A group interview is when more than one person is being interviewed for a job, or several open positions, at the same time. They can be very tricky because the interviewees are together, and the group dynamic can be off-putting.
The interviewees can be nervous and not put their best foot forward, and the interviewer can feel uncomfortable with multiple people in the room. Read on to learn how to conduct a group interview successfully.
Key Takeaways
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Group interviews happen when several candidates for a job or multiple jobs are hired at the same time.
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Group interviews can be an effective way to cut down the number of applicants quickly while making sure they’re all having the same interview experience.
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There are downsides to group interviews, and nerves are difficult to overcome on both sides of the interview.
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Some situations are better suited for group interviews than others, typically when more than one individual is being hired.
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Conducting an effective group interview is possible when the interview team has done the appropriate preparation and the interviewees know that they’re being interviewed en masse.
What Is a Group Interview?
Group interviews happen when more than one job candidate is being interviewed at the same time. There might also be more than one interviewer involved in the process because it can be difficult for one person to keep track of the candidates and their responses.
How To Conduct an Effective Group Interview
Holding a group interview is not easier than a one-on-one interview. It requires preparation and even some practice. But a skilled interviewer can use these tips to help them have a successful group interview.
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Preparation. Group interviews will often include a Q&A; session along with some activities. It’s important that the leader of the interview plan the questions and have notes about what answers they’re looking for. They also need to know what activities will be performed and what results are expected.
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Select one or more assistants. Group interviews are hard to keep track of, so having someone there to take notes is very useful. Recording the interview will help you review results, but recordings often make people even more uncomfortable and less likely to participate, so it’s best to skip them.
Also, having multiple interviewers can keep the interview on track and make sure no important areas are overlooked.
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Inform the candidates. Let all of the candidates know that you’ll be conducting a group interview so they can prepare for the process. If you can let them know what to expect, you’ll get a better response and interaction.
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Have a list of desirable answers and attributes. The entire interview team needs to be on the same page with what you’re looking for in a candidate. Doing a pre-interview exercise where your outline and define the ideal candidate can help highlight those characteristics when they show up.
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Be welcoming. Being welcoming and friendly helps put people at ease. Aim for a comfortable environment that encourages interaction.
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Start softly. Ease into the interview by doing introductions, talking about the job opening, and asking questions that are easy to answer. This helps each person feel welcome and included, and it gets them talking so they aren’t tempted to clam up and avoid contributing to the conversation.
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Encourage candidates to ask questions. Often the answers you seek are raised by others in the group. This helps them feel comfortable, and it gives you deeper insight into what they’re interested in and who sees the big picture.
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Immediately review candidates. Before the mass of faces in the interview becomes a blur, meet with other interviewers or sit down by yourself and write down your impressions of each candidate and how they stack up to the ideal employee.
This is a critical step in the process, which means that back-to-back group interviews should never be attempted, as you’ll lose key insight into the initial group.
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Follow-up. Too often, employers are not following up with candidates. If a candidate took the time to come to your office and be interviewed, they deserve to know whether they got the job or they didn’t.
Even if a candidate didn’t fit in with your hiring requirements today, there’s a chance that they might be the best applicant next year, and you don’t want to burn bridges by acting unprofessionally.
Why Do a Group Interview?
Why would a company do a group interview if it can be uncomfortable for the interviewer and the interviewee? In most cases, more than one position needs to be filled, and the company is looking to streamline the process.
This might not be the only interview the individual has, but it is an early step that narrows the field. This means the interviewer needs to simply cull down the group and select which of the candidates they think would be a better fit than others. This might be easier with several people in a room at once.
Group interviews can also be a good way to test teamwork aptitude. If someone is clearly uncomfortable working with others in an interview situation, they might not be a good team player.
Benefits of Group Interviews
There are definitely some positive reasons to conduct a group interview, which can benefit both sides of the equation.
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Saves time. Group interviews are very efficient, especially if you have a large number of positions to fill and are looking for some basic skills, characteristics, and aptitudes.
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Teamwork potential. When a business relies on team players, throwing candidates into a teamwork situation from the get-go is a great idea.
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Quick cuts. There are record numbers of people applying for certain jobs, which can be extremely difficult for employers. By conducting an initial group interview, the field can be cut down quickly, allowing for more time to focus on certain candidates.
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Soft skills tests. If your job requires certain skills, it is easier to compare in a group setting. Soft skills, like communication and leadership, tend to come through in these situations.
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Uniform hard skills tests. If the job requires some demonstratable hard skills, doing it in a group setting ensures that each candidate is given the same instructions in the same manner. This can avoid bias and discrimination claims.
Downsides of Group Interviews
Not all aspects of a group interview are positive, and there can be some serious drawbacks that might make them a poor option.
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Nerves. Having a group interview feels like performing for many people, interviewers, and interviewees. This can mean that the best qualities and characteristics are missed.
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Overlooked individuals and talents. In a group setting, it’s hard for some people to shine, and key talents can be omitted or overlooked when dominant personalities take control.
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Less in-depth discussion. Digging into what makes a person tick can be where an employer discovers important information about how an employee will work within their culture. This is easily lost when there’s a group dynamic.
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Honesty is lost. When there are a lot of people listening to each other’s answers, it’s difficult for some people to feel comfortable enough to be honest about their true talents and career aspirations.
Unfortunately, this also makes it easy for some people to piggyback on the answers of others or outright steal their statements and use them as their own when that’s not the case.
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Peer pressure. If one person feels strongly one way, but the group is reacting in a different manner, it’s hard not to fall into peer pressure. This can also play into the interviewer’s questions and attitude if they sense a group dynamic and want to be a part of it.
When to Conduct Group Interviews
Not all hiring situations are the same, some lend themselves to group interviews well, and others would be disastrous. So how do you know when to conduct a group interview? It depends on the situation, but the following situations often benefit from group interviews.
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You’re hiring a large number of people for similar positions
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Hiring must be done quickly
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You’re flooded with applicants and need to quickly cut the numbers
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The position requires teamwork
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There is a physical or written test involved, and you want to ensure that each applicant has the same instruction
Group Interview FAQ
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Why would an employer want to do a group interview?
Group interviews are a good way to ensure every applicant has the same experience. They’re also a useful way to interview multiple people for many positions. If activities and questions are appropriately planned in advance, a group interview can shine a light on good team players and illuminate future leaders.
If a job requires a written or physical display of skills and abilities, a group dynamic for that portion of the interview is useful. This ensures that everyone is instructed in the same manner and treated the same for this portion of the hiring process.
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What are the downsides of a group interview?
Group interviews often make people nervous, and they can intimidate good candidates into not sharing. If a cooperative environment isn’t established, interviewees can feel uncomfortable talking or showing their true selves. Interviewers can also get caught up in a group dynamic and miss key questions or responses.
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When shouldn’t there be a group interview?
Group interviews should be avoided when hiring key management members or people with individual talents and skills. If a job requires specific knowledge, education, and experience, then the interview needs to be focused on the solo applicant to truly capture the abilities of the individual.
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How do I prepare for a group interview?
Whether you’re the interviewer or interviewee, practicing is the best way to prepare. If you can anticipate the questions or the answers, you have a better chance of feeling calm and confident in the interview.
Interviewers need to know exactly what they’re looking for from interviewees and be able to spot those characteristics.
Interviewees have to contribute to the interview, so they’re noticed and their personality stands out.
Author
Kristin Kizer
Kristin Kizer is an award-winning writer, television and documentary producer, and content specialist who has worked on a wide variety of written, broadcast, and electronic publications. A former writer/producer for The Discovery Channel, she is now a freelance writer and delighted to be sharing her talents and time with the wonderful Zippia audience.
