Published on Wednesday, Dec 19, 2007
Interviewing with a single interviewer is harrowing enough… imagine having to face a full-fledged firing squad!
Then again, convincing one individual of your job-worthiness is daunting enough… talk about swaying six of them!
No wonder already-panicked candidates break out in a sweat at the mere mention of a panel interview.
The prospect of tackling a multitude of people sitting around a conference table is quite intimidating, but you cannot afford to bungle this sole chance to back up your resume claims either.
Well, the basic premise, whether you are facing one interviewer or 20, is the same – get a conversation going where the employers can get to know you and vice versa. The company’s top brass, supervisors and your prospective colleagues are teamed up so that everyone involved in the hiring decision can meet, ask questions and then, discuss/select the best candidate on the same parameters.
While this may seem like a deliberate attempt to unnerve you, they are only interested in measuring how you interact with different people and how you handle yourself under pressure.
In fact, this form of time-efficient interviewing is becoming increasingly common, especially for advanced positions. Therefore, preparing yourself to face both – an individual and a panel interview will ensure that you never get caught off-guard.
Here’s what to do for the latter:
Get the basics right – Prepare as you would for any interview by studying the job description, researching the company, practicing answers and preparing meaningful questions. The queries posed will be more or less the same as in a one-on-one interview, but brace yourself to be bombarded with questions from every side. Also, carry multiple copies of your resume to distribute to everyone.
Some departure – In the traditional one-on-one interviewing style, the focus is on building a rapport with the interviewer. But when it comes to facing a committee, this focus goes right out of the window, as it is quite difficult to establish a personal connection with each panellist. Also, this is more formal, organised and impersonal sans any place for ‘getting-to-know’ small talk. The panel will jump in with interviewing questions straight away.
Eye them all – You cannot afford to get tunnel vision and focus on one/few panel members, no matter how charming or friendly they may seem, i.e. not if you want to blow the interview miserably. So, when an interviewer asks you a question, respond initially to that person, but do not forget to acknowledge other interviewers with a comfortable level of eye contact. Slowly move from looking one person in the eye to the other so as to speak to each person equally. The cardinal rule is to visually engage everyone irrespective of seniority or location in the room.
It’s all in the name – If possible, call the organisation and try to get the interviewers’ names, job titles and respective departments in advance. As most companies may refuse to divulge the information, seek introductions in the beginning of the interview and discreetly jot down the same. Remember to use the interviewers’ names in your responses to engage them on a slightly personal level.
Notes, notes – Carry a list of points that you want to mention and questions you want to put forth in the interview. Discreetly make small notes of members’ specific questions, differentiating concerns and facets mentioned by them. This will help you remember what each person is interested in and respond accordingly. As celebrated author and mentor, Carole Martin says, “Remember each person has an agenda – it is up to you to zero in on that interest and make the most of it!” Also, cross-reference your answers with previous queries to tend to the concerns of more than one interviewer and thus, navigate a better outcome.
Smell the set-up – The ‘inquisitors’ may play off each other to draw out the kind of person you are. For instance, one may be kind and gentle, while the other is hostile, pushy and unresponsive, or they may confusingly take turns at each. Don’t be fazed by these tactics and take the initiative to engage everyone by directing questions of your own.
Swim with the sharks – Never make the mistake of favouring one interviewer over another with your time or attention. Treat everyone equally and try to impress all of them. Calmly take in one question and one interviewer at a time, but even when answering one interviewer’s question, be conscious of how the others (say from HR, Finance or IT) may interpret it.
Go for maximum appeal by proffering something specific to each and make your comments of relevance to the entire panel. As interview coach, Alison Gill, advices, “Think through how best you can articulately describe your experiences in a way that will appeal to the different people on the panel. Talk about specific examples...”
Above all, be cool, confident and collected. You may be heavily outnumbered, but you can make a contribution; else so many important people wouldn’t be wasting their valuable time over you.
Last but not the least; realise this for what it is – a valuable platform for you to quickly demonstrate your talents to a wider audience. Also, use the opportunity to check out for yourself how the company staff interact together, the presence of friction, if any and the overall quality of the team!
Then again, convincing one individual of your job-worthiness is daunting enough… talk about swaying six of them!
No wonder already-panicked candidates break out in a sweat at the mere mention of a panel interview.
The prospect of tackling a multitude of people sitting around a conference table is quite intimidating, but you cannot afford to bungle this sole chance to back up your resume claims either.
Well, the basic premise, whether you are facing one interviewer or 20, is the same – get a conversation going where the employers can get to know you and vice versa. The company’s top brass, supervisors and your prospective colleagues are teamed up so that everyone involved in the hiring decision can meet, ask questions and then, discuss/select the best candidate on the same parameters.
While this may seem like a deliberate attempt to unnerve you, they are only interested in measuring how you interact with different people and how you handle yourself under pressure.
In fact, this form of time-efficient interviewing is becoming increasingly common, especially for advanced positions. Therefore, preparing yourself to face both – an individual and a panel interview will ensure that you never get caught off-guard.
Here’s what to do for the latter:
Get the basics right – Prepare as you would for any interview by studying the job description, researching the company, practicing answers and preparing meaningful questions. The queries posed will be more or less the same as in a one-on-one interview, but brace yourself to be bombarded with questions from every side. Also, carry multiple copies of your resume to distribute to everyone.
Some departure – In the traditional one-on-one interviewing style, the focus is on building a rapport with the interviewer. But when it comes to facing a committee, this focus goes right out of the window, as it is quite difficult to establish a personal connection with each panellist. Also, this is more formal, organised and impersonal sans any place for ‘getting-to-know’ small talk. The panel will jump in with interviewing questions straight away.
Eye them all – You cannot afford to get tunnel vision and focus on one/few panel members, no matter how charming or friendly they may seem, i.e. not if you want to blow the interview miserably. So, when an interviewer asks you a question, respond initially to that person, but do not forget to acknowledge other interviewers with a comfortable level of eye contact. Slowly move from looking one person in the eye to the other so as to speak to each person equally. The cardinal rule is to visually engage everyone irrespective of seniority or location in the room.
It’s all in the name – If possible, call the organisation and try to get the interviewers’ names, job titles and respective departments in advance. As most companies may refuse to divulge the information, seek introductions in the beginning of the interview and discreetly jot down the same. Remember to use the interviewers’ names in your responses to engage them on a slightly personal level.
Notes, notes – Carry a list of points that you want to mention and questions you want to put forth in the interview. Discreetly make small notes of members’ specific questions, differentiating concerns and facets mentioned by them. This will help you remember what each person is interested in and respond accordingly. As celebrated author and mentor, Carole Martin says, “Remember each person has an agenda – it is up to you to zero in on that interest and make the most of it!” Also, cross-reference your answers with previous queries to tend to the concerns of more than one interviewer and thus, navigate a better outcome.
Smell the set-up – The ‘inquisitors’ may play off each other to draw out the kind of person you are. For instance, one may be kind and gentle, while the other is hostile, pushy and unresponsive, or they may confusingly take turns at each. Don’t be fazed by these tactics and take the initiative to engage everyone by directing questions of your own.
Swim with the sharks – Never make the mistake of favouring one interviewer over another with your time or attention. Treat everyone equally and try to impress all of them. Calmly take in one question and one interviewer at a time, but even when answering one interviewer’s question, be conscious of how the others (say from HR, Finance or IT) may interpret it.
Go for maximum appeal by proffering something specific to each and make your comments of relevance to the entire panel. As interview coach, Alison Gill, advices, “Think through how best you can articulately describe your experiences in a way that will appeal to the different people on the panel. Talk about specific examples...”
Above all, be cool, confident and collected. You may be heavily outnumbered, but you can make a contribution; else so many important people wouldn’t be wasting their valuable time over you.
Last but not the least; realise this for what it is – a valuable platform for you to quickly demonstrate your talents to a wider audience. Also, use the opportunity to check out for yourself how the company staff interact together, the presence of friction, if any and the overall quality of the team!
PAYAL CHANANIA
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