An interview format has two separate parts: who takes part and how the conversation or assessment is delivered. A panel can meet you in person, by telephone or on live video. For example, “a live video interview with a three-person panel” describes both parts clearly.
Check the invitation for participants, delivery method, expected duration and any task. Ask the recruitment contact if something is missing. There is no fixed duration or panel membership that applies to every employer.
Who will take part?
One interviewer
A one-to-one interview means you speak with one interviewer at that stage. They could be a manager, recruiter or another colleague. Prepare examples from the job description and listen to the actual questions; their job title alone does not tell you what they will assess.
- Read the employer’s public information about its services, customers and the role.
- Prepare a concise introduction and examples of relevant work, study or volunteering.
- Ask about the team’s priorities and how this role contributes.
- Allow a conversational exchange without assuming an informal tone means the interview is unassessed.
A panel of interviewers
A panel involves more than one interviewer. A manager, team member and HR representative are one possible combination, not a standard definition. Some members may mainly take notes or ask follow-ups.
- If names and roles are provided, use the employer’s website to understand who is attending. Ask for introductions if needed.
- Respond to the questioner and include the other panel members naturally. You do not need to force eye contact or a particular pattern of looking around.
- If several questions arrive together, say “I’ll answer the first part, then come back to the second” or ask which they would like first.
- Distinguish your actions from the team’s work so follow-up answers remain consistent.
- Use the same courtesy and professionalism with everyone; do not switch to a different persona for HR.
A useful practice exercise is to ask two people to take turns questioning you about one example. Have one probe what you did and the other ask how you knew it worked. Focus on answering their question instead of repeating your first answer.
Other candidates or group tasks
A group interview or assessment activity may involve other applicants. Check whether you will discuss a case, complete a practical task or also have an individual interview. Read the instructions, make a useful contribution and listen to others. Helping the group make progress is more useful than speaking continuously or assigning yourself a leadership role.
How will it be delivered?
In person
- Check the address, arrival instructions, reception arrangements and travel time. Keep a contact number in case of delays.
- Bring the documents or work samples requested. A spare CV can be useful, but printing a copy for every panel member is not a universal requirement.
- Choose clothing appropriate to the setting that you can sit and move in comfortably.
- Discuss access arrangements in advance where possible.
A public-facing shop can be visited as an ordinary customer during opening hours if helpful for research. Do not turn up uninvited at a private workplace or interrupt staff for interview coaching. Use the named contact if the advert welcomes enquiries.
Telephone
Confirm who will call whom and which number to use. Choose a place where you can hear and speak clearly, charge the device and keep the vacancy and your notes nearby. Because you cannot see the interviewer, a brief pause can prevent talking over them. If you miss a word, ask for it to be repeated rather than answering a guessed question.
Live video
Live video is a real-time conversation, with one interviewer or a panel. Use the platform named in the invitation. Check its current device and browser requirements and try the joining process before the appointment. The National Careers Service distinguishes live and pre-recorded video interviews in its preparation guidance.
- Device: A phone, tablet or computer may be suitable if it works with the platform. Position it securely and connect power if needed. Use equipment you already have when the picture and sound are adequate.
- Sound: Test a short recording or practice call. Move away from noise or try an existing headset if the audio is unclear; specialist equipment is not automatically necessary.
- Picture: Put light in front of you where possible. Choose a background that limits distractions and avoid sharing private information visible behind you.
- Workspace: Close unnecessary applications and silence notifications. Keep notes as brief prompts, following any rules the employer gives about materials.
- Conversation: Listen, speak clearly and allow for connection delay. Looking at the screen to follow the interviewer is natural; constant camera eye contact is not required.
Plan for a connection failure
Keep the invitation and recruiter’s contact details available outside the meeting. If the call drops, try to rejoin using the original link. If that fails, contact the organiser, briefly explain the problem and ask whether to reconnect, switch to a call or rearrange. Do not record the interview unless the employer has agreed.
Recorded video
In a recorded interview, you submit answers for later review rather than speaking to an interviewer live. The specific platform’s rules matter: do not assume you can pause, restart or retake an answer.
- Read the completion deadline and time zone. Leave time for setup and uploading.
- Check how questions appear, how much preparation time you have and the response time limit.
- Find out whether practice questions and retakes are available, and whether leaving the page ends an attempt.
- Practise one answer with the relevant time limit: brief context, your action, result. Use your own experience.
- Check whether notes or other materials are allowed and follow the instructions.
- After submission, look for a confirmation screen or message. If none appears, use the support or recruitment contact rather than assuming the upload succeeded.
If the format creates an access barrier, contact the employer about adjustments before starting a timed attempt where possible. Do not use a practice attempt to test assumptions about the real attempt’s rules.
Put the two parts together
Invitation: “Live video interview with a three-person panel, including a short presentation.” Prepare for panel follow-ups and test video/audio and any permitted screen sharing. Confirm the presentation length and whether slides must be sent in advance. A different invitation, “recorded video assessment”, needs timed practice and a submission check, but no live panel interaction.
A consistent finish in every format
For live interviews, ask useful questions, thank the interviewers and confirm the next steps. A short thank-you email is optional where an appropriate contact and process allow it. Follow the stated response timescale instead of sending repeated messages. For recorded interviews, retain the submission confirmation and follow the employer’s instructions.
Use our three-step interview preparation guide for a completed preparation sheet and recovery phrases, and our sample questions and answers to practise your evidence.
