra time for all recruiters to discuss and come to a unanimous conclusion.
The amount of people and time required therefore means that it becomes expensive for companies. It may be an inefficient use of resources.
Why 1-1 May Be Better For Your Business
Whilst there are many pros to having multiple teams, it may not be necessary for your business.
One experienced interviewer reduces the time-consuming discussion required by multiple interviewers. If this interviewer can recognize that the applicant’s skills match all areas of the job, it can be worthwhile to reduce costs.
It is also beneficial because the candidate builds a relationship. This makes them more comfortable, allowing for better responses. The interviewer may find out something that otherwise wouldn’t be discovered.
They also have more time to discuss topics in detail. This further ensures they get to know both the skills and personality of the candidate.
Regardless of how “unbiased” the interviewer comes across, there will always be inherent biases. This means you may not get the best candidate for the job. This can be detrimental in the future due to firing and retraining costs.
How Innovo Staffing Can Help
Staffing agencies can help you solve recruitment problems. At Innovo Staffing we match professionals in the finance and accounting sectors with firms. These firms will help them reach their long-term career objectives.
We take a more hands-on approach than other agencies. By designing a tailored staffing program to select and train candidates, we meet the needs of your organization.
If you are interested in the multiple-person job interview format or other interview techniques, we invite you to read our blog.