What are panel interviews?
What are panel interviews? Many people are interested in the personal interview in scientific research with the aim of collecting information in a ready and complete manner, and such information cannot be provided through a referendum or any other tool, and thus the interview is considered one of the important tools that researchers use in collecting information, and data that cannot be obtained using Other tools. It is distinguished from other tools by its reliance on direct contact and cross-talk in gathering information.
Types of interviews in scientific research
The interviews vary in terms of their purpose, nature, and field. There are interviews that are conducted for guidance or counseling, for psychological treatment, and for the purposes of scientific research, and there is the individual interview that takes place for one person and the group interview that takes place with several individuals.
There is another type of interview that takes place with the presence of a team of questioners and one answers and it is called (the interview team), and the interview may be structured and maybe unorganized, and the standard of the organization is to control the questions, direct them and answer them. Here is a brief overview of some types of interviews:
Individual and panel interviews
Most of the interviews take place in a private session with one person so that the person feels freedom and reassurance and expresses himself more honestly and completely, and this type of interview is claimed as a one-on-one interview.
Sometimes the researcher organizes the interview with a group of individuals at once, their number usually ranges between 6 to 12 individuals, to facilitate communication with them and to involve them all in the discussion during the interview and this is called a group interview.
The panel interviews are characterized by the fact that it provides more useful information. When a number of individuals from similar or divergent backgrounds gather to reveal a specific problem or evaluate a project, they are able to cover a wide area of information, as well as present differing views on the topic, and they can also help each other in summoning Information, installed and validated.
The panel interviews may encourage individuals to be frank and prolonged in the conversation as long as they watch and hear others in the meeting, and as long as they want to have a role in the conversation and the ongoing discussion.
The panel interviews are very useful if it is conducted with a group of delinquents, an evaluation of the prison population, or solving some social problems in one of the social settings.
Among the points taken by the group, interviews are the sizes of some individuals when expressing some issues or issues. As for the group, they are conservative in their answers.
It may be that one person (not necessarily the most possessed of information) or more is controlling the atmosphere of discussion, which does not allow others to reveal their views. Moreover, it is difficult to recognize whether the opinion presented is an honest and honest expression of the opinion of the individual himself or it is inspired by Community opinion.
Structured or formal interviews
The type of interview is determined by its shape and the organization of its content, and the organization of the interviews varies according to the number of participants. Some interviews are codified and formal. The same questions are presented in the same style and order to each individual.
The choice of alternative answers is limited to a pre-defined list, such as multiple choice or saying yes or no. Until the introduction to the interview, comments are prepared in advance and on a regular basis.
And in this way, it corresponds to the closed referendum. Its main advantage is that the research gets more answers.
The structured interview has the advantage of being more practical in nature as it is accurate and precise, and it is easier in terms of recording, quantifying, and analyzing answers, and thus it is possible to arrive at the formulation of scientific generalizations.
Among the most important weaknesses of the structured interview are the superficiality of the answer, the rigidity of the procedures for gathering information, and the formality of the survey, which leads to the inability to enter the required work.
Informal or informal interviews:
Unstructured interviews are characterized by their flexibility. There is no control or direction for the question and answer, and examples of this type of interview are those that take place in psychological clinics and centers for psychological and educational guidance and counseling.
Since the interview measurement has one or several objectives, the researcher must prepare a number of basic questions around which the conversation and discussion revolve and are relevant to the research goal. If these questions are asked and questions are raised about them, they must be replaced, modified, or reformulated to suit the situation and individuals.
In this type of interview, individuals are encouraged to express their thoughts freely, as the researcher does not have predefined answers.
Using the unstructured interview, the researcher can get more in-depth answers. And detailed, and gives a degree of flexibility in addressing the position of the interview. The researcher can delve beyond the initial answers, following unexpected paths. Among the difficulties that the researchers face are quantifying, classifying, and interpreting answers.
An unstructured interview is a valuable tool in poll studies or in the exploratory phase of specific research. When the researcher is not sure of what questions he wants to ask or how to address these questions, he resorts to the unstructured interview that helps him in selecting and formulating the appropriate questions for the standardized polls and interviews of other types.
The unstructured interview is useful for increasing a person’s insight and awareness of human motivation and social interaction, which makes the researcher able to formulate useful hypotheses. It must be recalled that the researcher is familiar with the procedures of both types of interviews (structured and unstructured) and that he is open to using both of them during the research.
Types of interviews:
Individual interviews (one to one)
The interview takes place in this type of interviews between two parties, the first representing the organization, and it may be the director of human resources, the human resources specialist, or the executive director, and the second part is the job applicant, and this type of interview is characterized by that it guarantees great interaction between the two parties to the interview.
These interviews may take one of the following forms:
A representative of the organization with two or more people:
The representative of the organization here poses the question, and gets more than one answer from the job applicants, and also evaluates the answers and compares them with each other, and this type of interview is characterized by that it allows each applicant to be evaluated compared to other applicants.
More than one representative of the organization with one applicant:
The organization is represented here by more than one party, such as the director of human resources, the competent director, a specialist in human resources, and perhaps the supervisor or direct head of the job to be filled and this type of interview allows evaluation of the applicant’s answers from more than one party, and each of them has his assessment based on his viewpoint, which gives a judgment More comprehensive about the advanced.
Many representatives of the organization with more than one applicant:
In this type of interview, there is more than one party from the organization and more than one applicant for the job at the same time. This type of interview allows the evaluation of job applicants compared to each other through more than one evaluation by making the evaluation process more realistic and creating a kind of integration in judging the applicants.
In this type of interviews, questions are planned before the beginning of the interview, and the logical sequence of questions is taken into account, and these interviews are characterized by a high degree of credibility, but at the same time, they do not allow for mutual interaction between both the interview director and the job applicants.
In this type of interviews, there is no prior identification of questions, but the areas or topics that will be presented in the interview, in general, can be specified, provided that the conversation is directed during the interview according to the interaction that takes place between the interview director and the job applicant, and the dialogue takes a friendly form in this type of interview.
If these interviews allow mutual interaction between the two parties, however, the degree of their credibility is not high compared to the planned interviews, and these interviews require high skills in their management in order to reveal all the information required to know about the applicant and evaluate his answer to the questions.
Group interview questions
It is common for employers to test the intelligence of candidates through some of the questions that evaluate them, but the wrong idea among some is that they ask miracle questions, and puzzles to test intelligence, in fact, this may happen sometimes, it may be that the employer lacks sufficient experience in asking questions Or he is waiting for you to respond in an appropriate manner, and if your answer is wrong, what attracts employers usually are the strong personality and intelligence in the way to answer questions and manage the situation, and common questions are:
- Who is the most challenging manager you’ve ever worked with previously? How was his character? What was the most difficult thing about that relationship from your point of view, and how did you manage it?
- What was the worst situation that happened to you, and how did you manage it?
- What atmosphere do you expect to find in our company? How do you deal with it?
- If the boss told you to suddenly change work priorities, how would you behave? What position will it take?
- How did you benefit from the previous work environment, through its pros and cons? How did you affect your personality?
- If there was a dispute between company employees, would you try to solve this problem or stand aside? And if you intervene, what can you do?
- How long do you expect to keep working with us?
- If you work with us, what do you expect to add to us?
- If you put our places switched over and you were the boss, what question would you ask the candidate?
- Why did you leave the previous company?
Intelligence questions in panel interviews related to the candidate’s personality
You will be exposed to a set of questions related to your personality and you must get to know them in order to be able to answer them in a smart way until you turn the questions that revolve around your weaknesses into strengths:
- What is the worst thing about your personality, and how do you try to get rid of it?
- What is the best aspect of your personality, and how can it benefit you in your field of work with us?
- From your point of view, what makes me hire you and not others? What is special about you?
- If you were to criticize something about your character now, how would you respond to me?
- What does the work environment mean to you? How do you deal with your colleagues at work?
- Sharp differences in opinions and beliefs with your co-workers, how will they affect your relationship with them in the work environment?
- Do you believe in creating an environment of friendship within work? What is the level of this friendship?
Embarrassing questions in personal interviews
In fact, you may be exposed to embarrassing questions in some interviews, and regardless of the correctness of asking these questions, you have to answer them in a smart way, and the best way to answer these questions is to answer them with another question, and among the most famous of these questions:
- Questions related to marital status.
- Questions related to your nationality and national affiliations.
- Questions regarding your relationship with the opposite sex.
- Questions related to your religious beliefs.
- Questions related to your personal and family relationships.
- Questions regarding your political opinions.