Panel interviews

Almost every public sector interview is a panel interview. Two to four people ask a set list of questions, write down what you say and score each answer against criteria agreed before the interviews started. The panel then compares scores and picks the highest-scoring candidate who meets the minimum standard. Knowing who is on the panel and how the scoring works helps you give answers that earn marks.

Who sits on the panel

The chair is usually the hiring manager or someone senior to the post. They open the interview, explain the format and keep time. The other members vary by sector.

In the NHS, a typical panel has the line manager, another senior clinician or manager from the service, and sometimes an HR adviser. Some trusts include a patient or service user representative, and many use values-based questions linked to the trust’s values and the NHS Constitution.

In schools, the panel for a teaching post often includes the headteacher or a deputy, the head of department or phase leader, and sometimes a governor. Statutory guidance in England expects at least one person on a recruitment panel to have had safer recruitment training. Many schools also run a student panel, whose views are passed to the main panel.

In the Civil Service, panels normally have at least two members, usually with one from outside the immediate team so that no single manager makes the decision. Members are matched to the grade of the post.

In councils, expect the service manager, a team leader and sometimes an HR officer, or an elected member for senior posts.

How scoring works

Each panel member gets a question sheet with space for notes and a scoring scale. Before the interviews they agree what a strong, acceptable or weak answer looks like for each question.

During your answer, they write down your evidence. After you leave, each member scores on their own, then they meet to agree a final score per question. Your total decides your ranking. Some employers set a minimum score per question, so one very weak answer can rule you out even with a high total.

The Civil Service scores behaviours and strengths on a numbered scale under Success Profiles, and the advert or invitation usually says which behaviours will be tested. Other employers use their own scales.

Panels score what they hear and cannot credit what you leave out. Say “I led a project” with no detail of what you did and there is nothing to write down. The STAR method helps here: situation, task, action, result, with most of the time on your own actions.

Who asks what

Panels usually share out the questions in advance. One member might cover experience and technical knowledge, another values or safeguarding, a third motivation and teamwork. The person asking may not be the most senior.

Answer the person who asked, then bring the others in with your eye contact as you go. Playing to the most senior person only is a mistake, because all of them are scoring.

Panel members are often told not to give feedback during the interview. A neutral face or no follow-up does not mean a bad answer. Some panels ask prompting questions if you miss part of the criteria. Listen for them, since they hint at what earns the marks.

Taking notes and asking for repeats

It is fine to ask for a question to be repeated, or to take a few seconds before answering. Some panels give you the questions on paper or show them on screen. If not, jot down the parts of a long question on a notepad. Ask at the start if you are unsure whether notes are allowed.

If you realise later that you left something out, you can add it at the end when the chair asks if there is anything else you would like to say.

Preparing for a panel

Work from the person specification. Each essential criterion is a likely question, so prepare one or two examples with a clear result for each. Keep each answer to a few minutes. Panels have a schedule, and long answers can lose the thread.

Sector guides can help you prepare for specific panels: NHS values-based interviews, teaching interview days and competency-based interviews.

Panels may also include a task or presentation before the questions. If you have to present, see preparing a presentation for an interview.

After the interview

Panels usually tell candidates the outcome within a few days, sometimes on the same day for school posts. If you are not offered the job, ask for feedback. Because answers were scored, the chair can often tell you which questions scored lowest, which is the most useful thing you can learn for the next one. The guide on asking for feedback after a rejection has wording you can use.

If you need adjustments for the interview, such as a quiet room, written questions or extra time, ask the recruitment contact before the day. If you opted in to a guaranteed interview scheme as a disabled applicant, the panel scores you on the same basis as everyone else.