What is a panel interview?
A panel interview is one interview with two or more interviewers in the room or on the call. Each person usually asks set questions, everyone takes notes, and the panel scores your answers together afterward. Public service employers in the US and Canada describe panels in their own hiring guides. The same preparation works at a private company.
The US Office of Personnel Management describes the setup in its FAQ on how structured interviews differ from other interviews. It says structured interviews "generally have more than one person doing the interviewing (called a 'panel')." It adds that a panel "may be better able to document and interpret the information."
In Canada, a Health Canada page on acing the interview, archived in 2017, describes an "assessment board," often made up of two or three people. These normally include "one or more managers and a human resources (HR) representative." It says public service interviews "usually follow a fairly formal structure."
How does a panel score your answers?
In a structured panel, every candidate gets the same questions in the same order, and every answer is rated on the same scale. The panel members then agree on a score together. You are being compared against a written standard for each question, more than against the mood in the room.
OPM's training slides on structured interviews list the standard features. "All candidates are asked the same predetermined questions and in the same order." "A panel of trained interviewers takes detailed notes on candidates' responses." All responses are scored "using the same rating scale and standards for acceptable answers."
The OPM FAQ adds that "all interviewers must come to a consensus on the ratings (scores) they give a candidate's response." The slides say rating scales typically have between 3 and 7 levels, and that structured interviews typically assess 4 to 6 competencies. That tells you how to prepare: one strong example for each competency the job lists.
Not every private employer runs panels this strictly. Some use a shared scorecard instead, and the page on how interview scorecards work explains what those look like from the other side.
Why do panelists take notes and show no reaction?
Because they are told to. OPM's slides tell interviewers to focus on "taking detailed notes of candidates' responses and making eye contact." They also say: "Do not challenge by word or expression any statements made by the candidate." A quiet, writing panel is the system working as designed, and it says little about how you are doing.
This matters for your nerves. In a one to one interview, you read the other person's face to judge how an answer is landing. In a structured panel, that signal is deliberately switched off. Keep going at your planned length, and don't add more detail just because nobody nodded.
The notes have a purpose beyond memory. OPM says that "In the event of an appeal, notes can be reviewed and may serve as the basis for upholding or overturning a rating." What you say is what gets scored, so say the specific action and result out loud, even if it feels obvious.
Who should you look at when you answer?
Start your answer looking at the person who asked the question. Then include the others as you go, with your eyes moving to each person for a sentence or two. Finish by returning to the person who asked. This keeps everyone involved and makes it clear which question you are answering.
If one panelist is typing or writing, you don't need to wait for them to look up. Speak to the others and come back to them. On a video call, look at the camera for most of the answer, since that is where every panelist sees your eyes. The page on phone interview questions covers audio-only calls.
Learn names at the start. Write them on your notepad in the order people are sitting, or in the order they appear on screen. Using a name once when you answer that person's question is enough.
How should you structure answers for a panel?
Use a clear structure such as STAR: the situation, the task, your actions, and the result. OPM's slides tell question writers to use the STAR model, and its probes are built around it. If you leave a part out, a panelist may ask a follow-up to get it, and that costs time.
OPM's list of example probes includes "What was your role?" and "What was the outcome?" It also tells interviewers to "Seek clarification when candidates say 'we did…' or 'our group…'" Say "I" for what you did, and name the result. Our guide to the STAR method shows a full example.
The Canada Energy Regulator's assessment tips, modified February 28, 2025, give the same advice for its interviews: "The STAR method (Situation, Action, Task, Result) is a great way to structure your answers to interview questions." It also says to "Take notes and reflect on your answer before responding to questions." A short pause to jot two words is fine.
Expect two kinds of question. Behavioral questions ask what you did in the past, and situational questions ask what you would do. OPM's slides give examples of both. Our pages on behavioral interview questions and situational interview questions cover each.
What happens at each stage of a panel interview?
Most structured panels follow the same order: introductions, a short explanation of the process, the set questions, then time for your questions. The chairperson usually runs the logistics. Knowing the order lets you plan your notes, your timing, and the questions you will ask at the end.
This table shows what is happening on the panel's side at each stage, based on OPM's slides, and what you can do.
| Stage | What the panel is doing | What you can do |
|---|---|---|
| Introductions | The chairperson greets you and explains the process | Write down names and roles in seating order |
| Set questions | Each interviewer asks only their assigned questions, in order | Answer the person asking, then include the others |
| Follow-up probes | A panelist asks to clarify, get you back on track, or add detail | Give the missing part of STAR directly |
| Silence while writing | Interviewers take detailed notes | Finish your answer at your planned length |
| Your questions | An informal discussion about the job | Ask one or two prepared questions |
| After you leave | Individual ratings, then a consensus rating | Write your own notes while they are fresh |
OPM also says candidates waiting to be interviewed "should not be allowed to converse with those who have already been interviewed." If you meet another candidate in the hallway, leave the questions alone.
How can you prepare for a panel interview?
Ask the recruiter or HR contact who will be on the panel and which competencies the interview covers. Prepare one example for each competency. Practise answering out loud on a clock, since OPM's guidance gives every candidate the same amount of time. Prepare two questions to ask at the end.
The archived Health Canada page suggests asking the HR representative which competencies will be covered, then looking up how the department defines them. It also says to "begin early," because research takes time. The Canada Energy Regulator advises you to "Listen attentively to questions and ask for clarification if necessary."
You can use the free interview questions tool to paste the job and pick the round, and get likely questions, why they are asked, and what the interviewer listens for. For questions to ask at the end, see questions to ask the interviewer. If you know the hiring manager will sit on the panel, read hiring manager interview vs recruiter interview.
Practising aloud on a timer is the closest you can get to the real thing. The Mock room is practice: you answer out loud on a clock, get a score out of 10, and the answer is checked against your resume. It is included in the free plan.
What should you do after a panel interview?
Write down each question you were asked and how you answered, while you still remember. Note any answer that ran long or missed a result. Send a short thank-you to your contact, and mention each panelist by name if you have their details. Then wait for the timeline they gave you.
The free debrief template gives you a structure for those notes. If an answer drifted, the page on shortening an answer that drifted shows how to fix it for next time. Our guide to the thank-you email after an interview has wording for a panel.
The Health Canada page notes that after the interviews, interviewers meet to compare notes and reach a final decision. That step can take time. If you reach the final round, it may be another panel, so the same preparation applies.