Yahoo Finance How to Master the Peer Interview
It's a buyer's market. According to the MRINetwork Recruiter Sentiment Study released in December 2014, 83 percent of recruiters describe the present job market as candidate-driven. Candidates are certainly in the driver's seat, so what better time to focus on interviewing your interviewer?
The peer interview is one of the best ways to capture the essence of a potential employer without actually working there. While you'll probably be most cognizant of the interaction with your potential boss or hiring manager, interviewing a peer can often shed a lot of insight into the prospective organization.
You can establish rapport early if you end up working alongside him or her, and you may be able to get the scoop in certain areas. Granted, it's unlikely this person will say something negative, but if you watch body language and ask questions accordingly, you may be able to sufficiently assemble the pieces of the puzzle.
1. Observe and listen. This is more generic, but get a sense for the office culture. What's the overall buzz like? If you're there on a Monday morning, are people interacting with each other at the water cooler? Is it a quiet or loud office? Do people generally look happy? If it's around lunchtime, do you notice people leaving the office alone, or are they in small clusters to grab a bite to eat together?
What does the physical office look like -- purple walls or gray ones? Are there a lot of open cubicles, or are there closed office doors lining the perimeter? Which environment do you work best in? A company's floor plan can instantly provide a perspective on their collaboration and management styles.
2. Ask questions. The same skills ring true for your peer interviews. Observe and listen. Watch how they interact with colleagues. How does your potential boss interact with them -- with respect and dignity, or is there an unwritten code that the big boss is in the house?
During the interviews themselves, ask specific questions. Why do these peers enjoy working there? The No. 1 answer is usually the people, so probe further. If there's one thing they could change about their job or the company, what would it be? If they had to start their career over again with that employer, what's one thing they would change from day one?
Also research these peers on LinkedIn to learn about their career paths and specific roles at this prospective employer, so you are equipped with nuggets of information. Now you're like a documentary producer looking to uncover the back story.
3. Then ask the same questions again. This may feel repetitive, but assuming the interview is a traditional series of one-on-one interviews, go ahead and ask the same questions while incorporating questions about the position itself. See where answers are similar, see where there's a potential disconnect and adjust on the fly
For example, if the company merged a few years ago, maybe one interviewer will allude to a time of uncertainty. Ask how management handled the turbulent change. Was it seamless? Were their layoffs? Their answers can lead to information telling of the culture and management style.
4. Go higher. Ask about the boss's boss in terms of the history of promotions in the department and how performance is recognized and valued by leadership. Also ask about what values the company believes in and if leaders truly walk the walk.
While employees may feel guarded, chances are their answers will be more authentic and off the cuff than those of the leadership. Ask for specific examples to illustrate their points.
5. Pay close attention to body language. Read body language, pick up on cues and listen intently. Are the peers looking you in the eye and demonstrating enthusiasm? Do they genuinely seem happy, or are they frazzled? Are they easily distracted by technology -- while you're talking, do they glance to their phone or computer screen? Are the questions they're posing to you somewhat biting? Could there potentially be animosity between you and the peer?
It's not unheard of to walk away from a potential job offer because the peers and group dynamics just don't feel right. Remember: The whole point of the interview is to assess every interaction and piece of information the same way you're being assessed with the hope of an ideal match.
Vicki Salemi is the author of Big Career in the Big City and creator, producer and host of Score That Job. This New York City-based career expert and public speaker possesses more than 15 years of corporate experience in recruiting and human resources. She coaches college grads individually with an intense Job Search Boot Camp, writes and edits the MediaJobsDaily blog on Mediabistro, and conducts interviews as a freelance journalist with celebrities and notable names. BlogHer named her one of the country's top 25 career and business women bloggers worth reading.
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