Lengthy, disjointed interview processes can have far-reaching impact. Not only will candidate engagement decrease, so will the productivity of your interview team. Employers need solutions to streamline the process and help avoid fatigue on both sides.
Some employers are looking to panel interviews have as a solution. But are panel interviews the right fit for every hiring situation? The short answer is no. But they can be very effective in certain situations.
The Pros:
- Streamlined Process
One of the main advantages of a panel interview is its ability to streamline the hiring process. Traditional interview methods may involve multiple rounds with different people, but with a panel, several decision-makers can meet with the candidate in one go. This efficiency is especially valuable when you need to fill a position quickly. - Reduction of Bias
Personal biases can creep into hiring decisions, even in structured interviews. With a panel interview you get multiple perspectives helping to mitigate the influence of any one individual’s preferences. - Diverse Feedback
Similarly, when multiple people are involved in the interview, you get a wider range of feedback. Each panel member brings their own expertise and experience to the table, allowing for a deeper analysis of how well the candidate fits the role, cross-functional needs and the company culture. You also get the opportunity to include a diverse group of interviewers on the panel, giving the candidate a broader view of your organization. - Comprehensive Skill Assessment
With a panel, you can assess candidates from multiple angles. For example, a technical role might have a senior manager assess the candidate’s technical expertise, while a team lead could focus on their interpersonal skills. - Showcase Company Culture
Panel interviews give candidates a glimpse into your company’s culture and work environment. Meeting with a group of employees helps them understand how different departments collaborate, the company’s values, and the team dynamics.
The Cons:
- Scheduling Challenges
Coordinating a panel of interviewers with conflicting schedules can be a logistical nightmare. To address this, plan well in advance and ensure that the panel members’ availability is considered early in the hiring process. - Candidate Discomfort
Some candidates may feel overwhelmed or nervous in front of multiple interviewers. - Time Management Issues
Panel interviews can sometimes run longer than expected, especially if there are multiple panel members. Set clear time limits for each part of the interview, and ensure that each panelist has adequate time to ask their questions without overrunning. - Differing Opinions
With multiple people assessing the same candidate, there’s a chance that the panelists will have differing opinions on the candidate’s fit. This is where it is really important to have goals and success criteria laid out before the interview, so each interviewer is working against a common understanding.
How to Conduct a Successful Panel Interview.
- Plan Ahead
Before the interview, create a detailed plan for each step of the process. This includes selecting the panel members, training them on the interview format, and deciding on key questions. - Define the Role and Goals
The job description should clearly define the goals of the role, ensuring that the panel understands what the candidate needs to demonstrate during the interview. - Set an Agenda
During the interview, each panel member should take turns asking questions, with a rotation of lead questions to ensure each aspect of the role is covered. Panelists should follow up with probing questions when necessary to dig deeper into responses. - Rotate Lead Questions
Each panelist should have the opportunity to ask the lead question in their area of expertise. This prevents any one member from dominating the interview and allows the candidate to be evaluated across a wide range of competencies. - Assess and Discuss
After the interview, the panel should meet to assess the candidate’s responses, qualifications, and fit for the role. The group discussion should focus on an objective evaluation, not individual opinions.
When to Use Panel Interviews
Panel interviews are not suitable for every role, but they can be highly effective in certain circumstances. Here are a few scenarios where a panel interview format is particularly beneficial:
- Specialized or Cross-Departmental Roles
If you’re hiring for a specialized role that requires input from various departments, a panel interview allows multiple stakeholders to assess the candidate’s fit for the role. - Senior-Level Roles
A panel of senior leaders can offer a broader perspective on the candidate’s qualifications. It is also common for candidates earlier in their career to be uncomfortable in a panel interview, leading to a less productive meeting and at times a negative candidate experience. - Multiple Interviews Needed
If the role requires multiple rounds of interviews, a panel interview can help consolidate the process, saving time and resources for both the employer and the candidate.