Seeing the positives and challenges of one-to-one versus panel job interviews so that you can shine bright

By Katrina Gardner, Careers Manager

While many people prefer one-to-one rather than panel interviews, there can be positive and challenging aspects of both. The key is to prepare effectively for possible challenges but also focus on the positive aspects of whichever interview format you’re going to experience.

(Bear in mind that not all recruiters may share details about the interview format in advance, but there’s no reason not to ask them for further information.)

Panel interviews

Not all panel interviews are formal and/or scary

In fact, they might be rather relaxed, depending on the preference of your interviewers and the approach they take. It might also be dependent on what space they’re able to book for your interview. For example, an interview in a traditional boardroom with a long table between you and the panel could feel very different to an interview in their break room with low comfy chairs or all of you sitting together at a round table.

Most panel interviews won't include a large audience

Large panels were once more common but now, most panels have two to four members. A smaller panel will probably mean it’s easier and quicker to come to a decision which is good news for interviewers and candidates.

There are always exceptions to the small-sized panel (for those of you pursuing an academic career, this can include fellowship interviews), so I can’t guarantee that you won’t ever experience a large audience, but this is much more likely further up the career ladder, by which time, you’ll hopefully have gained enough experience to feel more confident in your interviewer performance.

Overcoming unconscious bias

Many recruiters use panel interviews as it’s seen as a failsafe way to avoid subjective views and prejudice creeping into the decision making. It could be easier for a lone interviewer to choose the candidate that they personally liked best (irrespective of performance) whilst stating that other candidates performed poorly—who can dispute this? In a panel interview, the expectation is that group consensus can prevent any subconscious bias influencing the decision.

So, even if this larger audience feels a bit more intimidating, it could be worth reminding yourself that it is done for the sake of fairness to all candidates.

One-to-one

Not all one-to-ones are informal chats

Competency-based or strengths-based interviews are structured approaches to assessing your suitability for the role. Although possibly a bit more formal, these structured interviews tend to be smooth running as the interviewer will have undergone extensive training to ensure they’re confident and competent to run the interview alone. Generally, they’ll be adept at making you feel at ease. The interviewer may take a conversational approach in their questioning, but they’ll have a clear agenda to follow to assess your fit to the role.

Competency- and strengths-based interviews are commonly used in the UK across all sectors, especially with larger organisations that recruit high numbers each year. This can include many graduate schemes.

Some one-to-ones are informal chats

In some small companies that don’t have the resources to spend on interview training and preparation, interviews may be more ad-hoc. It might also be down to the individual interviewer’s personal preference. They might even take place in a much more relaxed environment such as a coffee shop.

If you do encounter a relaxed interview style or environment, you might feel less anxiety about the process. The interviewer may try to increase your comfort levels by starting with a friendly chat about topics unrelated to the job. But keep reminding yourself that this is a job interview, not just a nice chat about shared interests. You still have to make a strong impression. Join in the chat, but don’t stray too far from explaining why you’re a good candidate. (And keep an eye on your body language. If you get too relaxed, you might appear too blasé.)

Overcoming unconscious bias

How do employers ensure that interviewers in a one-to-one situation don’t just choose the person they like best? Many employers address this through interview training in which staff learn to be aware of unconscious bias, so many interviewers are trained to check their own feelings and biases to ensure you’re treated fairly.

Clearly, it’s bad business sense to recruit someone just because of their personality, looks or because they support the same football team rather than because they’re the most convincing candidate. I can’t promise this never happens, but try to assume it won’t affect your chances of success and focus on giving a genuine insight into your suitability for the role to convince them you are a strong candidate. ?

Nervousness and self-consciousness

In any interview format, you may feel nervous and self-conscious. Interviews can be hard work, so even in the most relaxed setting with friendly and encouraging interviewers, it can be hard to express your enthusiasm and articulate your suitability. Preparation and research are key to ensuring you feel more comfortable and make a strong impression on your interviewer(s). And it’s okay if you show signs of nervousness— this can indicate your genuine interest in the role to the interviewer(s). ?

Keep reminding yourself you have been shortlisted because you’ve already demonstrated that you’re a strong fit to the job requirements and impressed the recruiters. You’re one step closer to that job offer!

Other resources

Careers Masterclasses: Learn about the different types of interviews, how to handle difficult interview questions and more.

Our website: Explore a range of resources about interviews and how best to prepare.

Prospects: Browse further interview tips and resources on Prospects.