What are the requirements for the panel interview?

What do you mean by the question ? What requirements your asking about and related to whom ? 

i will give some information about the panel interview which may help !

Panel interviews are interviews at which multiple interviewers are present. Panels typically consist of two to five people, though in some instances there may be more. There’s often one person who “leads” the interview, though all who are present are important.

Some organizations prefer to held panel to monitor and observe the following :

·         Reactions to the stress of “rapid fire” questioning

·         Interaction with all panel members

·         Style of communication with people in different positions within the organization

·         Flexibility in communication

·         Ability to build rapport

 

Commonly it's used in :

·         Academic institutions

·         Large nonprofit organizations

·         Senior executive positions across many industries

·         Government organizations and related agencies

 

Interviewers here seek to discern the following about candidates during the interview:

 

·         Maturity

·         Professionalism

·         Empathy

·         Oral Expression

·         Attention to Others

·         Knowledge

·         Motivation

·         Critical Thinking

·         Problem Solving

·         Cooperativeness

 

·         Interpersonal Communication

A panel interview is another special interviewing situation where 2 to 5 interviewers are present to interview a candidate. Usually, various types of people in an organization participate, including Human Resources personnel, managers, as well as supervisors and colleagues of the particular position.

HAVE SOME ADVANTAGE AND DIS ADVANTAGE

 

 

I’ve been asked to give a talk next week to a group of hiring managers on how to conduct panel interviews. The company hosting the workshop believes its current process is in shambles and needs to be discarded. Here’s what they told me some of the problems were:

• Everyone competed asking questions.
• No one let the candidates finish answering the questions.
• Candidates thought the whole experience was unprofessional and were turned off.
• Little was learned about the candidate.
• Everyone heard something different even though they were in the same room.
• No one arrived on time, and most of the interviewers hadn’t even looked at the candidates’ resumes before the interview.
• Each one had a different understanding of the job, so many of their questions were inappropriate, irrelevant or superficial.
• It was a big waste of everyone’s time.

I then asked why they even conducted panel interviews at all. The leader told me despite these problems, they were still better than having one-on-one interviews. (Can you imagine what these are like?)

When I first became a recruiter, I thought panel interviews were too intimidating so I resisted using them. I had one client who used them as their core process, and after sitting in on a few I became a believer. When organized properly here’s why panel interviews are more effective than traditional one-on-one interviews:

1. The impact of first impressions and personality biases are minimized. Biases of any type tend to lead the interviewer down a path of asking questions designed to confirm the bias. A structured group interview with a pre-planned set of questions prevents everyone from going off-track.
2. Interviewing accuracy is improved 20-30 percentage points. By combining accomplishment-based questions with behavioral fact-finding, the entire team is collectively discovering if the candidate is both competent to do the actual work, motivated to do it, and a fit with the team and company culture.
3. It gives weaker interviewers and potential subordinates a means to voice their opinion in a controlled setting. While it’s often important for a subordinate to meet a potential boss, one-on-one interviews are often awkward, with personality and hidden agendas usually dominating the assessment. Participating in a panel also gives weaker interviewers a chance to learn how to properly conduct a Performance-based Interview.
4. It changes the focus from yes/no voting to a deliberative evidence-based assessment. Since everyone is hearing the same information, the assessment is much more about how to interpret the evidence, not about generic competencies and whether the person was smart, likeable, and assertive enough.
5. Candidates get a chance to better understand the job and how potential future co-workers interact. The best people want to work with liked-minded professionals. A well-organized, professional panel interview provides this added benefit.

Checklist for Conducting a Panel Interview

1. Have all interviewers on the panel review the performance-based job description before the interview. Everyone on the interviewing panel must know the real job requirements before they get a chance to interview and assess the person. The best way to understand a job is to define the 5-6 primary performance objectives describing what the person in the role needs to accomplish in order to be considered successful. Use the STAR format for creating these: define the Situation, Task, Action, and Result. Here’s the quick course on how to prepare these.
2. Use the Two-Question Performance-based Interview as the organizing tool. This interview is fully described in The Essential Guide for Hiring & Getting Hired. It offers significant advantages when used as the basis of the panel interview, specifically: it flows logically, it focuses on past performance, it’s been validated by one of the top labor attorneys in the U.S., and it works.
3. Assign one leader; everyone else is a fact-finder. Part of the Performance-based Interview is to have candidates describe accomplishments most comparable to those listed in the performance-based job description. This involves a great deal of behavioral fact-finding peeling the onion to understand the person’s actual role, the results achieved and the process used to achieve the results. Fact-finders need to ask these follow-up questions.
4. Leaders can be fact-finders, but fact-finders can’t be leaders. Rather than competing, interrupting, and asking “favorite” questions, in an organized panel interview the participants support each other. In this case, only the leader can change the primary question, e.g., “Can you describe your major planning project?” while the fact-finders can ask for the specific details. The leader can ask these follow-up questions, too, but the other panelists can’t change the topic or take over the process.
5. Use a formal assessment scorecard right after the interview to record the findings. The best time to share input is just after the candidate leaves. Using a formal approach for comparing the candidate’s accomplishments to real job needs adds insight and accuracy to the assessment. For this, I suggest a formal scoring template that ranks the candidate on the factors that best predict job success (e.g., motivation to do the work, competency, team skills, cultural fit, etc.). Here’s a link to obtain a sample of the recommended scorecard.

When organized properly, panel interviews are a great tool for saving time, giving weak interviewers an opportunity to participate, avoiding hiring mistakes including hiring someone who normally would have been excluded, and increasing assessment accuracy. Poorly organized panel interviews are a waste of time. The key is to know the job and recognize the different roles leaders and fact-finders play. Panel interviews are truly a team sport, but in too many cases they resemble the first AYSO soccer game played by a bunch of five-year-olds.

Panel is a committee comprised of people who will have direct connection with the interviewee, in addition to someone from HR Department, the committee should know exactly what is the requirement and the role of person who will occupy the position, they should have the job description read, and to be prepared with the right questions to be asked, if the position is a high profile (executive person) someone from the management should be involved in the interview, in some cases the panel may be divided to two parties, one will be conduct the first interview, then the other committee will have the second round for the last short-listed candidates.

 

Questions should be agreed upon prior to the interview and should be related to the job and the personality of the candidate. You should know how to ask the question and to know how to analyze the body language of the candidate.

The term panel interview is used to describe a technique that allows several members of a hiring company to interview a job candidate at the same time.  Members of a panel interview team typically include the hiring manager, an internal client of the hiring manager's organization, and a member of the human resources department.

First, the panel interview is similar to a typical one-on-one interview but this one there are mostly two or more interviewers involved in the room. They can feel very intimidating as it can be more difficult to build up a rapport with a group of people and they can be more formal in style, Again Panel Interview depends on the Organization HR Operations which determines how many Interviewers required to handle a certain interviewee(s).

Regarding the requirements, below are some few tips that can help you to face the challenge..  

• Be on time and smartly/officially dressed.
• Prepare to meet the Panel Judges with Confidence.

• Be Calm in the Storm, Listen carefully and ensure eyes contact.

• Have Question to ask each interviewer at the end.

• Tell them a Story

• Reiterate how your skills fit into the job description.

• Engage even the silent ones.

• Last but not least, Take notes,Sparingly and always remember to thank them for their time spent with you.

A panel interview is one that is conducted by a group of interviewers. Sometimes you will meet with the interviewers separately, and other times you will meet with them as a group (panel). Sometimes there will even be multiple candidates interviewing at the same time.

I also agree with, Maha Abdulhalim answer have more details .

Panel interview means interview cansist of 4 to 5 members or more.candidates are face different questions from diffrent panel members.This interview is conducted to know the knowledge of the candidates in diffrent field.This is best interview method.

PANEL IS MASK ONLY! THE LEADER IS PERSON WHO USE THESE MEMBERS TO CONFIRM HIS CHOICE!

The panel must consist of all the persons who are connected to the job requirement of the candidate. A technical representative, one from HR, maybe a psychologist for specific appointments and the head of department if an immediate decision is required. This would do away with a series of interviews where at each stage candidates are weeded out.

Panel interviews are normally held to identify the qualifications of a candidate for senior executive position across different industries. The panel will normally consist of board and senior management members including the direct report of the candidate. The goal of this interview is to identify but not limited to the following. 1. The candidate verbal communication skills. 2. His reaction to all various questions being asked. 3. Attention to the details of all questions. 4. Ability to handle and keeping up with the board executives in a sharp and short to the point answers. (It's ok to elaborate should the time allows and when appropriate) 5. Knowledge of all aspects of the position from the panel view. 6. How the candidate reacts to the various subjects of the interview. 7. Delivery method and handling pressure. 8. Demonstration of experience indicating the qualification for the required position. It's always ok to take notes during the interview so you don't miss any details of any question asked. As long as you can do it fast without interrupting the pace of the interview. Best of luck

Panels typically consist of two to five people, though in some instances there may be more. There’s often one person who “leads” the interview, though all who are present are important.

For the employer, there are distinct advantages in conducting panel interviews. It boils down to the philosophy that the involvement of multiple interviewers increases the accuracy of assessing a candidate’s match for the position.