What Do You Look For In A Coworker
When it comes to gauging culture fit, this is one of the most common peer interview questions youll encounter. It lets the interviewer find out about your preferred working environment, specifically when it comes to the personalities, traits, and capabilities of team members.
Dont just offer a laundry list of traits. Instead, talk about how various characteristics help you thrive and how what you bring to the table supports different kinds of personalities. That way, it makes it easier to see how you could fit into the equation.
Extend An Offer To Your Best Applicant
Finally, once youve made up your mind, you can extend an offer to your best applicant, or applicants if you are batch hiring. Give them a call to tell them the good news or schedule a final meeting with them.
This is also a good time to renegotiate their remuneration and any other perks to attract the applicant if they are top talent and you dont want to lose them.
Administer The Skills Assessment To All Applicants
After you have decided which tests to use and you have stopped the application process, it is time to assess your applicants. In order to get unbiased results, you should give everyone equal time and opportunity to finish each test.
You dont need to worry about cheating every test has anti-cheating software installed in them, so you will be notified if anyone tries something funny.
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Smart Questions To Ask About The Interviewer
Asking these questions shows that youre interested in your interviewer as a personand thats a great way to build rapport with a future colleague.
- How long have you been with the company?
- Has your role changed since youve been here?
- What did you do before this?
- Why did you come to this company?
- Whats your favorite part about working here?
- Whats one challenge you occasionally or regularly face in your job?
- What part of your job are you most excited about over the next few months?
- Are there any upcoming initiatives or projects youre especially interested in?
What Are The Next Steps In Your Recruitment Process Before You Can Make An Offer
This is a good next steps question great for a candidate to ask last as it closes up the interview, Brady says.
Finally, theres the question of how many of these questions to ask. Dont ask them all!
Theres no perfect number of questions you should ask, but more than one is usually good. Aoife Brady says candidates should always ask at least two or three questions.
And if thats not enough to really find out all that you want to know, just check with the interviewer and they should be happy to tell you how many questions they have time to answer.
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Discuss Results With Your Hiring Team
When youve conducted your peer interviews it is time to discuss the results with your team. Ask them to write some feedback over email and then schedule a meeting with them to review their answers.
Ask them what they thought about each candidate and whether they think they would be a good fit for the team after all, they are the ones who will be working with the new hire, so they should know best.
What Are Your Salary Expectations
Many consider this question to be a loaded gun dangerous in the hands of the inexperienced. Often times, an interviewee will start talking salary before theyve had an opportunity to illustrate their skill set and value making any sort of leverage valueless. Here, knowledge is power, as salary often comes down to negotiation. Do some research into your industry to establish base rates of pay based on seniority and demand but keep in mind your employer is hiring you for what they believe you are worth, and how much benefit they feel you will provide.
One relatively safe approach is simply asking the interviewer about the salary range. If you wish to avoid the question entirely, respond by saying that money isnt a key factor and your primary goal is to advance in your career.
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Do You Have Any Questions For Me
When interviewing with any team member, you can expect a chance to ask questions of your own.
And youre always going to leave a poor final impression if you dont ask questions.
Saying, So-and-so answered all of my questions already is not a good look, either, even if its a third or fourth interview of the day.
Never do that.
Prepare at least two questions for each of your future peers that youll be interviewing with. This will boost the chances that the company will hire you because youll seem more interested in their job and more engaged in your job search in general.
Ask questions like, What are one or two skills that you feel are most important to success in this job?
Or, Why did you join the organization, and how have you found the work environment since coming here?
Or, What advice do you have for someone starting in this role that would help them be successful?
You can also ask questions about the interview process like, Who will be in touch with feedback, and when can I expect to hear about the next steps?
This is a good way to set your expectations and know when to follow up if you dont hear back after an interview.
Knowing the companys timeline will help reduce your stress while waiting, too.
Here are 27 unique interview questions to ask the employer if you want more ideas.
Interview Questions That Cut Through The Bs To Reveal A Great Hire
I hate to start on a grim note, but it’s necessary. Bringing in a few bad apples because of a lack of due diligence in the hiring process can be very costly . Check out these latest statistics:
- It can cost 33 percent of an employee’s salary to replace him/her
- Disengaged employees cost organizations between $450 and $550 billion annually
-
56 percent of workers are planning to look for a new job in the next 6 months
OK, who wants to hire disengaged workers that will be bailing ship after six months on the job, raise your hand? Didn’t think so. So what gives?
Offering competitive compensation and great benefits aside, it’s way too common for inexperienced hiring managers to ask the wrong interview questions to size up job candidates for job/culture fit, and the people skills that lend to success on the job. This is a problem that needs fixing.
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Peer Interview Questions On Reliability
How reliable you are is an essential factor that will decide your selection for the job. Given below are some peer interview questions that will assess your reliability:
Describe The Most Challenging Teamwork Situation Youve Encountered During Your Career
With this prompt, the interviewer learns about a time when working as part of a team was challenging. The goal is to find out what occurred, as well as how you navigate these kinds of difficulties. Ideally, you want to share an example where your skills helped you achieve a positive outcome even when things went awry.
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How To Prepare For A Peer Interview
Preparing for a peer interview can be intimidating if you do not know what kind of questions could be asked.
- Practice your interview skills, from body language to soft skills- everything counts when your peers interview you.
- Bring your experience into play while giving responses if you have professional experience.
- Observe everything around you while your peers are interviewing you. It will help you understand the office culture of the organization.
- Be ready with questions to ask at the end of the interview with your teammates. It will leave a positive impression that you are curious and want to know more about the company.
- Research the company by visiting its website to get an idea about how much the company values its human resources.
- Dress appropriately for the interview. Wear comfortable and tidy clothes if the company has a strict dress code.
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It Helps Hire Candidates Who Fit The Culture
Theyre not trying to impress peers as much because they know whos making the ultimate hiring decision, allowing them to show their true colors.
When candidates interview with hiring managers, they know theyre speaking to the ultimate decision-maker. This feeling can be intense. Most candidates put on a show, calculating every move they make.
A peer interview relieves some of that pressure, helping candidates feel comfortable showing their authentic selves. As they chat, theyll likely reveal their true colors. And since theyre chatting with their potential peers during this metamorphosis, your employees can judge how well theyll fit into the company culture as a new hire.
Its in the best interests of organizations to prioritize this, as good company culture can increase revenue by four times.
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Favorite Interview Questions From Some Of The Sharpest Folks We Know
Here at First Round, were always searching for advice that gets overlooked or goes unshared, hoping to find the stones that company builders dont even know to turn over.
Whether its through in-person events, online discussions on First Round Network , or the articles and interviews we share here on the Review, were driven by an ambition to create the space founders and startup leaders need to exchange that trapped knowledge.
And in those spaces, weve seen time and time again how the conversation inevitably drifts back to a single topic. Whether its a Fast Track mentorship pairing, an intimate Co-Founder Forum dinner or a CTO unconference, hiring always seems to be top of mind.
Theres no shortage of challenges that could benefit from a dose of outside perspective, from finding hiring practices that scale to bringing on a new exec to nabbing a great in-house recruiter. And then there’s the interview.
When youre scaling quickly, moving at warp speed, and sitting on several hiring panels, interviewing can seem like a task you just need to get through. But its worth pausing to remember that the decision to hire someone is an expensive and far-reaching one. And since youre forced to make it after spending a few hours together, maximizing what you can learn about candidates in those precious few minutes becomes all the more crucial.
Of course, weve shared a fair amount of interview best practices in the past here on the Review. .
How To Master Peer Interview Questions
Knowing how to ace peer interview questions can significantly increase your chances of receiving a job offer. The peer interview process, from my experience, heavily influences hiring decisions.
Preparing for a peer interview requires a different strategy than interviewing with HR or a recruiting manager. In fact, peer interviews are a common practice among many organizations and the trend is growing. In this post, Ill break down how you can learn to master the peer interviewing process.
Heres what Ill cover:
- 10 peer interview questions you may be asked with example responses
- Powerful questions to ask during a peer interview
- Tips for success
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Peers Need To Know How To Conduct The Interviews And Need To Be Trained
As mentioned in the point above, peers need to be trained to ask the right questions and to know how much information they can divulge to candidates so they dont unintentionally give out any company secrets.
The last thing you want is for a candidate to spread information that should not have been shared with them across the internet. Overall, peer interviews add additional work to you as the hiring manager and your team conducting the interviews.
The Candidate Might Be Overwhelmed By The Entire Process
Going through many pre-assessments and interviews can overwhelm a candidate to a point they feel scared and leave the recruitment process. In addition, including too many peers in the interviews might be seen as excessive by the candidate.
With these points in mind, you need to be careful how you plan your peer interviews in order to gain all the benefits and try to remove negative aspects as much as possible.
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You Can Assess The Candidates Culture Fit/add Before Making Them An Offer
Peer interviews can help you gauge whether a candidate is a good culture fit/add for your company. This includes the individuals values, needs, concerns, and work styles.
If their values align with those of their team and the organization as a whole, their efficiency and productivity will be higher than someone completely unaligned with what your company is doing.
If You Were To Take Over As Ceo Of Your Current Company Tomorrow And Had To Increase Your Company’s Current Rate Of Growth What Three Areas You Would Invest In
Jeanne DeWitt heads up Revenue & Growth for North America at Stripe, so naturally her favorite question has a growth bent to it. But by asking candidates to play CEO, shes uncovered a sharp way to assess them on a few different variables.
Ive found it gives candidates an opportunity to highlight their strengths and strategic thinking, she says. But it also provides a chance for them to exercise empathy. If they get into how their hypothetical actions as CEO will affect the team, that signals a certain thoughtfulness about how their own working style impacts their peers or reports.
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Among The People You’ve Worked With Who Do You Admire And Why
On its face, this question might not seem to be designed to uncover motivations. But thats exactly what is digging for when he asks it in interviews.
As an angel investor, product lead for Slacks growth and monetization team and co-founder of CodePath.org, Walter stays busy pursuing the causes he cares about and hes interested in learning more about the values that drive folks who want to join his team.
I want to uncover a candidates values, but Ive found that asking about that directly isnt as effective, he says. This question pulls out those drivers in a more subtle, yet honest way. What they admire in others tells you a lot about what they find important.
Youll learn a lot more about a candidates values by asking her who she admires. Its a telling glimpse into the qualities shes striving to cultivate herself.
Looking Back On The Last Five Years Of Your Career Whats The Highlight
According to Michael Vaughan, this question is more powerful than it seems. It tells me what type of person they are, what matters to them and how they think, says the former COO of Venmo and current EIR at Oak HC/FT.
For example, if they tell me about a personal accomplishment, then I know personal career development is a huge area of focus. If they tell me about the accomplishment of a direct report or the team, then I know they care about developing people, says Vaughan. If they tell me about a company feat, then I know that they tie their own success to the company’s success which is a great mentality for weathering the early stages of a startup.
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Peers Know Whats Expected Of Them
Employees whove worked closely with the role youre hiring for are intimately familiar with the roles requirements and expectations.
They know thesoft skills and work habits necessary for success in the job, which gives them an intuitive understanding of which candidates will be successful in the role.
Hiring managers make decisions based on factors like hard skills, past experience, and salary expectations. These are all important questions to ask, and should be asked in the interview with the hiring manager. But peer interviews can assess a different set of competencies altogether.
Hiring managers find out if candidates are a good fit for the role. Peer interviews find out if a candidate can do the job successfully as a member of the team.
Peer Interview Questions On Emotional Intelligence
Given below are some peer interview questions that can gauge your emotional intelligence:
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How Would You Build A Product For People Who Are Looking For An Apartment
Bangaly Kaba gives candidates 45 minutes to work through this one on a whiteboard. Its part of the product sense portion of the PM interview process and he finds that this seemingly mundane hypothetical can prove to be very difficult.
Heres why its one of his favorite questions to ask in an interview:
Theres no one right answer. As the interviewer Im agnostic when it comes to the exact product solution, says Kaba. What I care about is the rigor of the candidates approach, the depth of thinking and coherence of the product outcome, and the frameworks used to get there.
Its relevant to everyone. Many product sense questions are niche and pertain to the company youre interviewing for, which carries bias because theres asymmetric information between interviewer and interviewee, he says. But finding housing is a universal need.
Its hard to game. Even if you know the question in advance I can offer new constraints or twists that are similar to on-the-fly changes that PMs face day-to-day, says Kaba. It checks whether the interviewee can think the thorough the product idea holistically.
