Group interviews have become popular among employers. Organisations set up group interviews to simultaneously interview candidates for a single position. This technique is best used for positions that require excellent people skills when dealing with customers or clients. Group interviews are used to see how candidates stand out from each other and to observe their behaviours, and to help the employer cut down expenses (instead of interviewing each candidate individually). Group interviews must be well-planned and executed to yield a positive result.
Group interview process and set up
The interviewer should have a clear structure or agenda to ask candidates questions about the position. The interviewer should be focused on the details of the job description and the requirements needed to fill the position. Part of the interview should include questions and exercises related to the position, teamwork abilities, activities, problem-solution situations etc.
The interview should be like an open discussion, so that the interviewer can monitor the reactions and interactions of the group. It is helpful to provide enough time for candidates to have the opportunity to defend their answers and to get their point across. Group interviews make it easier for the interviewer to directly compare the candidates’ reactions and how they stand out from each other based on their responses, behaviour, qualities, knowledge, leadership skills, and creative thinking.
The whole process allows the interviewer to observe how well candidates function, contribute, or show teamwork abilities within a group setting.
Expectations
Group interviews can bring something new to an organisation’s hiring process, but some aspects should be considered first. One of the biggest benefits of group interviews is that they save time and allow for a wide variety of potential candidates to choose from. However, in a group setting, there is less time to get to know each individual candidate. Some organisations prefer this interview technique for the simple fact that the strongest candidate stands out from the group, which is what the organisation might be looking for to fill a particular position.
Pros
o Speed in which to quickly qualify or eliminate candidates
o Compare multiple candidates at once
o Candidates are observed intensely on team skills, behaviour, knowledge, leadership
o Cultural fit
Cons
o Impersonal
o High competition between candidates
o Over-look the quieter candidates that may also be suitable
o Requires effort to co-ordinate, plan and implement
Group interviews clearly have some advantages for certain positions and can help employers’ cut down hiring costs. What are necessary for a successful hire are a well-structured interview and a qualified recruiter who can handle and critically observe many candidates simultaneously. It is most likely that in such interviews, the strongest one of the bunch will stand out, but this does not necessarily mean the candidate is the most qualified.
Maybeline Whitter