Recruitment Interview Techniques: Friendly and Panel

Often, the use of recruitment companies is to cut down the amount of interviews you have. When working on your own, it is possible to have many candidates who are not suitable for the job and these are sifted out by the agency you use. However, it is obviously imperative that you interview at some point, and with the selection of candidates that are put forward.

When this happens, you need to know how to treat it and what interview techniques you can use to get what you need out of potentially your next employee. Many people think of interviews as a challenge for the interviewee but it can be just as difficult for the interviewer. This is the most important part of the recruitment process and needs to be approached correctly.

Friendly

Uncommon really, but this is where the current employees either begin or take the whole interview with a candidate. By approaching the potential employee with a future colleague or a friend with the inside scoop can be effective in finding out the real person under the suit.
True nature can sometimes be hidden within the pressure of an interview, and some people put on a face especially for the supervisor or manager. This needs to feel like a natural discussion rather than an interview.

When it is done properly, this style will lead to a relaxed candidate who is happy enough to reveal otherwise unseen character traits to a potential future friend. One strategy to consider here is for the current employee to kick-off the interview in a friendly mode to get them relaxed and then for the real interviewer to come in and do the full interview after.

Panel

When several members of your team, or the top ranked staff, are involved in the interview, this is known as panel interviewing. By interviewing as a group you will be able to ensure that all bases are covered from a pre-planned list.

The main idea of this is to see how the person in question deals with different personalities and questions to see how they deal with diversity. There will always be a specified leader but it will be a test of how well the potential employee deals with an uncomfortable situation.

One of the biggest pluses of this style of interviewing is that following the interview there will be many people to discuss what went on, and some people might pick up on things that others didn’t. There will be differing opinions, and the debate that ensues will increase the relationship of your team and help you find the right conclusion.

Often, it is suggested that a selection of the best candidates are then invited back for a final one-on-one interview with you.

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