Panel interviews can be a powerful tool for assessing candidates from multiple perspectives, improving hiring decisions, and reducing bias. When done well, they streamline your recruitment process and ensure a fair, comprehensive evaluation. Below are practical tips to help your organisation run panel interviews that deliver results.
Why Choose a Panel Interview?
Diverse Perspectives: Involving multiple interviewers—from HR, hiring managers, to team leads—ensures you assess both technical skills and cultural fit.
Consistency & Fairness: A structured panel with standardised questions helps minimise unconscious bias and delivers a level playing field.
Efficiency: Rather than scheduling several one-on-one interviews, panels consolidate feedback in a single session, reducing time-to-hire.
1. Assemble the Right Panel
Balance Expertise: Include stakeholders who represent different facets of the role—technical experts, end-user managers, and HR professionals.
Limit Size: Ideally, 3–5 panelists avoid overwhelming the candidate while still offering varied viewpoints.
Assign Roles: Designate one panelist as the facilitator to keep the interview on track, another for technical questions, and another for cultural-fit assessment.
2. Prepare Thoroughly
Define Objectives: Agree on the core competencies, skills, and behaviours you’re evaluating (e.g., problem-solving, leadership, teamwork).
Develop a Question Guide: Craft 8–10 targeted questions aligned with the job description. Use behavioural interview techniques like STAR (Situation, Task, Action, Result).
Share Materials in Advance: Distribute candidate CVs, portfolios, and question guides to all panelists at least 24 hours before the interview.
3. Structure the Interview
Welcome & Overview (5 minutes): Introduce panelists, outline the agenda, and set a conversational tone.
Core Competency Questions (30 minutes): Rotate questions among panelists to cover technical expertise, problem-solving, and behavioural traits.
Candidate Questions (10 minutes): Allow the candidate to ask questions, evaluating their engagement and priorities.
Next Steps & Close (5 minutes): Explain the decision timeline and thank them for their time.
4. Evaluate Consistently
Use Rating Sheets: Standardised scoring (e.g., 1–5 scale) for each competency ensures objective comparison across candidates.
Note-Taking Protocol: Each panelist should take concise notes, focusing on evidence for each rating.
Debrief Session: Immediately after the interview, convene a 10-15 minute huddle to share impressions and agree on scores before feedback bias sets in.
5. Follow Up & Feedback
Timely Communication: Reach out within 48 hours to keep candidates engaged—whether progressing to the next stage or receiving constructive feedback.
Candidate Experience: Even unsuccessful candidates remember the process; clear, respectful feedback reinforces your employer brand.
Panel Interview Best Practices
Consistent Questioning: Ensures fairness and legal compliance.
Inclusive Panel Composition: Reflects your commitment to diversity.
Active Listening: Builds rapport and uncovers deeper candidate insights.
Clear Scoring Criteria: Promotes objectivity in decision-making.
Debrief Immediately: Preserves accurate recollections and aligns panel feedback.
How Matrix Recruitment Can Assist
Whether you’re new to panel interviews or looking to refine your process, Matrix Recruitment can help you:
Design Structured Interview Frameworks tailored to your sector.
Train Your Hiring Panels on competency-based questioning, scoring methods, and inclusive practices.
Provide Interview Facilitation to ensure objective, bias-free assessments and seamless candidate experience.
