Group Interview

What are group interviews? 

Group interviews can be used to get insight into the specific habits of candidates in a group setting. Employers are increasingly using group interviews to assess candidates. It is for frontline jobs such as retail, customer service, and food service. These jobs rely on a candidate's ability to solve problems and provide a good service.

Types of group interviews

There are two different kinds of group interviews. There is the standard group interview and then there is the panel interview. A group interview is when the hiring manager interviews multiple candidates at the same time in one place. Panel interviews are when a single candidate is interviewed by multiple representatives of the company. This panel typically includes the hiring manager, Human Resources representative, and potentially co-workers from the department where the candidate will work, when they are hired.

How effective are group interviews?

Compared to other interview methods, group interviews have some distinct advantages. 

• They are used by companies to determine which applicants work effectively with others. 
• They can also reveal to employers whether the candidates will be a good fit for the company's culture.
• At the end of the interview, there may be a group activity or work simulation, which is done to reveal who excels under pressure. Is the job a high-stress, fast-paced position? If that's the case, a group interview can help imitate the intensity and pace of the work.

How to conduct group interviews? 

1. Candidates should be informed
2. Inform each candidate that a group interview will be held. You should allow plenty of time for candidates to prepare because a group interview typically includes more questions. Having this knowledge will aid candidates in coming up with responses that will help them stand out. You can use our interview invitation email to invite candidates that you have selected.
3. Breaking the ice with the candidates
4. Invite candidates to present themselves in front of the entire group in turns. You can either give them a certain introduction format or leave it up to them to come up with their own. Start with an entertaining icebreaker if you want to encourage them to feel at ease.
5. Keep a close eye and use scorecards to take notes
6. Keep a close eye on each candidate. Take into account their actions as well as their responses. Body language can also reveal significant information about a candidate. Keep track of how candidates interact with one another and the roles they play in groups. When you're interviewing loads of people at once, it might be difficult to keep track of who's who, what they're saying, and how they're acting. This is why scorecards are so crucial. Scorecards can be used to collect all important information.
7. Closing off the interview
8. Bring the interview to a close with a concise summary. Explain the procedure for following up and the timeframe for doing so. Remember to express gratitude to the candidates for their effort and time.
9. Provide closure
10. Ensure that all of your candidates receive closure. Inform your top candidates about the next steps in the hiring process and when they may expect to hear from you. Candidates who didn't make the cut should also receive a tailored-made candidate rejection email.

General group interview questions

Group interviews can be done in a number of different ways. In panel interviews, when there are numerous interviews and one candidate, the interviewers usually take turns asking questions to the candidate. 

However, a group interview with numerous candidates is different. During the interview, the interviewer(s) will often ask each candidate group questions as well as individual ones. It's possible that the group interview will end with everyone having short individual interviews. Here are some examples of general group interview questions below:

• How would you describe yourself?
• How would your co-workers describe you?
• What are your career goals and how do they align with those of this company?
• How can your skills and experiences further the company’s mission?
• What drives you to achieve your goals?
• Why are you interested in this position?
• How well do you work with others?

Questions after group activity or work simulation

A group activity or work simulation is another scenario for a group interview. These kinds of group interviews might show an employer how candidates collaborate with others. This allows the employer to assess if candidates can work well in a group setting such as if they are a leader, and if they can get along with others. After a group activity or a work simulation, you can ask the candidates the following questions:

• What factors contributed to your team's success?
• What role did you play on the team?
• What would your teammates say about you?
• How did you deal with the challenges you encountered throughout the group activity?

How to conduct panel interviews?

Panel interviews give the candidate the opportunity to learn more about the organization and the job, including meeting people they will be managing or reporting to. It also allows the panel interviewers to determine whether the candidates are qualified for the job. Panel interviews can be a stressful experience for a candidate. As a result, it should not become an aggressive interrogation. Below are some recommendations that might assist you and the rest of the panel in conducting a successful panel interview.

1. Discuss arrangements ahead of time
2. The answer to conducting panel interviews successfully is to plan ahead of time. The first step should be to create a profile for your ideal candidate based on your job description. The draft should specify the qualifications and experience that you and your team require. Always get feedback from other panel members and share the final copy several days before the scheduled interview.
3. The environment
4. During the panel interview, always make sure that everyone is comfortable and that they can see each other without feeling crowded.
5. Understand the role of each panel member
6. After the panel members have been appointed, it is important for each member to have a role. One individual should take the lead in welcoming the candidate and introducing the other members of the panel. Others can prepare a set of questions to ask and the leader can direct questions from the candidate to relevant panel members at the right time. At the end of the interview, ask the candidate if she or he has any questions.
7. Each panel member should be prepared ahead of time
8. Each panel member should be given copies of the candidate’s application form or resume, the job description, and the ideal candidate’s profile.
9. Request that the panel members arrive early
10. Take some extra time to go over the interview plan. This will help to reduce disturbances and interruptions. 
11. Meet with panel members after the interview
12. After each interview, schedule a meeting to compare all the candidates.

General panel interview questions

All the questions below are intended to see how a candidate replies to a question in a group environment.

• What would your coworkers say about you?
• Tell us about your preparation for this particular job.
• How would you deal with disagreement from coworkers or members of your staff when announcing new plans?
• Describe a scenario when you and a client or coworker had a tense relationship. How did you find a solution?

Conclusion

Recognizing the company's goals and deciding if group interviews are fit for the job could be a successful strategy if utilized the right way. Group interviews are when multiple candidates are interviewed at the same time in one place. Group interviews are commonly used for frontline jobs such as retail, customer service, and food service. A panel interview is one in which several interviewers are present. The average size of the panel is two to five people. However, there may be more than that in some cases. The interview is usually led by one individual. Among the panel members are the hiring manager, Human Resources representative, and the candidate's potential coworkers.