Hiring a new employee sometimes involves the input of more than one party. In this case a panel or group interview tends to be the most efficient means of interviewing the candidate.
Usually reserved for supervisory and senior level positions there are generally multiple parties with multiple interests involved in the hiring process so it saves time having everyone in one room, "if all interviewers have the same information," says Sarah Paul, Senior HR Consultant at HR Impact "then they're comparing apples to apples."
Paul suggests that about four to six interviewers are ideal for a panel interview and that any more than that may be too intimidating. "Each of the interviewers should all have their own area of specialization or focus," Paul says. "Everyone has different things they want to get."
Some of the people that may be involved in the group interview include:
Human Resources Manager: will be concerned with the candidate's behaviour and how they will fit in with the company over all, such as how they deal with stressful situations, and how they will get along in the specific work environment.
Manager: will have a better idea of the specifics of the role and will be more concerned with the candidate's ability to do the job on a day-to-day basis. They should ask questions about a candidate's specific skills: Do they know the computer programs, or have the proper background to succeed in the role? The manager will also have a better idea of how a candidate will fit in with their specific team.
Director: Similar to the manager's role but they will be more concerned about the candidate fulfilling their duties on a high level: How will this person contribute to the overall success of the company?
Technical expert: If the role requires any technical knowledge a technical expert may be required to ensure the candidate has the proper skills to succeed in the role.
Long Service Employee/ Peers: Occasionally an employee who has been with the company a long time or one of the potential candidate's peers will be asked to participate in a panel interview. This person is useful in helping to determine if they will fit into a team or organization.
Direct Report: Though it seldom happens, sometimes when a manager is being hired, their direct reports, or the people working under them will get a say, usually to judge their managerial style as well as their personality.
"Everyone has different things they want to get," says Paul, this way the members of the panel will make sure all the important areas are covered. When preparing for a group interview it's important to be organized. One person should lead the interview, the person who makes the initial call to the candidate, should lead the questioning and introduce the other members of the panel, "make sure all the chicks are in a row," Paul says.
It is very important to inform the candidate ahead of time that they'll be walking into a group interview, "You don't want to put them on the spot," Paul says. Also in spite of the fact that multiple people will be asking them questions, you don't want them to feel intimidated, "if they're uncomfortable you won't get a good idea of what they're actually like," Paul suggests. Make small talk, and offer them a drink before you begin the questioning and it's best to sit at a round table so everyone seems on equal footing.
Even more so than during a one-on-one interview, it is important to plan out the questions you are going to ask. All parties should meet beforehand to divvy up the questions; obviously each member should ask the questions that most affect their interactions with the candidate if they were to get the position. Be sure that each person knows what order the questions will be asked in and that there is no overlap.
"With that many people in a room there's a lot of room for error," Paul says "at the end of the day [the candidate] has a decision to make too," she reminds us, interview preparation is key so the company is not perceived as disorganized.
Also decide ahead of time how the group will make the final decision, whether everyone will chat directly after each interviewee or if the panel will meet once after interviewing all the candidates. Also decide the method you will use to choose the right candidate. Will everyone just hash it out or will a rating process be set up ahead of time and the scores just tallied up so that whomever gets the highest score gets the position?
During interview prep someone should be chosen to make the final decision and have veto power, usually the hiring manager, who can overrule the decision of the panel if they truly feel that someone will not have what it takes to succeed in this position.
If done well, a panel interview saves a company, and a candidate time and allows for many different parties to judge a candidate on the same information. Paul says "If four or five people agree on a candidate there's a good chance they'll succeed in that role."