Panel interview

What makes it a panel

In a panel interview, one candidate speaks with multiple interviewers at the same time. This differs from a group interview, where several candidates are assessed together. A panel can bring relevant perspectives into one conversation, but the format alone does not show how a candidate would work with stakeholders.

Where the format can go wrong

Several interviewers can create a crowded conversation. Repeated questions, interruptions or one person setting the tone can leave the team with less useful evidence. The CIPD selection factsheet recommends preparing the interview in advance, assigning questions and criteria, and recording individual assessments before group discussion. The OPM guide also treats panel preparation and interviewer training as part of the method. These practices can reduce some influence between interviewers; they cannot eliminate bias.

When to use it

Choose a panel when each interviewer has a distinct, job-related perspective to contribute. Agree who leads, who asks which questions, and how the candidate can respond without competing voices. Have interviewers note evidence independently before discussing it. If the purpose is unclear or perspectives overlap, separate conversations may give the candidate and team more room.