The Panel Interview


Continuing on Interview types, this week I will explore the panel interview, A.K.A. committee interview


The panel interview can be very intimidating for candidates, I have been on both sides of that table, and although I know it very well, there has been some moments where it got overwhelming, the more people are facing you the harder it is. The panel can be composed of 2-7 people -yes, I have been in to one where 7 people were interviewing me- although in my opinion it shouldn’t be more than 3-4. I will use the same method I used in last week’s article:

  • Reasons why I love it:
    • Questions from different minds:

It is always interesting to see the how different minds process thoughts, and in a panel it is very interesting to see the types of questions some of the hiring managers come up with.

    • Learning opportunity:

I know it is not THE best method to learn, but, it is an unexpected learning tool, sitting across from an expert in his/her field and learn one small thing in that field.

    • Fair:

It is more accurate to state that it is fairer than having one person decide, getting different mindsets in the table will be a better way to subjectively cross check all candidates.

  • Reasons why I hate it:
    • Time management:

It is possibly the worst thing about it, it can sometimes get frustrating trying to balance two or more panelist’s schedule.

The unprofessionalism can come in many ways, here are a few of them:

          • The recruiter wannabe:

Some hiring managers don’t think and steps on your area, some ask questions that are related to HR, some take the lead in the panel and leaves the recruiter on the sidelines.

          • Too much details/information:

Some hiring managers are sometimes over giving with information, the candidate is not part of the company and the hiring manager is already using acronyms!

          • Too little details/information:

These type -I believe- doesn’t really know their role in the panel, so not a lot of information is being shared, they need to know that some explanation to the candidate of the job role IS required by them.

          • Discrimination:

Don’t we all know that person, you know the one I am talking about, the one that is a lawsuit waiting to happen, this type always makes me nervous during the entire interview.

I have put in so much effort in making the interview happen, then on the date and time of said interview, the candidate is a NO-SHOW!!!


About HamadJ87

Diverse Human Resources experience spanning semi-government, startups, business consulting, oil/gas, petrochemicals and multinational corporations. Deep understanding of multiple sectors of economy. Drives business performance, people and culture change, and transformation initiatives through encouragement and empowerment, and human capital management expertise. Leverages best practices, and regional experience to identify challenges to deliver sustained results. He has experience in business development strategies and corporate policies by: • Planning and managing working capital and general budgets. • Development of management transformation strategies. • Applying the latest global practices in planning organizational structures and human resources strategies. • Develop global human resources mechanisms and systems Education & Certifications: • Certified Trainer by Center for Creative Leadership • Certified in Change Management from Prosci • Certified from KornFerry in TalentQ Assessments and Job Evaluations • Associate CIPD Member • Bachelor degree in Psychology • Associate degree in Computer Science

1 comment on “The Panel Interview

  1. Pingback: Interview Types | HR Masterkey

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