Panel interviews can be a powerful way to evaluate candidates, but when done poorly, they can feel overwhelming, disorganized, and even intimidating for both interviewers and candidates. A well-structured panel interview ensures a fair, efficient process that gives everyone the insight they need to make a great hiring decision.
Whether you’re bringing together hiring managers, team members, or senior leaders, here’s how to conduct a panel interview that leads to smarter hiring decisions and a better candidate experience.
1. Define the Goal of the Panel Interview
Before you bring multiple people into a room (or a Zoom call), get clear on why you’re conducting a panel interview in the first place. Are you looking for cross-functional input? Evaluating cultural fit from multiple perspectives? Assessing how a candidate handles high-pressure situations?
Once you’ve identified the goal, align with your panelists on what you want to learn from the conversation. Without this clarity, you risk an interview that feels scattered or redundant.
2. Choose the Right Panelists
A strong panel interview includes a mix of perspectives that reflect the role’s key stakeholders. A typical panel might include:
- The Hiring Manager – Oversees the role and evaluates core competencies.
- A Peer or Team Member – Assesses how the candidate would collaborate in daily work.
- A Cross-Functional Partner – Offers insight on how the role interacts with other teams.
- A Senior Leader (if applicable) – Ensures alignment with the company’s broader goals.
Keep the panel size manageable—three to five interviewers is ideal. Too many people can overwhelm the candidate and make the interview feel like an interrogation rather than a conversation.
3. Align on Roles and Questions Before the Interview
One of the biggest mistakes in panel interviews is lack of coordination. Without planning, you risk panelists asking repetitive questions, skipping key areas, or pulling the conversation in different directions.
Before the interview:
- Assign each panelist a focus area (e.g., technical skills, leadership, teamwork).
- Develop a set of structured questions that align with those focus areas.
- Ensure panelists know who will lead the interview and how the flow should go.
This preparation creates a smooth interview experience for the candidate and a more useful discussion for the team.
4. Set the Candidate Up for Success
Panel interviews can feel intimidating, so make sure the candidate knows what to expect. Before the interview, provide details such as:
- Who will be on the panel (names, roles, and how they relate to the position).
- The general structure of the interview (e.g., introductions, Q&A, closing).
- Any special instructions (e.g., if they need to prepare a case study or presentation).
Giving candidates this information helps them feel more confident, which leads to a more natural and productive conversation.
5. Create a Balanced and Engaging Discussion
During the interview, the goal is to make it feel like a conversation rather than an interrogation. Here’s how to keep things balanced:
- Start with introductions. Have each panelist briefly introduce themselves and their role.
- Rotate who asks questions. Avoid one person dominating the conversation.
- Engage with the candidate. Encourage follow-up questions and build on their responses.
A good panel interview should feel dynamic and engaging—not like the candidate is being grilled by a firing squad.
6. Observe More Than Just Answers
A panel interview isn’t just about what a candidate says—it’s also about how they engage with the group. Pay attention to:
- How they handle multiple perspectives. Do they make eye contact with all panelists or focus on just one person?
- Their adaptability. Do they respond well to different questioning styles?
- Their ability to think on their feet. Do they stay composed when challenged with follow-ups?
These observations can provide valuable insights into how they’d perform in a collaborative work environment.
7. Debrief as a Team After the Interview
Once the candidate leaves, don’t wait too long to discuss impressions. Set up a structured debrief to:
- Compare notes on strengths and concerns.
- Identify any patterns in responses.
- Discuss whether the candidate aligns with the team’s needs.
Having a structured evaluation process ensures that feedback is balanced and objective rather than driven by gut reactions.
8. Follow Up with a Great Candidate Experience
Regardless of the outcome, a well-run panel interview should leave candidates with a positive impression of your company. Keep the candidate experience strong by:
- Providing timely follow-ups with updates on next steps.
- Giving thoughtful feedback if they weren’t selected.
- Thanking them for their time—even if they aren’t the right fit, they may be a great match for a future role.
A positive interview experience strengthens your employer brand and keeps top talent engaged.
Final Thoughts
Panel interviews, when done right, offer a well-rounded way to assess candidates while creating a fair and efficient hiring process. By planning ahead, aligning your team, and focusing on the candidate experience, you can ensure your panel interviews lead to better hires—and a stronger, more cohesive team.
Need help optimizing your hiring process? Let’s talk. I can be reached at elyssa@thetalentgroup.net