Panel interviews are still a popular method in recruitment and have very much a marmite reaction among candidates. Here we look into the advantages and disadvantages of this approach and our recommendations:

Pros:

Efficiency:

Panel interviews save time and streamline the recruitment process for both employers and candidates. Instead of multiple rounds of interviews, a single panel can make a comprehensive assessment in one sitting and reduce the risk of losing candidates to other companies.

Fairness and Objectivity:

This method allows for a standardised interview experience. Structured questions ensure that each candidate is evaluated on the same criteria, minimising personal biases and focusing solely on the candidate's suitability.

Consistent Evaluation:

As the same panel marks all candidates, the evaluation criteria remain consistent, ensuring the most suitable candidate gets the job. This consistency further reduces biases and ensures a fair selection process.

Relevance for the Job:

Particularly with senior appointments, training roles, and customer-facing appointments that involve presentations, panel interviews are invaluable. They can simulate real-world scenarios and evaluate how candidates handle high-pressure situations and interact with different stakeholders, providing insights into suitability for such positions.

Cons:

Stressful for Candidates:

The presence of multiple interviewers can be intimidating, increasing anxiety and stress levels for candidates. This environment may not allow candidates to perform at their best, particularly if this is their first time meeting.

Cold and Formal Atmosphere:

Panel interviews can often feel impersonal and formal, which may hinder the candidate's ability to connect and communicate effectively. It may also deter candidates if this is their only chance to meet their potential future employers.

Not Neurodiversity Friendly:

Panel interviews can be particularly challenging for some neurodiverse candidates, who may find the format overwhelming and difficult to navigate.

Enhancing the Panel Interview Process

Informal Stages:

Introducing an informal online interview stage prior to the formal panel interview can help candidates acclimate to the process and reduce anxiety.

Informal Company Introduction:

Before starting the panel interview, provide an overview of the role and the company. This helps build rapport, gives a positive impression, and can help to relax the candidate. Acknowledging the challenging nature of panel interviews and discussing the process can also ease nerves.

Candidate Preparation:

We provide specialist support and preparation for candidates before panel interviews by explaining the process and the rationale behind panel interviews. This preparation continues post-interview, offering support when candidates are often uncertain about their performance.

Advance Questions:

Some employers have begun sending interview questions in advance, helping candidates prepare more effectively. This is less usual, but an emerging approach. Where there is more than one stage interview, could this be incorporated into your recruitment process?
In summary, panel interviews are efficient, fair, and well-intentioned, but they can have downsides for candidates. It's essential for employers to consider these pros and cons to ensure their recruitment goals are met and the process remains inclusive for all candidates.