Group Interviewing: What you should know & how you can excel?

Group interviewing is a technique usually employed when recruiting a large intake of staff. Without a doubt, it is a tough interview method. Applicants are assessed at once, so your opportunity to make an impact is reduced. Further to this, what you are assessed on is more extensive and rigid.

You have successfully secured this group interview because your skills and achievements fit the criteria. This is your opportunity to show “why you” and stand out above your competition, you are in the interview with you! The assessor is able to draw direct comparisons between the other applicants and you on the spot.

The following 5 components usually all form part of a group interview process. You should expect and prepare for each.

1) An “Ice breaker”

Visualize the situation; a room full of applicants, nobody has met but you will be spending the next few hours together and if successful, working together as a team in the future. An ice breaker is a commonly used tool which will prompt initial interaction between the group. As an example, you may be asked to stand up and introduce yourself and speak briefly about something you are passionate about.

Think of attacking this ice breaker in the same manner as when you are asked the question ‘tell me about yourself”.

Be prepared, maintain eye contact where possible, and be concise and confidently able to talk about a topic you are interested in, whether it is marathon running or political science. A recommended tip: practice in front of the mirror so you are aware of the body language and gestures you commonly use. Stand tall, maintain eye contact and smile where appropriate.

Another commonly used ice breakers include a treasure hunt, or even getting to know the person next to you for 2 minutes and then sharing something about them back with the wider group.

2) Role plays

It is often common to be divided into smaller groups or even partners and given particular scenarios or role plays to work on. Often the topic or questions you role play will be those you can expect to confront should you be successful in securing the position. You may even be asked to role play an interview with a partner where you ask/answer questions.

This is why it is important to prepare both questions you expect to be asked and which you may like to ask. You will be able to utilize these at this stage and also later in the process when you interview one on one.

3) Problem solving

As a group you may be asked to solve a puzzle, jigsaw or discuss scenario which would potentially arise within the context of the workplace. This gives the interviewer an opportunity to watch and assess the dynamics of the group. Who takes the lead, involves others or takes control. This is used fundamentally when the role you have applied to will require a significant amount of group or team work.

A tip here: have input but try not to take control of the group. If the opportunity arises, ask others in the group for feedback and include those who appear too shy to share their opinions without being asked. The interviewer is ultimately trying to assess your team building and leadership skills.

4) One on one interview questions

Once the assessor has been able to narrow the group of applicants, successful candidates will usually be asked in for a one on one interview with the assessor. This interview may seem brief, but considering you have already been successful through the group component there is less for the assessor to ascertain.

The assessor is just looking to establish that you demonstrate good interpersonal skills face to face. It is your opportunity to highlight skills or competencies not yet addressed and to reiterate the interest you have in the position. The assessor will hopefully find that you are confident and capable in this forum.

Generally, you will be asked to provide examples of achievements and your ambitions. Behavioral based interview questions are used at this stage so be sure to have practiced commonly asked questions using the CAR tool.

5) Tecnical test

A technical test will commonly be incorporated into the section process. This is a computer test usually comprising of numeric, grammatical/spelling and possibly a psychometric test. These tests are usually not too advanced in nature but enable the interviewer to ensure you have a desirable level of skills in each area. It will also highlight areas where the employer will need to provide you with further training. Your recruitment agent or the employer should be able to provide details of what you can expect at this stage well in advance.

Final tips for group interviewing

• Research the company; prepare the same way you would before any interview. Know why you want to join and what you can offer this company.
• Know yourself, your strengths and achievements: everything on your resume!
• Arrive to the right venue and on time if not early, remembering that where there are more people there will be administration and so it will start on time! Know who to ask for when you arrive.
• Be dressed appropriately (ask your recruiter if you are unsure)
• Introduce yourself to people on arrival. There will always be someone who feels particularly nervous and who is waiting for you to make the introduction.
• Have an introduction and overview about yourself prepared. You will be asked! Being prepared for this will prevent you from rambling on or worse even freezing up!
• Be interactive, both with the interviewer and the rest of your peers, this is one of the areas a group session is designed to test.
• Show leadership when working as a group but don’t be seen to be controlling or overpowering.
• Include others, ask others for their opinions and take or/ask for feedback.
• Follow up or ask about the process from here to reassure the assessor of your interest.