The Group Interview: Is It Right For Your Business?

August 15, 2014 – Job candidates view the interview as their chance to shine, to convince a new employer that they are the most qualified candidate for the job. So when a candidate is advised the first interview will be conducted in a group setting, they are often confused and shocked, and in some cases, will refuse to participate, especially if they are at an executive level.

At Signature Source, we often are asked about the group interview concept, by clients and candidates. What follows is our primer on the subject.

What type of job position works well for a group interview?

• Sales.
• Reception.
• Call-center jobs.
• Any job that requires teamwork or people skills.

When do employers use group interviews?

• When they need to find a large group of employees very quickly.
• Startups that need a large group of employees.
• Recently, companies are using group interviews for all types of jobs, viewing the process as a quick and efficient way to screen out unsuitable candidates.

When happens during a group interview?

Candidates should think of a group interview as that all-important first impression. There are many forms a group interview can take, including:

• An employer presentation to acquaint applicants with the company and the open positions, followed by a question and answer session. This gives employers an opportunity to screen candidates by observing applicants’ behavior and interaction with other candidates and their ability to ask questions in a group.
• A more involved group interview would have candidates participating in work-simulation exercises, such as a group problem-solving activity.
• Or, candidates are divided into smaller groups to work as a team to solve a hypothetical problem. In either of the latter scenarios, each person may be asked to answer individual questions.

Why hold a group interview?

Group interviews are efficient, saving time and money. Employers can see a large group of candidates at one time, instead of conducting one-on-one interviews that could take weeks, even months. The weakest candidates are weeded out, making the talent pool for the next round of interviews much smaller.

Proponents of group interviews say they also provide insight on how candidates would work as a member of a team and how they function under stress, because getting their voice heard in a group setting is a lot harder than during a traditional interview. By observing a group of people, managers can determine how the candidates would fit into the culture of the organization, in addition to discovering personalities, competitiveness, persuasiveness, leadership and communication skills.

Who conducts a group interview?

In most cases there is more than one manager conducting the group interview, including potential supervisors and human resource personal. Sometimes, people who will be working with the future employee will be asked to join the group interview.

Some companies begin the group interview process at reception, stationing someone there to watch behavior and body language. Are candidates hanging back from the group or checking their smartphones? Or are they acting upbeat and engaging others in conversation? A first impression before the interview even begins!

Bottom line

A group interview is just one tool used by employers. For the employers, it requires a well thought-out plan and execution, including the objectives the company wants to achieve and why they feel this strategy would work best. Candidates should view this as the all-important first interview and prepare for it as they would a one-on-one interview.