The estimated reading time for this post is 1 minutes
This is currently my top 10 list for executing effective group interviews:
- Plan and discuss the interview questions together ahead of time as an interview panel to ascertain what we are trying to learn about the candidates, and to streamline the questions so that the focus is on quality of interactions/responses asked for.
- Review the flow of the interview ahead of time and identify opportunities to look for specific types of interactions ahead of time.
- Choose an interview room with flexible furniture to allow easy pairing and movement, and allow interview panel members to move around the room during partner/group interaction so they can see different points of view/vantage points.
- Change the group interaction more than once to create different sets of dynamics: partner interactions, groups of three, whip around/individual responses, etc.
- Start with strategically “easy” questions, like having candidates interview each other and introduce each other to the panel and the group.
- Describe the interview process with the group ahead of time so candidates know what to expect; then clarify and enforce protocol/process so that the group has a sense of security and consistency.
- Take notes on verbal content and nonverbal signals.
- Provide the questions or prompt in a written/visual format. Not everyone has the same type of recall or memory, so providing a static visual of the question/prompt may help provide comfort so people can look more than once at the question.
- Provide pen and paper for candidates to take notes, to send the message that notetaking, sketching, and visual thinking are perfectly acceptable. Candidates might feel it’s not acceptable or a sign of weakness to pull out pen and paper.
- Always use the F.I.N.D. debrief protocol to close; it’s a great, non-threatening, reflection-promoting way to bring closure to a unique process.
What are your thoughts or tips?
(Also, check out one reason I switched to group interviews, in Part 1)