Hosting outstanding panel interviews are key to showcasing your company culture while “selling” your candidate on your company as a great place to work. By using the below tips, you will learn how to strengthen your panelists, give the candidate a feel for team dynamics, increase your objectivity when evaluating the candidate resulting in saving time in your interview process.
Discovering the right candidate in today’s tight market is tough. Showcasing your company culture while including your team ensures that both the candidate and the employer generate the best hiring decision.
First, let’s determine what type of panel interview you want to conduct:
Now that you have determined the type of panel, let’s start preparing your chosen panelists. As a rule, never assume your panelists know how to interview. Consequently, give them clear guidelines to follow.
Review the candidate’s resume and job description; come prepared with your questions to evaluate the key hiring indicators.
An aspect of the Panel Interview is to hear the candidate describe their professional accomplishments that are comparable to those listed in the job description. This involves a great deal of behavioral fact-finding to ‘peel the onion’ to further understand the candidate’s true role in their former positions. The fact-finders need to ask follow-up questions. The leader can ask these follow-up questions, too, but the other panelists can’t change the topic or take over the process. This format helps the flow of the interview while keeping the questions organized.
Evaluating the candidate should be concise, professionally focused, and constructive.
When done right, panel interviews are powerful tools for a diagnostic of candidates that match your company culture and have the right technical skills for your position. By meeting multiple employees in a group setting, candidates are able to learn about team dynamics and company culture more accurately than one-on-one interviews.
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