How do Group Interviews Work – 7 Things You Should Know
Thursday, February 23rd, 2023
Home » How do Group Interviews Work – 7 Things You Should Know
Group interviews are becoming more popular, especially in the current remote work environment where huddle rooms and virtual meetings are the norm.
Whether you’re a small business owner, an HR manager, or a recruiter, understanding group interviews can help you make informed hiring decisions and find the right fit for your organization.
So, let’s dive in and explore what you need to know about group interviews.
What Are Group Interviews?
Group interviews are a type of interview where multiple candidates are interviewed simultaneously.
This type of interview process can be seen as a cross between a traditional one-on-one interview and a conference call—think of it as three-way calling, but with a group of people instead of just two others.
Group interviews aim to observe how candidates interact and collaborate with one another, providing HR leaders and recruiters with a different perspective on a candidate’s skills and potential fit within the organization.
Benefits of Group Interviews
Group interviews can offer a number of benefits for HR leaders and recruiters.
Firstly, they can be more time-efficient, allowing you to assess multiple candidates in a single session. This can be particularly useful when dealing with a high volume of applicants for a single role.
Secondly, group interviews can provide a more authentic insight into a candidate’s interpersonal skills and their ability to work as part of a team.
41% of recruiters stated that assessing candidates during an interview was one of the main challenges they experienced. Group interviews can alleviate this challenge by providing a more holistic view of each candidate’s capabilities.
Finally, when more than one person interviews a candidate, it gives the HR team or hiring manager greater confidence when making the final decision.
It offers a diverse range of opinions and can help to ensure that no single person’s bias affects the outcome of the recruitment process.
7 Things You Should Know When Conducting Group Interviews
Now that you know a bit more about group interviews and their benefits, let’s take a look at our tips for conducting successful group interviews.
1. Define the purpose of the interview
Before starting the group interview process, it’s important to have a clear understanding of what you hope to achieve.
What skills or qualities are you looking for in the candidates?
What type of role are you hiring for?
By defining the purpose of the interview, you’ll be able to design questions and activities that will help you assess the candidates and determine whether they would be a good fit for your organization.
Suppose you’re looking to hire app developers for a new project. Your purpose for the group interview might be to assess the candidates’ technical skills, problem-solving abilities, and teamwork skills.
With this information, you can design questions and activities that will help you determine whether each candidate is a good fit for your team and the project.
Some common questions and activities you might design for a group developer interview include coding challenges, brainstorming exercises, and role-playing scenarios.
You may also have the candidates complete a problem-solving task together to assess their teamwork skills.
By clearly defining the purpose of your group interview, you can ensure that each activity is tailored to help you identify the best candidates for the job.
2. Prepare a list of questions
Preparation is key when conducting group interviews.
Make sure to prepare a list of questions that will allow you to assess the candidates in a meaningful way.
Consider incorporating both individual and group tasks, as well as open-ended and situational questions. This will give you a well-rounded view of each candidate’s skills and abilities.
For example, if you want to assess the candidates’ problem-solving skills, consider including a group task where the candidates have to work together to solve a hypothetical problem.
You could also include individual questions that assess their technical knowledge and ability to think critically.
By including a combination of group and individual tasks, you’ll get a well-rounded view of each candidate’s skills and abilities.
Here are some example questions you could include in your group interview:
Describe a time when you had to work with others to solve a complex problem.
What do you feel are the most important traits for successful app development?
How would you go about debugging an unfamiliar codebase?
Let’s say we gave you a coding task. How would you approach solving it?
TIP: Prepare for any group interview quickly and easily with our database of interview questions.
3. Choose an appropriate location
The location of the group interview is important, as it can impact the atmosphere and dynamics of the interview.
Choose an area that is quiet and free from distractions, and ensure there is enough space for all the candidates to participate comfortably.
If possible, consider setting up the room in a way that promotes collaboration and teamwork, such as with a round table or chairs arranged in a circle.
It’s important to be aware of the potential for interview bias when conducting group interviews.
Bias can creep in when you unconsciously favor or discriminate against certain candidates based on their appearance, background, or other factors.
To avoid interview bias, make sure to establish clear criteria for evaluating the candidates and try to be as objective as possible when assessing their skills and abilities.
For example, suppose you’re conducting a group interview for a sales position.
To avoid interview bias, you might establish clear criteria for evaluating the candidates, such as their ability to communicate effectively, their experience in sales, and their ability to work well under pressure.
By establishing these criteria ahead of time, you can ensure that you are evaluating the candidates objectively and fairly.
Additionally, it’s essential to provide the same interview experience for each candidate to avoid bias. This means asking the same questions and giving each candidate the same amount of time to answer.
You should also avoid making assumptions about a candidate based on their appearance, education, or other factors that are not relevant to the job.
It’s important to focus solely on the candidate’s qualifications and suitability for the job.
It’s also helpful to have a diverse interview panel when conducting group interviews to ensure a fair evaluation of candidates.
When a panel is diverse, the chances of interview bias occurring decrease significantly.
Having different perspectives and experiences on the panel can help to identify unique skills and talents that a single interviewer may have overlooked.
Lastly, it’s crucial to evaluate your interview process continually.
This can involve reviewing the criteria used to evaluate candidates, the interview questions asked, and the overall interview experience.
By doing so, you can identify potential sources of bias and make necessary changes to ensure a fair and unbiased interview process.
Continual evaluation can also help you to improve the effectiveness of your group interview process and ensure that you hire the best candidates for the job.
5. Ensure your QA Process flow addresses preparation for the company and role
Grace Lau is the Director of Growth Content at Dialpad, an AI-powered cloud communication platform for better and easier team collaboration by use of features such as Dialpad video conferencing setups.
She has over 10 years of experience in content writing and strategy. Currently, she is responsible for leading branded and editorial content strategies, partnering with SEO and Ops teams to build and nurture content. Grace has written for domains such as VMblog and MultiBriefs. Here is her LinkedIn.