There is no set SOP’s or established rules for conducting interview. Every HR professional / recruiter conduct interview as deemed appropriate to him/her, following his/her organization’s policy.  Purpose of this writing is to bring maximum interviewers on same page as well as to let the readers know why interviewer is talking about something in interview.
Facing interview panel (whatever the number of official personal are on the interview panel) is of course something very much difficult for everyone. Regardless of the knowledge of the subject, experience in the same field for which she/he has been shortlisted for the interview, as soon as the interviewee enters the room, the candidate will get confused, may not gather his/her confidence, may not even breath properly to talk properly as interviews are always daunting. Now, its Interviewer’s job, not bombard him/her with questions in this situation; neither the interviewer should ask him/her to introduce him/herself first.
Having different departments on interview panel, the HR professional must take the lead and help the interviewee by starting introducing panel members with slight detail about the organization and about the position this candidate is appearing for interview. Reason for this detail introduction (minimum 5-8 minutes) is to allow maximum time to the interviewee to gather his/her confidence level by getting used to the environment of interview and organization. HR professional must congratulate the candidate for getting shortlisted out of so many applicants and tell him/her why he got shortlisted – this will make them feel good and will boost their confidence in seconds. Only then let the interviewee start with self-introduction.
Due to shortage of time with the interview, panel members always insist to minimize the time for interview thus, they bombard the candidate with a number of questions back-to-back right after s/he grabs a seat in front of them and this is the reason why very competent candidates normally could not answer many questions as they are not given proper time to settle down. That’s a loss for HR professional to have lost good candidates which could be an asset for the company.
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Writer: Shahzad Ulla Khattak
Senior Manager HR & Admin
at USAID’s Conflict Victims Support Program
Implemented by International Relief and Development (IRD)
Contact at:
Linkedin: Shahzad Ullah Khattak
Mr.Shahzad Khattak - HR
Mr.Shahzad Khattak – HR Professional