Panel Interview Organization Guide HR
PANEL INTERVIEW ORGANIZATION GUIDE HR
Date: [Month Day, Year]
Introduction:
The purpose of this guide is to ensure a structured and effective panel interview process within [Your Company Name]. Panel interviews involve multiple interviewers assessing candidates for various positions. This guide outlines roles, responsibilities, and best practices for conducting panel interviews.
|
Roles And Responsibilities |
-
Panel Chairperson: The Chairperson leads the panel, introduces panel members and the candidate, and ensures the interview progresses smoothly.
-
HR Representative: The HR Representative provides insights into company culture and ensures compliance with HR policies.
-
Technical Expert: The Technical Expert assesses the candidate's skills and qualifications related to the job.
-
Behavioral Assessor: The Behavioral Assessor evaluates soft skills, teamwork, and cultural fit.
|
Interview Agenda |
|
Introduction |
5 minutes |
|
Candidate's Self-Introduction |
5 minutes |
|
Technical Questions |
20 minutes |
|
Behavioral Questions |
20 minutes |
|
Candidate's Questions |
10 minutes |
|
Panel Discussion and Debrief |
15 minutes |
|
Selection Of Panel Members |
Panel members are selected based on their expertise and relevance to the position being interviewed for. The Chairperson coordinates member selection.
|
Pre-Interview Preparation |
-
Review Candidate's Resume
-
Review Job Description
-
Develop Interview Questions
-
Familiarize yourself with Evaluation Criteria
-
Interview Questions:
Ensure questions are job-related, clear, and non-discriminatory.
-
Scoring And Evaluation:
Use a 1-5 scale (1 = Poor, 5 = Excellent) for each question. Discuss and aggregate scores during the debrief.
-
Interview Etiquette:
-
Be respectful and professional.
-
Take turns asking questions.
-
Avoid interruptions.
-
Candidate Evaluation And Feedback
Document impressions and feedback immediately after the interview.
-
Legal And Compliance Considerations:
Ensure compliance with all labor laws and regulations, including equal employment opportunity (EEO) guidelines.
-
Confidentiality:
Keep candidate information confidential.
-
Candidate Experience:
-
Introduce panel members at the beginning.
-
Explain the interview process clearly.
-
Provide an opportunity for the candidate to ask questions.
-
Debriefing:
-
Discuss the candidate's performance.
-
Reach a collective hiring decision.
-
Communication Protocol:
The HR Representative communicates with the candidate regarding the next steps and the final hiring decision.
-
Follow-Up:
-
Notify unsuccessful candidates promptly.
-
Retain interview records as per company policy.
