Panel vs. Group Interview: Advantages and Configuration

Format Differentiation: Panel vs. Group

Although the individual interview (one interviewer versus one candidate) is the most common, there are other modalities designed to optimize the selection process.

It is important to differentiate two of them: the group interview and the panel interview.

Group Interview: In this format, one or more interviewers meet with a group of candidates simultaneously. It is used to give general information and ask questions to the whole group.

Panel (or Court) Interview: This format is opposite of the group format. It involves a single candidate being interviewed by several interviewers at the same time.

Application and Use Cases of Group Interviewing

The group interview is not suitable for all roles. Its use is specifically recommended for mass recruitment situations.

It is particularly effective for operational positions or positions of a simpler nature, where there is a need to hire a large number of people and many candidates must be processed in a short time.

Application and Use Cases for Panel Interviewing

The panel format allows several people (e.g. HR, the line manager and a technical peer) to evaluate the same candidate under the same conditions and at the same time.

This type of interview can take a structured, mixed or behavioral approach.

It is especially recommended for positions where in-depth teamwork skills are required or when it is necessary to validate very specific technical knowledge from different perspectives.

Strategic Advantages of the Panel Interview

Implementing a panel format, when properly planned, offers three significant advantages:

Time Savings: this is the most obvious advantage. A one-hour panel session with three interviewers replaces what would otherwise be three separate individual interviews, saving considerable time for both the company and the candidate.

Greater Reliability: With several people listening to the same answer simultaneously, individual interpretation bias is reduced.

The subsequent discussion about the candidate is more accurate and based on shared experience.

Standardization: Applying the same panel interview to all finalist candidates ensures greater standardization and fairness in the evaluation process.

Key Panel Setup and Planning

For a panel interview to be successful and not be perceived as chaotic or intimidating, it requires meticulous planning.

The interview team should define in advance:

The Moderator: Who will lead the session, welcome, explain the dynamics, and manage time.

The Distribution of Questions: How the areas to be evaluated will be distributed. For example, one interviewer may cover technical expertise, another behavioral competencies and another cultural fit.

Closing Management: Who will be in charge of answering any questions the candidate may have at the end of the session.

A well-planned panel ensures a harmonious and professional atmosphere, allowing for a much more efficient final assessment discussion.

Panel Member Etiquette

If you are part of an interview panel, it is crucial to maintain professionalism.

Remember two basic rules: first, do not interrupt your fellow interviewers while they are asking a question, and avoid confronting or contradicting their views in front of the candidate.

Second, even if you are not the one who asked the question, you must pay active attention to the candidate's response at all times.

Summary

It is important to differentiate these formats. The group interview evaluates several candidates simultaneously. It is useful for mass recruitment of operational positions, where many candidates are processed.

The panel interview is the opposite: a single candidate is evaluated by several interviewers at the same time. It is ideal for validating technical knowledge from different points of view.

The panel saves time and offers greater reliability by reducing individual bias. It requires meticulous planning, defining a moderator and distributing who asks what.