Heading to a panel interview? Get ready to talk to a lot of people. The more prepared you are, the less stressed you will be and the better you will perform. Often people who attend this type of interview describe negative terms, such as “taking a stress test” or “taking a stress test,” referring to the traits that can make group interviews frightening.
Instead of a one-on-one standard conversation with one person, a team meeting is with several people, all at the same time. Each member of the interview group will have their own questions about your credentials, experiences, and skills.
Often the interview committee members are those who will work closely with the guest if they succeed. Usually the hiring manager leads the committee and poses pre-set interview questions, often with a member of HR who helps facilitate this as well.
Tips to Survive a Firing panel interview
All committee members are likely to ask follow-up questions to get more insights about a candidate, but the pre-set questions are the same for every final contestant. The most frequently asked and assigned questions will be different depending on how the interviewee responds to the initial group questions.
In terms of duration, a commission interview can last anywhere from 45 to 90 minutes or more, with a full work day banned with interviews rather than multiple interviews over a number of days.
If the fear and anxiety of one-on-one interviews is making you burst into a cold sweat, you might consider heading to the hills when a potential employer mentions that you’ll be interviewing a whole bunch of people … yeah, it’s all at once.
Some job candidates compare a group interview with an execution squad. Others might think it’s a little unfair. No matter what camp you are in, many companies see this as a golden opportunity to see how job candidates are reacting “under fire”.
With the right preparation, you can come to the team interview and you are so prepared in mind, body and attitude that the interviewing committee never sees you sweating. This ultimate guide on how to get a team interview will help you do just that – stay cool and cool when the weather gets hot.
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7 Tips to Survive a Firing panel interview
1. Understand the broader role and function of the panel interview
If you are interviewing a committee, it is because more than one person has a vested interest in the role’s job. Go back and check the job description to see who you will work with and who to apply for. By researching the related roles, you will be able to anticipate their needs, inform how you plan to support them, and show once again that you have performed the required and expected research of you as a host.
2. Know what you’re up against
You will be more confident in any interview situation if you know what to expect. You may already have a contact in the human resources department so it’s worth calling in with the question of who might be on the interview panel. Usually, they will be able to give you a list of names. If not, research a little more for your potential manager or subordinates by searching employee resumes online or searching for the company on LinkedIn.
If you are applying for a systems engineer position, for example, the IT manager will likely attend your interview along with a member of the development team. Make sure your research is plentiful on any potential committee members to avoid falling into the trap of being there on the big day.
3. Research your panelists
Once you have an idea of the panelists, it is time to research each person and their role function. LinkedIn profiles are a great source of information about an individual’s career history, career achievements, and current responsibilities. Show them you put in the work by getting to know their background and asking specific questions to ask each member of the board.
How long have they worked for the company? What does their role include? Do they share a similar interest or mutual relationship? Finding common ground with interlocutors can help you form a personal connection in a short amount of time – and make sure you stand out from all the other people they have spoken to that day.
4. Assess individual concerns
Each discussion group member will engage with their own set of priorities and interests. Looking at the hiring process from their perspective will help you anticipate potential questions. For example, the human resource manager wants to know how you’ll fit into the team, so they’re likely to ask about your interpersonal skills. On the flip side, the IT manager may be more interested in your technical capabilities and have more role-specific questions about your skill set.
Make contact with all interlocutors. Once everyone has introduced and the committee begins asking questions, it will tend to make eye contact with the person whose question you are answering. However, it is equally important to clear the room and make eye contact with everyone else. This will allow you to read each of them as well as include them in your answer.
Don’t be afraid to take notes during the interview. This can help you remember any follow-up questions you might want to ask. Enthusiastic candidates with well thought out questions stand out for employers.
5. Talk about your strengths
As a veteran, you are the most distinguished type of candidate. Veterans are endowed with many unique characteristics that make them a source of strength for any organization. From collaboration and teamwork to problem solving and leadership capabilities, it’s no wonder so many organizations have made a commitment to hire veterans.
One of the things that differentiate veterans is their commitment to service. Veterans are very mission-conscious and work hard to ensure the mission gets done correctly. Employers want trusted employees. They are looking for someone who is committed to the team, who is able to work under pressure and is ready to be a leader. In fact, many employers now have specific webpages for seasoned and military-in-law applicants.
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