Interviewing as a Team Sport
Do you have an important hire to make in your organization? Okay, seriously, do you ever hire someone and NOT consider it an important decision? You may want to get multiple perspectives at the same time and work together as a team on this hire, known as a “panel interview”.
A panel interview involves a team of two or more people who interview a candidate at the same time. It may sound easy or simple, but there are some steps that can be taken to ensure it is a productive, insightful interview and a positive experience for the candidate. The benefit of a panel is all interviewers hear the same information being supplied by the candidate and can collaborate on making the best hiring decision with their collective perspectives.
Preparation is critical to the success of any interview. When multiple people are involved in conducting the interview, the need to prepare and have a plan is even more essential. Here are some steps to take in preparing for a panel interview:
- Know the plan for the interview. You should know what attributes you want to focus on before conducting the interview and base your questions from key skills that will make a difference in successful performance for the open position.
- Agree up front on who is asking what during the interview. Using an interview guide with planned questions is the best approach. Designate specific questions to each participant on the interview team.
- Review the candidate’s resume and other supporting documents that have been collected from the candidate up until this point as part of the interview preparation.
During the Panel Interview
Interview execution is a more coordinated event when dealing with a panel of people. During the interview, you will have to take additional steps to put the candidate at ease. Initially “candidate jitters” may be more present in a panel interview. However, if handled appropriately, many candidates report they appreciate the opportunity to share their experiences in a panel format.
- Take more time during introductions – ensure each participant on the panel introduces themselves and shares a bit about their role with your organization.
- Explain to the candidate in the interview opening how the logistics of the interview will work.
- It is a best-practice to rotate who asks the questions, but encourage everyone to take notes to later debrief on the interview.
- Multiple people can contribute to asking follow-up questions, just be extremely careful to make it a more coordinated effort.
- One example would be to rotate the primary “question-asker” or “follow-up questioner” while others can ask additional questions if more information is needed or something is missed.
Following the Interview
Debriefing after the interview with the panel participants is where all your efforts will come together to make the best decision possible. This is a time to review what you collected with the other panel participants and seek consensus from the interview team on the next steps in considering the candidate. Some tips to ensure you get the most from the discussion include:
- Consider all interviewers’ information openly and equally.
- Share/compare behaviors and past experiences the candidate possesses that would demonstrate future job success as much as possible.
- Tie data collected back to the job requirements.
- Challenge each other to ensure you all remain focused on predicting job performance. Ask: “What behavioral data did you collect to support that viewpoint?”
Investing in a panel interview may seem like a tough order, but this extra time and perspective placed up from in hiring the best person for your opening will pay off handsomely in the future of your new employee.