August 21, 2017
August 28, 2017
All too often, hiring managers take sole responsibility for the hiring process. Perhaps a line manager or executive gets involved at some point to offer an opinion, but most of the candidates would-be team mates tend to get left out of the process. Not only is that a flawed approach, there’s also growing evidence to support the fact that it pays to include team members when you’re recruiting new staff.
The simple fact is that when you give team members the opportunity to participate in interviewing and assessing potential candidates, you’re empowering them. You’re helping them to become more knowledgeable, more committed, and even better able to step into leadership roles themselves.
Let’s take a closer look at some of the reasons why you should get your team on board in the hiring process.
It encourages collaborative skills
When team members work together to assess and help select the newest hire, it boosts teamwork. Hiring is an important process, and individuals need to collaborate effectively to achieve the best possible outcomes. They’ll all have different skills and work styles, and enabling them to explore and exchange ideas while they come to a decision will make them more well-rounded employees.
It provides great experience
Bringing in team members provides them with valuable interviewing and decision-making experience. And, since they’re your future leaders, that’s important. Having them take part in the hiring process gives them training in interview techniques, shows them how to evaluate candidates, and gives them insight into how hiring decisions are made. It also ensures that they know what kinds of people your organization values and requires. This will undoubtedly help position them for future leadership roles.
It increases employee learning
The very experience of being included in interviews can help your staff members gain knowledge. Witnessing the exchange of questions and answers, and listening to discussions about skills, problem solving, and work styles can motivate them to consider their own performance and make improvements. Critical thinking is important in leadership roles and this will help them develop it.
It creates a sense of ownership
When team members are involved in selecting the next employee, they are staking part of their professional reputation on the chosen candidate. That means that they’ll be more invested in the new hire doing well, the workplace culture thriving, and the company prospering. If they see themselves as making a valuable contribution to the organization’s overall success in this way, they will be more likely to work harder to get results. That’s an important attribute for a future leader and one that’s a great thing to cultivate.
It encourages responsibility
Interviewing potential candidates is a big responsibility, which is why it’s generally reserved for those in leadership and supervisory roles. However, when you share that responsibility, you’ll find your team members step up to the plate. When they take on higher duties, they become more accountable and take ownership of the process. Ownership is one of the keys to good leadership, so fostering this in young, bright staff members will help create the building blocks for natural succession.
It increases their knowledge and investment
Interviews aren’t just about assessing the candidate, they’re about selling your organization as a preferred place to work. Team members who are actively involved in this process will naturally learn more about the company they work for. If they are also required to sell their employer to others, they’ll become more sold on the organization themselves.
Creating future leaders through involvement
It may seem like a simple thing to do, but involving team members in the hiring process in a substantive way can pay great dividends. Placing your trust in them to take responsibility for selecting new hires can help you identify natural successors and cement team commitment and ownership. It’s a small investment in your team, but one that’s definitely worth making.
How do you typically involve your team in hiring decisions?