The Power of the Right Interview Panel: Why Structure Matters Part 2/2

Getting the interview panel structure correct is critical.

At Morton Philips we appreciate that the composition of your panel can make the difference between identifying the ideal candidate and losing them to confusion, inconsistency, complexity or misalignment among decision-makers.

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‍Align the Panel to the Purpose

Every member of the panel should understand their purpose and the aspects of the candidate’s suitability they are assessing. This ensures that interviews are structured, consistent and productive. When everyone knows their focus - whether it’s technical competence, cultural fit or leadership capability - the panel’s feedback will be cohesive and relevant.

Before the interview, take time to agree on the key selection criteria and how each panel member will evaluate them. This not only improves decision-making but also enhances the candidate experience by ensuring professionalism and consistency throughout the process.

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Managing Multiple Stakeholders

In some recruitment campaigns, multiple stakeholders will need to be involved - particularly for senior leadership or cross-functional appointments. In these cases, it’s often best to limit the formal panel to the key decision-makers, then arrange less formal meetings between shortlisted candidates and other senior stakeholders.

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This approach achieves two important outcomes:

1. It keeps the structured interview focused and efficient.
2. It allows senior leaders to engage with potential hires in a more natural, conversational setting - often revealing valuable     insights into chemistry, leadership style and strategic alignment.

At Morton Philips we regularly coordinate this aspect of the process to ensure that every stakeholder has meaningful input without overwhelming the candidate or compromising the decision timeline.

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Structure Drives Success

An effective interview panel is about more than simply gathering opinions - it’s about making confident, evidence-based hiring decisions that drive long-term success. The right structure ensures clarity, objectivity and a positive experience for everyone involved.

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By carefully selecting who sits on your interview panel - and by keeping the process lean, purposeful and well-managed- you give your organisation the best chance of identifying and securing exceptional talent.

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At Morton Philips, we partner with you every step of the way to design an interview process that reflects your business, your culture and your ambitions. Because when the right people are in the room, you make the right decisions.

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Morton Philips – 08 8210 8510– operations@mortonphilips.com.au

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