Panel interview intimidating
The same set of questions is asked of every candidate.
The questions are such that they test various skills of the candidate such as communication skills, team spirit, interpersonal skills and consensus-building.
The interviewer gives scores to each candidate depending on the answers and who gets the maximum score is the preferred candidate. The structured interview offers a structure to the process and saves time and gives a definite flow to the interview.
As the questions asked in the structured interview are conventional, candidates get to practices and prepare well for the interview.
It is a face to face interview; questions are asked not using words such as ‘would’ or ‘should’ but as to ‘what you have done’.
For example, a question to a candidate interviewing for a manager’s job would be, “How did you solve a dispute in your former office?
As the name suggests, a panel interview is conducted by a group of interviewers.
Situational interview can replace behavioural interview if the candidate is a fresher.It depends on the firm and the kind of job to decide on the best interview style for them.The basic principle behind behavioural interviews is to assume about a candidate’s future behaviour and performance based on his or her past behaviour.The candidate also feels at home with a telephone interview and has chances of doing well at it.In an unstructured interview, there can be planned and unplanned questions and these can vary with the candidate.
Telephone interviews are cost-effective both for the employer and the candidate.