The Interview Panel
Interview panels are convened to give the interview process some guarantee of impartiality, to keep a balance in subjective evaluations, to ensure that bias is not a feature of the interviewing and to give the interviewee the impression that the process is equitable.
Hopefully this is how it really works but there are always traps both for the panel members and the interviewees.
What the panel is supposed to do.
The interview panel should be appointed on the basis of their knowledge of the job at hand, the workplace, the goals of the organisation and their ability to select the best candidate for the position from the applicants based on merit.
The interview panel usually consists of three or more people with representatives of both genders (where there are applicants from both genders) and should usually have at least one representative from the direct work area involved.
There are many working scenarios for how the panel are arranged. Generally one could expect that a Chairperson is nominated by management and that person chooses the other panel members based on their knowledge and or special skills in the field of work. Sometimes management will nominate all members of the panel.
The general rule is that the questions should relate to the selection criteria for the position. Some panels may introduce new aspects of the positions and raise questions relating to them but will (hopefully) do this with each applicant.
What the panel probably does.
Most panels don't follow their own guidelines strictly.
Ad hoc changes to questions, approaches and interview processes mean that there isn't always a level playing field.
The panel members may have individual biases to certain applicants, they may have preferences based on gender or orientation, but unless other panel members openly (publicly) make comments you will never know what has gone on in the interview room.
Not all panels record their deliberation accurately other than the agreement on the successful candidates. If you feel that you have done well at an interview then it is wise to seek feedback. Of course the feedback itself may not be entirely accurate but hopefully will give an indication of how well you did compared with others.
If you are an internal applicant in a public service situation then there may be grievance processes which you can use if you feel that you have not been fairly treated. If you sense that this may happen during an interview then make sure after the interview that you record your feelings about the process and conduct of the interview.
When a member of the panel has a preferred applicant questions may be slanted towards what it is already known that the applicant can answer well as against other applicants. If you feel that this has happened to you then lodge a formal complaint as soon as possible.