Panel Interviews: Yes or No?

18 Comments

1. Alexis GladstoneDecember 7,2022 at 1:42PM UTC

   I believe that panel interviews are beneficial for exactly the reasons you point out, Tomilyn.

   You also highlight the key component to making them a success. Those on the panel need to be trained. They need to understand the process, their role, how to evaluate the candidate's answers, how to help put the candidate at ease, and how to stay focused and pay attention to the other interviewers questions.

2. Tomilyn RichardsDecember 7,2022 at 2:02PM UTC

   Yes, Yes and Yes!! =)

3. M Elizabeth IngramDecember 7,2022 at 1:51PM UTC

   I like panel interviews, but I think it's important to let the candidate know ahead of time who is going to be in the interview and why.

4. Tomilyn RichardsDecember 7,2022 at 2:02PM UTC

   100% agree!!

5. Rebecca AliDecember 7,2022 at 2:23PM UTC

   My immediate thought was - How do you accommodate neuro diverse candidates in a panel situation? IMO, I think there are other ways to potentially accomplish the same objective while accounting for accessibility and inclusivity goals. For example, perhaps have the candidates record a simple "get to know me" video that the interviewers could watch prior to the meetings. You can split questions so that each interview targets different KSAs. I think it's a rare person who walks into a panel interview and says "that was a great experience" so I'd think about your hiring goals, your company values, how you want to express those values in a two-way process, and have empathy for candidates who will struggle in expressing themselves in this type of format.

6. Shelly EdwardsDecember 7,2022 at 2:47PM UTC

   I think panel interviews work out great for the company but are incredibly intimidating to the candidate. I see the point of them, and agree that they shorten the process but if not structured correctly or if interviewing an introverted candidate who is easily intimidated, you will likely not get an accurate picture of the candidates capabilities. For example, I am an extroverted person and I recently did a panel interview. I sat at the front of the room while all others sat facing me. Even as confident as I was, it was very intimidating and it felt more like I was being grilled than having a conversation. At the end of the day, an interview should feel like a conversation between people in order to make the candidate more comfortable and genuine. A better way to shorten the process would be to only have those directly impacted with the candidate interview the person. If you need to do a panel interview, perhaps do it over Zoom or Teams or something so the candidate can be in their own space to feel more comfortable. Then bring them on site for one-on-one interviews. If the candidate isn't comfortable in the situation, you are very unlikely to get a true view of who they are.

7. Tomilyn RichardsDecember 13,2022 at 11:55AM UTC

   This is really great feedback and thoughts, I appreciate you sharing and I agree on multiple areas here!!

8. AnonymousDecember 7,2022 at 4:36PM UTC

   I have had only one "panel interview," and it went very well. It was well orchestrated, with three different people with three different perspectives. Each had pre-selected questions and discussions with each candidate (I am assuming the other candidates had the same questions). It was in a conference room around a table with the panel sitting across from me. Since it was a semi-leadership role, and I have had management experience, it wasn't too intimidating (just enough to keep me on my toes, though), but for someone more of an introvert, it could have been harsh.

9. AnonymousDecember 7,2022 at 5:52PM UTC

   Panel interviews do make me nervous. I think it's because I don't know what questions, will be asked of me. Sometimes when I'm nervous, I find myself speaking too fast and I have to remember to slow down. I also want to be sure that I don't forget to speak intelligently about what I've done. I have been in several panel interviews and one instance, I had to go into the office. The VP made it feel more like an interrogation, than an interview. His facial expressions, body language and inappropriate questions..... made me feel as if he didn't believe my credentials. My resume speaks for itself and is true. I also think it is very important for the attendees, to start off the conversation first. This brief pause allows me to get my thoughts together, while they are talking. Interviewer tell me about yourself and your role first. Then ask the candidate "to tell me about yourself. "Then go into the specifics of the department and then the actual position. I find that this format makes me feel more at ease, when I go into a panel interview.

10. Tomilyn RichardsDecember 13,2022 at 11:53AM UTC

    Great feedback and I think I would feel the same in that situation with the VP making you feel it was an interrogation. Setting the stage and making candidates feel comfortable is so critical.

11. AnonymousDecember 13,2022 at 3:46PM UTC

    Thank you Tomilyn!

12. Kathryn MontbriandDecember 7,2022 at 6:17PM UTC

    I find them to be quite effective in a presentation situation. I.e. candidate is given a prompt and then presents it back to ~3 leaders from the organization.

    Because the candidate is in the driver's seat it isn't as intimidating as having multiple people shoot questions your way. And it is similar to a situation you'd actually face in the workplace because any new leader will need to prepare and present to an audience.

    I find them to be less effective for behavioral or case interviews where you're really trying to have a conversation with an individual.

13. AnonymousDecember 8,2022 at 3:20PM UTC

    I've been on both sides. As the interviewee, I find them to be awkward, intimidating, uncomfortable (one was with a panel of judges...and I had to do that 3 different times - I think; another was video, Brady Bunch set up). In my current role, we do them on occasion but not more than 2-3 people on our side.

14. AnonymousDecember 8,2022 at 5:39PM UTC

    “We feel it allows the candidates to get to know multiple people in one interview and not have to answer the same questions multiple times.”

    ——

    If only one candidate will be hired why is it important all of them get to get to know multiple people. Just be honest that this benefits the panel more than the candidate!

15. Tomilyn RichardsDecember 9,2022 at 6:02PM UTC

    Oh actually it is a very big benefit to the candidate. I personally had a panel interview when I came here and it was great getting to know 3 people that I would be working with that weren't my Manager.

16. AnonymousDecember 11,2022 at 2:35PM UTC

    So how is it a benefit to all the candidates? You are one person- a small percentage getting hired… It’s more of a benefit for the panel than candidates.

17. tiffany birchDecember 8,2022 at 9:43PM UTC

    My thoughts are the first interview is to see if you make it to the second interview, as they are screenings to see if

    there is a fit. The second round of interviews is usually more detailed oriented seeing what you can bring to the table, and how you solve problems. The third interview is usually you and one other candidate they like, and the final one.

    I would think a panel interview would allow the panel to assess the competencies and what motivates them in just one job interview.

18. RichDecember 10,2022 at 3:39PM UTC

    We've found that once screening is over, interviews are far more about building relationships. After all, we don't waste time on interviews if you don't already show us you probably can do the job. Next we want to know if we can work with you successfully for the next 4-5 years. We teach the people we help to work on relationship. It's sort of like "speed dating."

    In that context, a panel interview is fine. Group interviews, however, are wacky. NOTE: A panel interview has several interviewers. A group interview has several candidates.