Google’s manager use hiring committees, calling the process consensus-based hiring. But I found little on exactly how they do it.
Luckily, Tom Foster of Management Blog has more concrete advice. He suggests having 4 people on the hiring committee.
Each person has a unique role. They value one aspect of work more than others. So they will pick up things other people might miss.
These 4 people are:
The central position in the hiring committee. They should have final say or at least have the most weighting in the final decision.
Their role is to guide and support the hiring manager’s decision. They most likely have hired the same or similar role in the past.
Renowned for the technical skills and ability to see it in others. They will ideally work in the same area as the new hire.
Helps you gain a better glimpse into the job candidate’s interpersonal skills and fit with the team’s culture. Could be someone from HR.
Remember you’re gathering data during interviews to get the complete picture. That’s the greatest strength of a hiring committee.
Let each committee member contribute to that end.