What is a peer interview?
A peer interview is a stage in the hiring process where a job candidate meets with one or more current employees—typically potential coworkers in the same or similar role—instead of (or in addition to) a manager. Peer interviews provide a more team-oriented perspective on the candidate, helping assess fit, communication style, and how well the person might integrate into the existing culture.
For small businesses, peer interviews can be especially useful in building tight-knit teams and ensuring new hires align with both the day-to-day role and workplace dynamics. With tools like Homebase, employers can streamline hiring and collaboration across roles, helping your team play an active part in selecting new team members.
Why peer interviews matter in small businesses
In small businesses where teams work closely together, every hire has a big impact. Peer interviews help ensure:
- Candidates are a good match for team dynamics
- Employees feel invested in hiring decisions
- Managers get feedback from those working directly in the role
- The candidate gets an authentic view of the job and company culture
This is particularly valuable for businesses with flat hierarchies, collaborative service environments, or close customer-facing teams like restaurants, retail, or hospitality.
Benefits of peer interviews
- Improved cultural fit – Team members can spot red flags or positive traits that a manager might miss
- Stronger team morale – Employees feel trusted and empowered when they’re part of the hiring process
- Realistic job preview – Candidates hear directly from peers about the expectations, challenges, and routines of the role
- More well-rounded feedback – Managers get additional input to support better hiring decisions
- Faster onboarding – New hires who’ve already built rapport with peers during the interview may adjust more quickly
For small teams, a single mismatch can create tension or turnover. Peer input lowers that risk.
When to use a peer interview
Peer interviews are especially helpful when:
- You're hiring for a position that involves strong teamwork or collaboration
- You want to promote inclusivity and shared responsibility in hiring decisions
- You’re filling a high-turnover role and need better screening
- You want to build a more transparent and candidate-friendly hiring process
Even for entry-level positions, a 10–15 minute peer conversation can offer meaningful insights.
How to structure a peer interview
Here’s a simple structure small business owners can follow:
1. Prep the peer interviewers
Train your team members on what to look for and how to ask appropriate, job-related questions. Encourage them to focus on behavior, attitude, and team compatibility—not just personal preferences.
2. Choose the right team members
Select employees who represent the role well and embody the values you want to reinforce. If the hire will work closely with a specific person or group, prioritize including them.
3. Provide clear goals
Let peers know the interview's purpose. For example, “We want to understand how this person might collaborate with you during a busy shift” or “We’re looking for someone who brings a positive, reliable energy.”
4. Keep it conversational
Encourage peers to describe the work environment, share what they enjoy about the job, and ask situational or values-based questions like:
- “How do you handle a busy day when things get overwhelming?”
- “Can you describe a time you had to collaborate with someone very different from you?”
- “How do you approach customer service under pressure?”
5. Debrief afterward
Collect feedback from peer interviewers in a consistent format—either written or in a short meeting. Look for recurring themes in their impressions to guide your decision.
Best practices for peer interviews
- Be inclusive – Ensure a range of perspectives by involving team members from different shifts, backgrounds, or tenures
- Avoid bias – Remind peer interviewers to focus on job-relevant qualities and avoid personal assumptions
- Limit pressure – Peer interviews should inform the hiring process, not dominate it. Keep them short and structured
- Support confidentiality – Keep candidate and employee feedback private and respectful
- Provide training – Even a brief primer on interview techniques helps employees give more useful input
How Homebase supports better hiring
Homebase helps small business owners run smarter, more collaborative hiring processes. Whether you're managing multiple roles or want to make your team part of the hiring decision, Homebase gives you tools to streamline every step.
With Homebase, you can:
- Post jobs to multiple boards and track candidates in one place
- Share interview notes and feedback with other team members
- Digitally onboard new hires with custom forms and team policies
- Organize employee records and role histories
- Communicate with your team in real time
Explore Homebase Hiring and Onboarding to build a more engaged team and involve them in the decisions that shape your workplace.