Panel interviewing is more common and has some unique characteristics to challenge even the most capable Phoenician interview candidate. Companies use panels, or groups, to interview for a few different reasons. This format allows the organization to have several people evaluate skills at the same time, hearing the same response to questions. Panels also provide an opportunity for the hiring team to immediately gain consensus on the candidate’s qualifications right after the interviews, because they are already in the same room.
Once you know you have the interview:
- Call to confirm and know your environment. The day before, call whoever scheduled the interview with you and ask who will be interviewing and what their role is in the organization.
- Bring copies of your resume for everyone. Anticipate that there may be an additional person or two who decides to sit in on your interview, so have extra copies too.
- Prepare answers based on the audience. Once you know who will be in the room, think about what questions each of those people may want to know about your skills and how the job relates to their position and department.
- Develop questions to ask at the end of the interview that are relevant. Asking a panel ‘What path did you take in the organization to be in your current role?’ would not be very effective since each person may want to answer. Target your questions to a specific member of the panel or have a general question, such as ‘What are the top three objectives for this position in the first 90 days?’ where the appropriate person on the panel can answer.
Tucson College is hosting a career fair this Friday with a number of employers that may use panel interviews as part of their process. To get more information about this event: