The value of group interview cannot be underestimated; it is known in human resource management as a way to increase accuracy in talent assessment thus saving precious time in the hiring cycle. When organized well, the participation of subordinates leads to positive involvement in knowing the candidates properly while also learning from co-subordinates the proper interviewing skills. The left brainers combined with the right brainers warranty a more balanced talent assessment.
One major benefit of group interview is the absence of subjectivity or the possible personal bias of the interviewer in a one-on-one interview. There is high possibility that the hiring manager’s particular likeness to an applicant would make him focus on the wrong issues during the interview process. Such is unlikely the case in a group interview because of less personal interconnection.
When preparing for a group interview, participants need to prepare for the following:
Interviewers must clearly focus on assessing the candidate’s skills among others. While one interviewer may not have a good idea how to ask the right questions he/she must listen well to other interviewers how this is done to pick up the right answer to the queries. Skills pertaining to the following must be evaluated:
Effective group discussion
A good interviewee reply is always based on a good question. It goes without saying that asking the right question will lead the interviewer to the answers he/she is seeking from the candidate. In order to determine which candidate stands out in the interview process, heed on the following cues:
Hiring mistakes can be avoided when an organization utilizes group interview in properly selecting a candidate. Interviewers are likewise excellent representatives of the existing culture of the company thus creating a good opportunity to determine if the candidate would eventually be a good representative as well in the near future.
Of course, before you make the offer, please practice these!
Article Contributed by HR in Asia‘s Team.
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