Interviewing Tools: Interview Team Selection

Interview Team Selection

Identifying well-fit individuals for interview panels matter. Individuals that collaborate with or work in similar jobs as the vacant job, help to bring a broad perspective to what strengths and abilities would be needed in a particular job.

You should select interview panel members shortly after posting a position or after the job analysis is complete. The panel should consist of at least one team member that is thoroughly familiar with the knowledge, skills, and abilities required to perform the job. The hiring manager or immediate supervisor does not have to be on the interview panel if they are not available. Don’t wait weeks or months for panel availability.

Diversity in interview panels is important. Whenever possible, a panel should represent inclusion, diversity and openness of your organization.

Examples: Diversity isn’t reserved solely to race and gender, so including panel members with diverse educational background, geography, economic status, family status, disability, sexual preference, gender identity, age and religious affiliation as well as organizational diversity will help candidates feel more at ease, especially where candidates share that diversity, and will reduce unconscious bias in the selection of the hired candidate.

Panel Recommendation

How many panel members should I have for the interview process?

Based on survey data received, it’s recommended most candidates prefer 2-3 panel members.

What if one of my interview panel members calls in the day we have interviews scheduled? Can I proceed without them or cancel the scheduled interviews for that day?

Panel members should remain the same throughout the interview process. You can proceed with the interviews without the panel member. You should not add another panel member if you plan to keep absent member for remaining interviews. Otherwise, it is ok to replace the absent member if needed. If you have more interviews scheduled for later days, that missing panel member may resume their panel role if you so desire. Keep in mind, the absent panel member will not have input on the interviews they missed.

Panel Member Responsibilities

It is encouraged for panel members to participate in some form of effective interviewing training before being on a panel, but not required.

Before each interview, panelists should be briefed on and aware of their role in the interview and the selection process (i.e., advisory, decision-making, questioning, etc.). Ideally, a pre-interview meeting would consist of reviewing the position requirements needed to be successful in the position as well as preparation and selection of appropriate interview questions. All panel members may have input on selected questions. For example, you may have a panel member that has a specific question they believe will determine the best candidate. During this meeting each panel member will be assigned questions he/she will use to lead discussions.

Each panel member should keep in mind the structure of the panel interview: rotating lead questions, following up with probing questions when necessary, taking notes, and keeping mindful of time and schedule. No single panel member should dominate the discussion. Each panel member should observe, record, and evaluate the candidate individually with respect to the requirements of the position. At the conclusion of the interview (after the candidate has been escorted out), the panel members should remain to discuss and evaluate the candidate. The panel will determine the candidate's suitability based on job-related qualifications and make a decision for the next step in the process. Panel members should be prepared to discuss the interview, pointing out the basis for their evaluations, comparing their decisions, and supporting observations.

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