Every board member should have clear idea what they are looking for in conversation with a candidate. All should keep in mind about their subject-matter specialization and time allocated for a session. It is necessary to make boundaries of their question criteria and try to strict on that area specifically. A prior discussion on areas of focus for each member can greatly help to organize an efficient interview session.

Having everyone ask a question is important. Ahead of time, agree on who will ask what. Just requiring everyone to speak helps to break the ice for shyer individuals, and they may be more likely feel empowered to ask a follow-up question. Also, I find that the post-interview debrief can result in only the loudest or more dominant voices to be heard. Consider having everyone submit their feedback individually through an electronic survey tool before there is a group discussion of the interview.

Actively listening involves allowing the team member their undivided attention. Despite the fast paced, work environment we may find ourselves in, it’s important to show and provide respect by maintaining eye contact when one speaks. Management could demotivate their staff by multi tasking when their team members or employees are providing input to important discussions. Respect is a fundamental value in gaining the trust of your team. Trust leads to loyalty.

What is most important to me is having clear roles and responsibilities established before the interview. So, who will focus on what. This helps ensure interviewers don’t ask similar questions repeatedly, sparing the candidate from answering the same thing multiple times, which can create a poor first impression of the company. After the interview, during the feedback session, I recommend that the highest-ranking person speaks last. This prevents others from simply echoing their manager’s opinion and encourages a more honest and diverse discussion.

Having a systematic layout on the interviewing process is a must so everyone is aware of their role and accordingly can conduct interviews without overlap and ensuring smooth execution of the process. It is important for the interviewer to listen to the candidate carefully so that they can evaluate them basis the brief given by the interviewee, interruptions disturb the flow and may lead to wrong evaluation resulting in losing out on the talent.

The key to a successful group / panel interview is the preparation. Work with participants to review profiles of candidate prior and identify key objectives for interview outcomes. Narrow your interview agenda to 3-5 key topics that need to be covered based on desired objectives and then work with the group to identify who is best to lead each part and which questions will be asked. Keep in mind too, that interviews are meant to be fluid, so having flexibility within conversation is also important.

The interviewing process can be divided in various screening rounds, one can start with HR round then the Business round / Technical round and conclude with Senior Management round. On completion of all the rounds, the committee can refer to the “Interview Evaluation Sheet” to understand the scoring system or feedback of all the interviewers, this will help the committee to arrive at a better decision.

Setting an expectation for everyone to contribute and participate breaks the ice for those who like to fly under the radar and let others do the talking. Yes this is a thing and it can cause imbalance because often decisions might be made that don't suit. Encourage participants to bring one thing to the meeting and expect them to contribute. This may be uncomfortable at first, but it is essential to ensure every voice is heard. It also means that everyone is taking responsibility and ownership of their role and the success or failure - a powerful characteristic to developed. Some people are naturally reserved, an expectation that they need to get involved enhances fairness and equality so other colleagues don't always have to take lead.

Ensuring equal participation among team members is crucial for several reasons: 1. Improved Decision Making: When everyone contributes their ideas, you get a wider range of perspectives, leading to more informed and innovative solutions. 2. Enhanced Team Morale: When team members feel valued and heard, they are more likely to be engaged and motivated. This can boost morale and productivity. 3. Increased Creativity: Diverse perspectives can spark creativity and lead to new and innovative ideas. 4. Better Problem-Solving: Different viewpoints can help identify potential problems or roadblocks earlier, allowing for more effective solutions.

Encourage everyone involved to prepare, not only reviewing the CV and cover letter but also consider questions they would like to ask the candidate.

Organisations should encourage HR team to give feedback to all the candidates post their interviews irrespective of the decision being a “Yes - Selected” or “No-not relevant to the current role”. Candidates invest their time to show up for the interview and it should be the responsibility of the talent acquisition team to get back to them with the feedback and not keep them hanging. The candidate may not to be relevant for the current role but can be approached for a different one in the near future, by giving feedback you keeping the window for the candidate to return back for future opportunities. So, giving feedback should be made mandatory.

Prepare your questions thoroughly and ask questions that are pertinent to the interview and can be easily understood by the interviewee. Be authentic by actively listening to the interviewee and asking questions relevant to their answers and the purpose of the interview.

Use simple language and ask open-ended questions to your team members. Answer should be more than yes or no and allow them to share their perspective. Avoid jargons and criticism while having a feedback session with your team. This will help them to share more creative ideas.

Reflective feedback sessions after interviews offer valuable insights for both interviewers and candidates. Interviewers can identify areas for improvement, enhance their skills, and contribute to a better hiring process. Candidates can receive constructive feedback, learn about the company, and improve their interviewing skills. Overall, these sessions can benefit both parties and lead to a more effective hiring process.

It’s important to have a few minutes between interviews to discuss with the rest of the panel first initial impressions and how they faired in the interview. It’s usually at this point, that those candidates who stood out would be used as a standard for the rest coming in for interview. It also keeps candidates fresh in the minds of the panel when discussing next steps etc.

📌Important to hear everyone out and not invalidate opinions or thoughts when discussing candidates and performance. 📌If you are properly prepped as a panel before the interview, then expectations can be discussed and clarified. 📌In some instances, a vote maybe needed to pick candidates especially if there are more than one stand out candidates in the mix for the position.

Treat all candidates with respect and avoid making assumptions based on appearance, background, or personal beliefs. Create a welcoming atmosphere and make sure the interview space is comfortable and accessible to all candidates. If a candidate has a disability, make reasonable accommodations to ensure they can participate fully in the interview process. By creating an inclusive environment, you can help all candidates feel valued and heard, regardless of their background or identity.

Highlight the positive outcomes of inclusive hiring practices, such as improved team performance, innovation, and employee satisfaction. This can help underline the tangible benefits to the organization.

Creating an inclusive structured interview environment is important for hiring the right talent. It will be obvious if an organization doesn't have this planned out. I once interviewed with a large well known tech brand that threw in a diversity interviewer at the end of the process and it was glaring to me that the interviewer wasn't really part of the decision-making process and didn't have any context as to the role I was interviewing for or experience in interviewing. This made me the candidate feel uncomfortable and the person doing the interview feel uncomfortable. This should all be planned ahead of time.

Creating an inclusive environment that values diversity is essential for several reasons: 1. Innovation: Diverse perspectives can lead to more innovative and creative solutions. 2. Employee Engagement: When employees feel valued and respected, they are more likely to be engaged and motivated. 3. Better Decision Making: A diverse team can provide a wider range of viewpoints, leading to more informed and effective decisions. 4. Strong Reputation: Companies known for their inclusivity attract top talent and improve their reputation in the marketplace. 5. Reduced Conflict: A diverse and inclusive workplace can help to prevent misunderstandings and conflicts that may arise from discrimination or prejudice.

Each employee must understand the legal requirements when it comes to interviewing, these differ from country to country. For example in NZ you must not ask about relationships, religion, politics, age, gender or family circumstances. Also consider telling employees that there is a chance of being audio recorded and that they must present themselves and the company as if they are speaking to media.

It’s very important for organisations to streamline the entire interview process in a way that everyone in the panel is aware about the role and level, the candidate is being evaluated for, to avoid any confusion. Prior study on the CV is a must to make the process more effective as the interviewers may know about the background well in advance, can then ask questions relevant to the role. Also, I believe it is important that the interviewer brief the candidate about the role during the start of the interviewing process, so that he/she are well informed about the roles and responsibilities.

To foster a positive and inclusive interview environment, prioritize clear communication. Use simple language, speak confidently, actively listen, provide constructive feedback, and treat everyone with respect. This approach will ensure that all team members feel valued and heard.

Key benefits of clear communication in interviews include (some examples): 1. Enhanced Understanding: Clear communication helps to ensure that both parties have a mutual understanding of the role, expectations, and qualifications. 2. Improved Candidate Experience: A clear and informative interview process can make the experience more enjoyable and less stressful for the candidate. 3. Informed Decision Making: Both parties can make more informed decisions about whether the role is a good fit based on clear and open communication. 4. Reduced Misunderstandings: Clear communication helps to avoid misunderstandings and potential conflicts later in the hiring process.

Effective communication is crucial during the interview process. Ensure that all team members understand the interview structure, their roles, and the desired candidate qualities. This clarity keeps everyone aligned and aware of how their contributions fit into the overall process, reinforcing their importance. By maintaining transparency, you create a cohesive team environment where each member feels valued and understands their impact on the hiring decision. This approach not only improves the interview process but also fosters a positive and collaborative atmosphere.

Expectations and requirements must be communicated to interviewers and interviewees. Being on the same page will streamline the interview process and reduce redundant or irrelevant questions.

To continuously improve the interview process, it's essential to solicit feedback from team members about what worked well and what could be enhanced. This approach not only shows that you value their experience and insights but also demonstrates a commitment to evolving and refining your methods. By doing so, you can lead to more effective interviews and better team satisfaction over time. This continuous improvement mindset helps ensure that the interview process remains dynamic and responsive to the needs of both the team and the candidates.