Why they’re used. Usually for second-interview candidates and they tend to be more detailed than one-to-ones. “Questions may refer back to your first interview, assessment-centre activities or to aptitude tests,” according to Prospects, a graduate careers website (www.prospects.ac.uk). “Don’t assume that your interviewer is familiar with the answers you gave at the first stage.”

What to expect. Two to four interviewers from different parts of the organisation, with an independent assessor thrown in for good measure, is the norm. They do like to wrong-foot you so don’t be surprised if someone turns up in a clown suit.

Spot the cultural architect. A cultural architect, says Sven-Göran Eriksson, who is Swedish so knows about these things, is someone who influences others. So reserve most eye contact and flirtatious gestures for the head honcho. To do well you will need to identify the important figures on the panel and the role each fulfils, says the website Bradley CVs (www.bradleycvs.co.uk).

Who does them? You’re more likely to encounter a row of suits behind a desk at a health trust or council than you are at a big private company. “The public sector also places a lot of emphasis on equal opportunities, so you should read the organisation’s equal opportunities policy and consider its implications for this job,” according to Cass Business School (www.cass.city.ac.uk).

Know your stuff. While initial interviews are often cosy chats, panel interviews tend to be more rigorous, with a smattering of technical experts there to make sure that you’re not winging it. “Questions are fired at you, often with little relationship to each other, since they reflect the particular interests of members,” according to Michael Page International, a recruiting company (www.michaelpage.co.uk).

Don’t be disheartened. It’s hard to build rapport with a group, but whatever you do, don’t get defensive or try too hard if the vibes aren’t good.

JOHN PLUMMER

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