Panel Interviews

I have never had a panel interview, and I loathe the opportunity to do so. I agree that I would miss that one-to-one connection. Also, the dynamic is different. In a one-to-one interview, both are on equal footing, each trying to learn more about each other. With a many-to-one interview, I think it's apt to feel threatening (for the interviewee) -- being grilled.

I did not read the linked article -- just didn't feel like signing up today ;~) but...

I've been in panel interviews (as a candidate) many times as well as a few times in the hiring seat. Results have been usually successful... at least no less successful than in one-on-one interviews.

I suppose as a project manager, ex-advertising guy, one time performing musician, and other "on the stage" background, a more public forum is familiar territory so it never felt threatening in any way. However, the dynamic is, as you say, quite different from one-on-one.

I always look forward to interviews... it's a learning experience and one I actually enjoy. In the case of panel interviews, speaking as a project manager, everyone in the room both collectively and singly is someone whom I must "manage" or "report to" or in some way relate to through meetings and other group activities -- assuming I am the successful candidate.

So I see a panel interview as an opportunity to do just that. Make a clear statement that this venue (panel, group, team) is one I am comfortable with and in which I am a productive and valuable member.

It's another form of project meeting except in this case the project is finding out if the position is a good fit -- for myself and for the team.

William W. (Woody) Williams
Project Management Consultant
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w3src Consulting

Sorry for the bad link; try Master the Panel Interview.

- John

I have been on both sides of the table in a group interview, and find panel interviews very helpful. The candidate gets to see the group dynamic in action, and the hiring team gets to make a joint decision.

Yes, it is more pressure for the candidate to talk to multiple people at once, but she gets to really see the group she's about to join in action. If there is hostility in the panel interview, expect hostility in your day-to-day work interactions. The opposite is also true - if people are comfortable within the group, the interview vibe is challenging but friendly, than this is a friendly place to work.

Jane Prusakova
Software Architect & Developer
My blog
Improving Enterprises

I understand your points on the side of group interviews. In fact, I can see it being beneficial just in terms of parallelizing the process. The interviews I have attended take 5-6 hours on average because I'm talking to 6 different people in serial.

Your perspectives have helped me feel more comfortable with the idea of having a group interview. I am still cautious because I think it's easy for a group to "gang up" if the interviewee appears to flounder (e.g. due to nerves about the group setting)...but that entirely depends upon the group attitude of the interviewers.

It seems panel interviews are common in the game industry at least at the low levels. But it is a very very collaborative industry...

I've been on both sides of the interview table now and at my current position we do one on one...

I have also had the opportunity to be on both sides of the fence. In my first and only panel interview, it was broken up into two sessions, each session being a different group of people from varying levels within the hiring group. Walking into the first session, I was a little intimidated. Once the interview started, however, it became easier and I was actually looking forward to the next one. There were less pauses which I found to be more comfortable.

On the interviewer side, I found that the dynamic of the panel either made the interview flow or made it awkward. If the group was unprepared, or too diverse in what was important to them, no rhythm developed, and the interview dragged. Even with one on one interviews, this can be the case. On the other hand, and for the most part, I found the panel provided a more rounded view of the candidate.

With a panel interview, at least there are more people who can drive the conversation, and perhaps people from different levels within the company than can allow you to present a larger picture of yourself. Also, as was mentioned in an earlier comment, the panel interview invests less time. A welcomed effect enjoyed by both parties.