Youth Interview Panels

Introduction

Youth Interview Panels give young people in Buckinghamshire a real say in choosing the professionals who work with us. Whether it’s a youth worker, social care practitioner, or senior leader, our voices make a difference in deciding who’s right for the job.

If you’ve been invited to take part, here’s what to expect, how to prepare, and why young people are involved in the recruitment process.

This article was co-created by Sarah in the Youth Voice Bucks team and Shout Out for SEND Rep Rachel, with input from other Youth Voice Bucks young volunteers.

Why Youth Interview Panels Exist

As young people with lived experience of the system, we know what makes a difference. Adults might overly focus on qualifications — but we are looking for how someone treats people. We don’t need you to be clever; we need you to be open, approachable, and willing to listen.

Youth Interview Panels offer a different lens. We bring our real-life experiences to the table and help spot the qualities that truly matter in someone working with children, young people or families.

Preparing for Your Youth Interview

We’re not expecting perfection — we’re looking for authenticity. Come prepared to show us who you really are, and why you want the role.

“Don’t be nervous. Just make sure you understand the job role and think about whether it’s the right one for you.” – Tom, young interviewer.

Please be prepared to show us the same respect as you would show in a professional interview or meeting, but remember we may not be as familiar with professional jargon, so think about using accessible and mindful language.

You will have the chance to ask us a question at the end of your interview, so you might like to think of one in advance. Please don’t ask us personal questions (like which schools we go to or how a diagnosis affects us) as these can make us uncomfortable.

What to Expect on the Day

Each panel lasts around 30 minutes and is made up of 2 to 4 young people, aged between 11 and 25.

One of us will act as the Chair and guide the session. You’ll be welcomed with a short introduction, so you know who we are and how we work.

Your young interviewers will have been invited to take part based on their experiences and the role you are applying for. For example, if you are interview for a management role overseeing services for young people with Special Educational Needs and Disabilities (SEND), your young interviewers will likely have neurodivergencies and disabilities.

“Sometimes we’ll let you know something about us, like if someone on the panel fidgets or has tics — we want you to know it’s not rudeness, we want you to feel at ease during the interview.”

There will also be a member of staff from the Youth Voice Bucks team in the room. They’re there to support the young interviewers, not to assess you.

After introductions, we will guide you into the interview questions.

We may write on a score sheet during your interview. This is part of the procedure, so please don’t let it put you off.

At the end of the interview, you will be invited to ask the panel a question.

Questions and Tasks

We’ll ask you a series of questions and might also include a task. These will have been planned with the hiring manager and are designed to help us understand how you think, communicate, and connect with young people.

For example:

• You might be asked what values guide your work.
• You could be given a real-life scenario involving a young person who needs advice or support.
• If you’re applying for a more senior role, you might be asked to respond to a situation where a team member’s practice isn’t youth-centred, and how you’d challenge that constructively.

How Your Interview Fits into the Final Decision

After you leave, we’ll talk about how you came across — not just what you said, but how you said it, how you responded. We take notes during the interview to help with this discussion.

Once all interviews are done, we share our scores and reasoning with the hiring manager. In some cases, our feedback carries significant weight — between 25% and 50% of the final decision. And if we strongly feel someone isn’t right for the role, that person won’t be appointed.

What Makes a Great Candidate?

We asked some of our panel members what they look for. Here’s what they said:

“People who care. People who actually answer the question instead of giving a textbook answer.” – Tom.
“Someone who listens and takes feedback seriously — that’s better than just saying sorry when things go wrong.” – Rachel

We’re looking for people who are human, honest, and genuinely want to make a difference.

Why We Do It

When young people are part of decisions, services improve. And when you bring your true self to the table, it shows — and it counts.

“Panels are important because they give young people a voice. It’s real experience for us too — and I’m putting it on my CV!” – Tom

A Few Final Words from Us

We know interviews can be nerve-wracking, so here’s some advice from young people who’ve been part of the process:

“Be yourself. Let your words and actions reflect the kind of future you want to help create.”
“We’re not here to trip you up. We’re here to support you, and we want you to do well.”
“If you don’t get the role, it’s not about your worth — it just might not be the right fit right now.”
“Be authentic so we can see and respect the real you.”