What’s the “secret” sales tool? Peer interviews.

Peer interviews have been around forever – but in today’s talent market, they’re an essential (and frequently underused) sales method to help win over top candidates.

Yes, we said “sales”!

When it comes to closing the deal with exceptional food & beverage professionals, it’s helpful to think of the recruiting process as a sales cycle. And in a competitive talent acquisition market, the “selling” component of recruiting becomes even more important.

According to internationally known HR thought-leader Dr. John Sullivan, peer interviews are one of the best tools available for improving your selection process and increasing offer acceptance rates. Below, our food and beverage search partners summarize Dr. Sullivan’s top reasons why peer interviews should be a not-so-secret weapon in your recruiting arsenal.

Related post: Preventing Food & Beverage Candidate “Ghosting”

  1. Pitches from peers are honest, rich and compelling. Individuals in your food & beverage organization who lead a peer interview are immersed in the job every day. They’re best suited to provide a realistic snapshot of what it’s like to work in the role, and share real stories illustrating the positive aspects of the position.
  2. Peers know the “difference makers” that will sell the job. Individuals who work in the role understand the factors your ideal candidate cares about most – perhaps better than anyone else in your organization (including department heads, senior leaders and HR professionals). Peers are also the most likely to know a top candidate’s job acceptance factors, and they can address those points during the interview in a candid, empathetic way.
  3. Candidates get higher quality answers to important questions. Because peers experience the job every day, candidates naturally find their first-hand answers to be more accurate and credible. Peers’ honest responses reveal critical details about the team, the culture and the position itself – and can go a long way in convincing even the most skeptical candidate.
  4. Candidates are more likely to reveal concerns to peers. Unlike a typical interview situation, in which a candidate is engaging with a recruiter or potential boss, a peer interview gives a candidate the opportunity to let their guard down. The relaxed environment invites the job seeker to share concerns which may prevent them from saying “yes” to the offer.
  5. Empowerment is seen as a sign of trust. High performers want to work in a food & beverage organization where their voice matters, and where they have an influence on important decisions. Participating in a peer interview demonstrates to the candidate that yours is a culture in which leaders value, trust and empower individuals.

Beyond these “selling” advantages, peer interviews also provide additional perspective and insights which will improve your selection process – and find your ideal. To learn more about how to implement peer interviews in your hiring process, or to fast-track your next key food & beverage hire, contact Kinsa today.

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