The Panel Interview

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

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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!!!

 

Hamad S. Al-Jibreen, Assoc. CIPD, is currently working in an international organization as a Talent Acquisition Specialist. Also, he have been employed in different sectors including Petrochemical, Oil/Gas and manufacturing. He has about 4 years of experience in various Human Resources disciplines. He is currently holding 2 Associate Degree Diplomas in Human Resources Practice from CIPD and Computer Science (Programming) from King Saud University. He have been assigned as a Facilitator for different courses. In addition, he has delivered Training courses on Competency and Front Line Supervisory Training in various countries in the GCC Region.

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