Promotion Selection Panels

You've wanted this promotion for a while,
and you've now been invited to interview for the role of your
dreams. There's just one catch – you're not going to be facing one
interviewer, you'll be facing four. all at the same time!
If visions of being put in front of a firing squad leap into your
mind, you're not alone!
Known as a panel interview, these three, four, even six or
seven-on-one situations strike a high level of fear in most
interviewees. And you may experience them in a number of situations, including going for promotion when several candidates want the job, and changing to a new role within your organization. Whatever the reason, it's not the most reassuring feeling to know you
will be facing a variety of different people, all of whom have
different interests and different ways of evaluating you!
However, if you approach a panel interview with the attitude that
you have an opportunity to impress a whole bunch of people rather
than just one, suddenly the prospect doesn't seem as daunting.
Done well, panel interviews are actually a great way to prove how
well you fit the position, and gather more support for your
candidacy. These are compelling reasons to want to learn more
about panel interviewing, and how to prepare for them effectively.
Why Organizations Use Panel Interviews
Panel interviews are also becoming the interviewing method of
choice, because they improve the effectiveness and efficiency of
the selection process. There are several reasons for this.
First, because more people are directly involved in the selection
decision, there is less individual bias, and there are more people
to discuss the decision. When all the people involved have the
opportunity to hear the candidate's answers first hand, they can
evaluate that candidate much more effectively.
Second, when you have many people interviewing at the same time,
you cut down on the costs associated with several rounds of
traditional interviews.

Another factor in its favor is the added degree of stress that
panel interviewing introduces. Candidates who prove themselves
capable of handling themselves confidently in front of a panel are
probably able to handle many kinds of pressure situations.
Finally, there is the fact that it is harder to build rapport with
lots of people in a short amount of time. In a one-on-one
situation you can get a good sense of the interviewer's
preferences and tailor your answers to fit. Panels are more formal
and the candidate is judged more on his or her merits than
personality.
What to Expect
A panel interview is really just an expanded version of the
one-on-one interview. The tone can tend to be more formal at
times, however the intent is the same. All the interviewers want
to do is find the best person for the role.

Can you do the job – do you have the skills, experience and
ability necessary?
Will you do the job, and do it well? Are you easy to manage,
motivated, dedicated, committed, responsible – all the
competencies important for the job?
Will you fit in with the team – this is what interviews call the "fit factor".
Will you fit in with it's culture and practices? Are
you the type of person who will thrive in the work environment
that is currently operating?

When you know what the interview is really all about, it is easier
to understand why the interview takes the form it does.
Who to Expect
When you enter the interview room there is typically a leader, or
chairperson, who introduces the other members of the panel, and
generally controls the interview. This person is most often the HR
representative but it can be anyone. He or she may also be the
senior member of the panel.
The panel members themselves will all have a vested interest in
the hiring decision. You might know beforehand who is interviewing
you, and other times it will be a mystery until you walk in the
door. It's best to be prepared for everyone and learn to spot the
different types of people, so that you can address their issues
directly.
There are three main types of interviewers you can expect to
encounter:
Senior Officials, Managers, Supervisors – Quite often the panel
will include the manager who will be your boss in the new role.
These people have power and authority, and are looking for proof
that you can do the work and do it well – they will be counting on
your performance if they are to run their department smoothly.
They have a strong, vested interest in hiring the very best person
for the job.
These senior officials will be more hard hitting and ask more
technical questions than others. They want details, and you need to
be prepared to give them proof that you can do what you say you
can.
Deal with them in a direct and assertive manner. If you feel
intimidated, remember that it is their authority that is making
you feel this way, rather than the individual.
HR Professionals – These people are trained in interview and
selection techniques. They are savvy at uncovering things you
don't want, and didn't intend, to bring up. They probe and ask
lots of questions – they want to know what you are really like and
how well you'll fit with the new role.
HR professionals are very concerned about training and turnover –
if the person they choose doesn't work out, it costs the company
money so they need to be as sure as possible that the decision
they make is the right one. If they choose a hard-to-manage
person, they will hear about it from the other people who have to
work with him or her!
You must be well prepared and come with detailed explanations of
things you have done in the past. Fuzzy or vague answers won't
score points with these guys – they have heard all about people
who are great communicators and who love working in a team
environment – back up your thoughts with concrete examples of
where and when you demonstrated the skills you are so proud of.
Peer Interviewers – A recent trend is to have a new hire's peers
involved in the interview process. You need to pick up on the cues
they are giving about the type of person they work best with.
Shape your answers to show that you are the kind of person they
will get along well with, given the types of questions and
concerns this person is raising. If they are very concerned about
conflict, emphasize your ability to defuse situations and mention
that you are not an instigator but a solver. You have to be
flexible and likeable without crossing the line into being a
"people pleaser". They still have to get a sense of who your true
self is, but present as neutral a self as possible – don't commit
to one side or the other just yet.

Other types of people you might see on
the panel include government representative, mangers of
other departments, technical experts, union representatives,
and even clients with a large vested interest in the hiring
decision.


Remember, the interviewers are all human and have been in your
position before. If you remember that they are doing their job and
not trying to make you sweat, you're performance will naturally
improve. They genuinely want the best person, and you should want
them to find that.
How to Answers Questions from the Panel
Interviewing is all about confidence and presence. Many of the
skills needed for answering interview questions are common across
all interview types:

Show enthusiasm – nobody wants a grumpy person, when they can
choose an enthusiastic and happy person who they know can do the
job with a bit of training.
Clarify the question – ask for a rephrasing when necessary and
make sure you understand what is being asked before answering.
Articulate your response – use precise, clear language to convey
meaning. You can say it is "nice" to work in a team however NICE
isn't a rich word. Instead, you could say that working in a team
is stimulating and inspiring because of the input you get from
other people.
Use a smooth delivery – answer with a minimums of "ums" and "ahs". If you can't think of what to say next, just stop and say nothing until the thought comes to you.
Use eye contact (if appropriate in your culture) – this gives you a commanding presence and shows confidence.
Watch your body language – tone, positioning and other physical cues are points for interpretation.

Don't yawn or fidget – it will make you look bored.
Don't slouch or get too comfy – it makes you look unprofessional.
Be aware of your body and the way you are "speaking" with it – make sure that your non-verbal communication is congruent with what you are saying.


Learn to control your nerves so they don't let you down.

While many of the skills you need to excel in a panel interview
are similar to a traditional interview, there are a few specifics
to keep in mind:

Identify the leader – the person who brings you to the room or
first greets you in the room may not be the leader. The leader is
typically the one who explains the process and gets the interview
underway. Give this person extra deference when answering the
questions.
Shake everyone's hand – when you are introduced to everyone on
the panel, take the opportunity to shake their hands. This helps
build rapport and shows confidence.
Use names – listen carefully when you are introduced, so that
you can use people's names when you answer their questions.
Address your answers to everyone – when a specific panel member
asks a question, address your answer to him or her first, however
make sure you glance at the others as well.
Link questions together – if Joe asks a question that touches on
what Ann asked earlier, acknowledge how the questions, and your
answers, are interrelated. The more you can address the needs of
all panel members the better!


Tip:
During the interview be aware that what you say at the start
and end are the most influential and most likely to be
remembered. If there is just small talk going on at the
beginning, be charming and ask relevant questions. Be sure
to take time at the end to do a quick recap of the
highlights of the interview – leave them with the message
that everything you said was a great match for the
requirements of the position.




Key Points
Selection panels tend to be intimidating. By looking at them as an
opportunity to prove you are the right candidate to a group of
people at the same time, it is easier to feel less anxious.
Interviewers often look at the approach as a more efficient way to
find the best person for the job. Keep your nerves under control,
and use your answers to prove to each panel member that you are
that person.
Each interviewer has his or her own issues they want addressed. Be
articulate and poised, and answer each person individually while
still acknowledging the group. A great panel interview is an
opportunity to impress many different people in the organization –
seize it and make the most of it!