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PART D: LEADING AND MANAGING INDIVIDUALS AND TEAMS 
 
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7.4.2 Panel interviews 
Panel interviews
are designed to overcome such disadvantages. A panel may consist of two or three 
people who together interview a single candidate: most commonly, an HR specialist and the 
departmental manager who will have responsibility for the successful candidate. This saves the firm time 
and enables better assessment. 
7.4.3 Selection boards 
Large formal panels, or 
selection boards
, may also be convened where there are a number of individuals 
or groups with an interest in the selection. 
Advantages 
include the following. 
(a) 
A number of people see candidates, and share information about them at a single meeting.
(b) 
Similarly, they can compare their assessments on the spot, without a subsequent effort at liaison 
and communication. 
Drawbacks
include the following. 
(a) 
Questions tend to be more varied, and more random, since there is no single guiding force behind 
the interview strategy. The candidate may have trouble switching from one topic to another so 
quickly, especially if questions are not led up to, and not clearly put – as may happen if they are 
unplanned.
(b) 
If there is a dominating member of the board, the interview may have greater continuity – but 
that individual may also influence the judgement of other members. 
(c) 
Some candidates may not perform well in a formal, artificial situation, such as the board 
interview, and may find such a situation extremely stressful.
(d) 
Research shows that board members rarely agree
 
with each other in their judgements about 
candidates. 
7.5 Advantages of interviews 
Interviews in general are by far the most popular selection method used by organisations. They offer 
some significant advantages. 
(a) 
They are highly interactive, allowing flexible question and answers. This allows candidates 
opportunities to ask questions, and allows questions and responses to be adapted to the direction 
and style of the interview. 
(b) 
They offer opportunities to use non-verbal communication, which might confirm or undermine 
spoken answers (eg a candidate looking hesitant or embarrassed when making competence 
claims). This is particularly helpful to interviewers when challenging or probing in relation to 
inconsistencies or gaps in a candidate's application or answers. 
(c) 
They offer opportunities to assess a candidate's personal appearance (relevant in areas such as 
grooming), interpersonal and communication skills. 
(d) 
They offer initial opportunities to evaluate rapport between the candidate and their potential 
colleagues/bosses. 
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CHAPTER 12
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RECRUITMENT AND SELECTION