In a panel interview, multiple interviewers, often comprising individuals with different roles and perspectives, assess candidates simultaneously. The panel can consist of the hiring manager, team members, and representatives from Human Resources or the board. In some cases, the panel may also include colleagues you work closely with, especially if you're vying for a supervisory position, which may involve managing direct reports.

It's important to note that a panel interview should be distinguished from a group interview. In a panel interview, a select group of interviewers evaluates a single candidate at the same time, creating a potentially intimidating environment where all the attention is focused on you.

Panel interviews are used to assess candidates for:

1.  Handling Pressure: Panel interviews aim to evaluate how well candidates handle pressure and stress. Through targeted questioning and situational scenarios, interviewers assess a candidate's ability to remain composed, make sound decisions, and effectively manage challenging situations. This provides insights into their resilience and poise under pressure, essential qualities in many professional settings.

2. Communication Skills: Effective communication is a critical skill in the workplace. Panel interviews assess a candidate's ability to express ideas clearly, articulate thoughts, and engage in meaningful dialogue. Evaluators look for strong verbal and non-verbal communication, as well as active listening skills. This scrutiny helps identify candidates who can convey information effectively and contribute positively to team dynamics.

3. Adaptability to Diverse People: In today's diverse work environments, adaptability is crucial. Panel interviews explore a candidate's capacity to interact with individuals from various backgrounds, cultures, and perspectives. Questions may focus on experiences working with diverse teams or adapting to different workplace dynamics, providing insights into the candidate's cultural intelligence and inclusivity.

4. Collaboration and Interpersonal Abilities: Collaboration is often a key aspect of job roles. Panel interviews assess a candidate's interpersonal skills, teamwork, and ability to collaborate effectively. Interviewers may inquire about past experiences working in teams, resolving conflicts, and building positive relationships. This helps determine how well a candidate is likely to contribute to a collaborative work environment.

5. Personality and Professionalism: Beyond technical skills, panel interviews delve into a candidate's personality and professionalism. Interviewers may assess qualities such as enthusiasm, cultural fit, and alignment with the organization's values. Professionalism is evaluated through observations of demeanor, etiquette, and the candidate's understanding of workplace expectations.

1. Time savings :  Panel interviews are efficient, condensing the evaluation process into a shorter time frame compared to multiple one-on-one interviews.

2. Comprehensive assessment : Multiple interviewers provide diverse perspectives on the candidate, leading to a more effective evaluation.

3. Minimised bias : With multiple interviewers, personal bias and preferences are minimised, ensuring selection based on merit.

4. Varied expertise : Panel members bring different skills and insights to the assessment, enhancing the candidate's evaluation.

5. Team and culture exposure : Candidates gain insight into the company's team and culture, fostering familiarity with senior employees.

6. Credibility : Panel interviews are perceived as a reliable method, involving interviewers with varying experience and expertise.

7. Formative questioning : Panel interviews often use structured question sequences, resulting in consistent and informative results.

8. Training opportunity : Panel interviews offer interviewers the chance to gain valuable experience in the assessment process.