It is quite common to have a mix of people on an interview panel (especially, say, where there are Boards and Governing Bodies). A mix is good, but having untrained or inexperienced interviewers on panels can also mean a plethora of mistakes!

• Talking Too much

Some interviewers ask questions that are more concerned about impressing other interview panel members rather than getting information from the candidate (“This will catch them out!) , or make speeches and hog the air time. Questions should be brief and clear.

• Jumping to Conclusions

Some interviewers trigger on a particular aspect of a candidate and make decisions based on intuition rather than an assessment of the whole person – with strengths and weaknesses. They may make their decision based on a first impression rather than an overall assessment.

• Telegraphing

Interviewers frame a question in such a way so that the candidate knows the “correct answer” – at its worst some questions only need a “yes” or “No” answer and do not allow the candidate to be assessed. Sometimes interviewers telegraph approval or disapproval of answers so clearly that a clever interviewee can quickly discover an alternative point of view! Questions should preferably by open ended to find out the candidates won thinking and ideas.

• Focusing on Personality

Some interviewers totally ignore a candidate’s abilities and experience (or demonstrable lack of them), and Fall in love with a candidate’s personality

• The “Halo” Effect

Sometimes interviewers favourably compare a candidate’s qualifications or experience to their own (“We have the same degree”) which gives them a “Halo effect”. Positive or negative similarities may well mean a candidate is not being evaluated fairly.

HR Management software can help the overall process, but this does not replace the briefing or training of interviewers.