Face-to-face panel interviews

Face-to-face panel interviews

Panel interviews involve a candidate meeting with multiple interviewers simultaneously, typically representing different departments or areas of expertise. This format provides a holistic assessment of the candidate’s skills and abilities, while also enabling stakeholders to evaluate the candidate collaboratively.

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Benefits and considerations of panel interviews

• Diverse evaluation: Multiple stakeholders can simultaneously assess the candidate, offering varied perspectives and insights.
• Reduced bias: Incorporating multiple perspectives helps minimise individual interviewer biases, leading to more balanced assessments.

An employer noted,

“Creating diverse interview panels that include people from different backgrounds, experiences, and areas of expertise can reduce bias and discrimination in the hiring process.”

• Comprehensive questioning: A panel encourages a wide range of questions, providing a deeper understanding of the candidate’s capabilities.
• Time efficiency: Combines input from multiple departments into a single interview, saving time and organisational resources.
• Role specialisation: Panel members can divide roles (e.g., one asks questions while others take notes), ensuring a thorough evaluation without overburdening individual interviewers.
• Training opportunity: Panel interviews allow less experienced interviewers to observe and learn from seasoned colleagues.

Considerations and solutions

• Candidate intimidation: Facing multiple interviewers can be overwhelming for some candidates, particularly those who are less socially confident.
  • Solution: Create a welcoming environment and ensure the candidate is introduced to the panel members beforehand, including their roles and areas of focus.
• Favouring socially confident candidates: Panel interviews may inadvertently favour candidates with strong interpersonal skills over those who are less outgoing but equally qualified.
  • Solution: Use structured, role-specific questions to evaluate competencies objectively rather than focusing on interpersonal charm.
• Disparate opinions: Differences in opinion among panel members may lead to misinterpretations or disputes.
  • Solution: Develop a unified strategy with agreed-upon evaluation criteria and scoring systems to ensure consistency.

An employer shared “Creating diverse interview panels that include people from different backgrounds, experiences, and areas of expertise can reduce bias and discrimination in the hiring process.”

What face-to-face panel interviews are suited for

• Attributes showcased: This format is ideal for evaluating leadership potential, values alignment, and problem-solving abilities, especially when multiple perspectives are needed to assess a candidate’s suitability for a complex or cross-functional role.
• Roles and industries: Applicable to roles such as research scientists, team leaders, and executives, and works across industries like STEM, corporate management, and education, where collaboration and multi-stakeholder engagement are essential.

Example:  In the transportation sector, a department hiring a manager might convene a panel interview comprising the Chief Operations Officer, a Safety Specialist, and an HR representative. This diverse panel structure enables a comprehensive evaluation of the candidate’s operational expertise, leadership capabilities, and communication skills, ensuring they are well-prepared to manage the complexities of the role.

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Conducting neuro-inclusive face-to-face panel interviews

Face-to-face one-on-one interviews can provide a less intimidating, more personalised opportunity to evaluate a candidate’s skills and suitability for the role. By implementing neuro-inclusive practices when conducting this style of interview, employers can create a fairer and more accessible recruitment experience.

Face-to-face panel interviews provide a structured opportunity for multiple stakeholders to collectively evaluate a candidate’s skills and suitability for a role. However, for neurodivergent candidates, the complexities of interacting with several interviewers simultaneously can present challenges. By adopting neuro-inclusive practices, employers can create a fair and accessible recruitment process that allows candidates to perform at their best.

Pre-interview preparation

Neurodivergent individuals may find the prospect of facing multiple interviewers overwhelming. They might struggle with interpreting social cues, understanding unwritten expectations, or processing varied questioning styles. Additionally, a lack of clarity about the structure of the interview and the roles of panel members can heighten anxiety.

Neuro-inclusive strategies

• Neurodivergent awareness training: Ensure all panel members understand common neurodivergent characteristics and how they might present in interviews.
• Detailed interview information: Provide comprehensive details about the interview process well in advance, including:
  • The interview schedule (start and end times).
  • Access details (location, parking, public transport).
  • Venue information, including sensory details and available breakout spaces.
  • Names, roles, and photographs of panel members.
  • Dress code recommendations.
  • Necessary documents to bring.
  • Contact details of a dedicated support person from the organising to answer any questions or queries.
  • Visual aids, such as maps and photographs, can help candidates feel more prepared.
• Accommodations and adjustments: Encourage candidates to request specific accommodations, such as what time of the day the interview takes place, or adjustable lighting during interviews.
• Allow a support person: Clearly communicate that candidates may bring a support person, a job coach or support items to assist with understanding questions, managing stress, and providing feedback.
• Provide interview questions in advance: Provide questions in advance, especially for behavioural interviews, unless quick thinking is being specifically evaluated.

An autistic adult explained,

“I would really appreciate if I got the interview questions prior to the interview. Sometimes I feel caught out by questions and then I just stumble… it really shakes my confidence.”

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Preparing the interview environment

For neurodivergent candidates, the physical and sensory aspects of an interview environment can be significant barriers. Sensory distractions, unfamiliar settings, or lack of preparation time can create anxiety or sensory overload, making it difficult for candidates to focus.

In addition, the physical and sensory aspects of a panel interview environment—with the presence of multiple interviewers—can be overwhelming for neurodivergent candidates. Creating a sensory-friendly and supportive environment can help mitigate these challenges.

Neuro-inclusive strategies

• Workplace visit: Offer candidates an opportunity to tour the workplace prior to the interview. This visit can help candidates familiarise themselves with the setting, reducing anxiety and allowing them to identify accommodations they may need.
• Sensory-friendly settings:
  • Minimise loud, continuous noise (e.g., projectors or humming equipment).
  • Avoid sudden loud noises, like doors slamming.
  • Ensure consistent, non-flickering lighting.
  • Avoid strong smells, such as perfumes or nearby kitchens.
  • Simplify décor and communicate any potential sensory stimuli in advance.
  • Provide a range of sensory tools that interviewers and candidates can use throughout the interview.
  • Provide a range of alternative seating options for candidates and encourage them to move furniture around to where it makes them feel comfortable.
• Break spaces: Identify and communicate the availability of quiet areas where candidates can take breaks before or during the interview.

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During the interview

Panel interviews often involve interacting with multiple people at once, varied questioning styles, and dynamic discussions. This can create stress or confusion making it harder for candidates to showcase their abilities. Ensuring flexibility, clarity, and a welcoming atmosphere can make the process more inclusive.

Neuro-inclusive strategies

• Work environment tour: Begin with a brief tour of the workplace, even if the candidate has previously visited. This serves as an icebreaker and helps candidates better understand the role. This can be done by a non-panel member.
• Welcome preparation: Plan to meet the candidate at the door. Begin the interview with introductions, clearly stating each panel member’s name, role, and their focus during the interview. Allow for processing time while doing so.
• Name tags: Ensure each panels wears a name tag to support engagement.
• Structured format: Follow a clear, predictable structure, with panel members taking turns to ask questions and avoiding overlapping or rapid-fire questioning.
• Interview checklist: Provide interviewers with a checklist to ensure they focus on performance-relevant criteria and job qualifications rather than social or behavioural characteristics. Use a robust scoring system for objective evaluation.
• Room acclimatisation: Allow candidates a few moments to settle in and get comfortable with the setting before starting the interview.
• Interview questions:
  • Focus on specific objectives: Use structured, role-specific questions that align with the job’s key competencies.
  • Direct and clear questions: Avoid abstract or ambiguous queries. For example, replace “Tell us about your strengths” with “What professional skills do you excel at in the workplace?”
  • Concrete vs. open-ended questions: Use situational questions like, “In your last job, how did you handle challenging customers?” rather than vague ones like, “Tell me about yourself.”
  • Avoid ambiguity and hypotheticals: Focus on past experiences rather than speculative scenarios. For example, instead of asking, “Tell me about your strengths,” ask, “What professional skills do you excel at in the workplace?”
• Simplifying language:
  • Be mindful of literal interpretations; avoid idiomatic expressions and jargon.
  • Avoid double-barrelled questions, which ask for multiple answers in one query.
  • Use specific prompts to guide responses, such as “What steps did you take to resolve the issue?”
• Additional support:
  • Allow candidates to bring and refer to notes, or work samples.
  • Offer to rephrase unclear questions or provide examples.
  • Provide immediate feedback to guide responses, such as affirming they are on the right track.
  • Offer breaks and additional time as needed to help candidates perform at their best.

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After the interview

The post-interview period can be challenging for anyone due to uncertainties about outcomes. For neurodivergent individuals, this phase can be particularly difficult, as expectations about what happens next may not be intuitively understood. Employers can support neurodivergent candidates by being explicit and direct about the next steps. Providing clear information about timelines, outcomes, and expectations can alleviate anxiety, while transparent communication and constructive feedback can foster growth and a positive candidate experience.

Neuro-inclusive strategies

• Clear timeframes: Provide explicit timelines for when or if outcomes will be communicated, along with any expectations from the candidate during this period.
• Transparent feedback: Provide constructive and specific feedback post-interview, outlining where the candidate performed well and where they could improve.
  A neurodivergent employee shared, “I have been told I interview well but there was just someone more suitable. This is useless feedback, as I do not know where I can improve.”
• Panel debrief: Conduct a structured review, using the interview checklist, among panel members to consolidate feedback and ensure alignment in evaluations.
• Process evaluation
  Regularly collect feedback from candidates on their experience to refine and improve the interview process.

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Example of a neuro-inclusive panel interview

Scenario: A logistics company is hiring a warehouse supervisor. The panel interview focuses on organisational skills, team leadership, and problem-solving in high-pressure environments.

Actions taken:

• Detailed pre-interview agenda:
  • Candidates receive a clear overview of the interview process, including the panellists’ names, roles, and the specific topics each will address.
  • Candidates are able to select when the interview takes place (morning, afternoon), choosing the time of day where they perform at their best.
  • The structure of the interview, including timing, expectations, and scheduled breaks, is shared well in advance to reduce anxiety and allow preparation.
• Structured panel dynamics:
  • Each panellist has a defined role:
    • One panellist asks situational questions about managing teams and resolving conflicts.
    • Another evaluates organisational skills, such as coordinating schedules or inventory management.
    • A third observes and takes notes to minimise interruptions.
  • A lead panellist acts as the primary point of contact, ensuring smooth transitions and answering candidate questions.
• Inclusive environment design:
  • The interview is conducted in a quiet, well-organised space with panellists seated in a semi-circle to create a welcoming and open environment.
  • Name tags or visual aids are provided to help candidates identify panellists easily.
• Supportive questioning approach:
  • Candidates are given a list of sample questions ahead of time to help them prepare for different types of inquiries.
  • They are encouraged to take their time responding and may refer to notes or reference materials during the interview.
  • Follow-up questions are kept concise and to the point, ensuring candidates are not overwhelmed.
• Built-in breaks:
  • A short break is included midway through the session, allowing candidates time to recharge and process their thoughts.

This structured, supportive approach allows candidates to demonstrate their organisational and leadership abilities in a calm, accommodating environment. Panellists can fairly evaluate each candidate’s suitability for the role while fostering a hiring process that values inclusivity and equity.