W2 Issues/Concerns


Check out our weekly blog posts and see the latest news and discussions happening in the HR world of business.

How many people should be involved in the interview process?

We’ve all heard the “how many people it takes to screw in a light bulb?” jokes, but how many HR reps does it take to identify the best man for the job? Well, if the results of a new study are to be believed, the more people who conduct the interviews, the better the odds of them selecting the best job candidate. But, when told that it wasn’t feasible to have dozens of folks performing interviews, the researchers DID concede that in general, these optimum results can be achieved with at least three interviewers on the case.

In the study, researchers at the UK-based Behavioural Insights Team asked 398 individuals to rate interview responses from hypothetical candidates. Results showed that collectively, the reviewers’ combined ratings coalesced around the best candidate. However, because close to 400 individuals aren’t generally available to conduct interviews – and even if they were, any sane candidate would surely head for the hills if put in front of this type of firing squad! – they set out to determine at which point the group became “wise.” Data showed that in cases where candidates were very similar to each other, one interviewer made the best choice 49 percent of the time, but having three interviewers increased the odds of selecting the right person for the job to 63 percent and having seven interviewers increased the odds to a whopping 72 percent.

Looking, meanwhile, at cases where candidates were more varied in their skill sets, one interviewer could make the call 84 percent of the time, and if two more people were added to the interview, the odds increased to 94 percent. With seven interviewers, it was pretty much a slam dunk in terms of selecting the best candidate.

Realizing that having even seven individuals interview a candidate likely isn’t feasible for most work places, Kate Glazebrook, the principal advisor at the Behavioural Insights Team, recommended having at least three reviews to vet each job candidate, but noted that each additional person added thereafter would further improve the likelihood of a successful candidate selection.

To read the full study, click here.

Post a Comment

Your email address will not be published. Required fields are marked *

HR Managers: Discover how to effectively tackle business challenges with a PEO
Small Business: Discover how Abel HR can help your business.

Featured BLOGS

  • Letting Go is Never Easy: 6 Ways to Make it Easier

    A Professional Employer Organization (PEO) can help you find a great candidate, how to set your new hire up for success, and how you can intervene early to try and save a flailing employee. But what if these efforts fall short – they can’t bring their skills up to snuff and you can’t help them get there? Sadly, it’s now time to talk termination. A PEO can help the parting of ways go a little easier. Below are six ways a PEO can be by your side to make the whole process effective, legal (because there’s plenty of places for pitfalls),

  • After the Interview: Who Did I Just Hire?

    You spent months looking for the perfect candidate with your offsite human resources experts at a Professional Employer Organization (PEO) like Abel HR. Together, you reviewed resumes, conducted interviews, and even extended an offer or two. Finally, you landed someone you and your company were excited about. However, the person who showed up for their first day of work – or even weeks of work – is not at all like the bright, motivated, charismatic person who wowed you during the interview process. Making one hiring mishap a year can have a significant financial impact. Replacing an employee in a mid-range position (earning


FSA | CommuterNew EmployeeAbel PortalTime Clock