Group Interviews: Understanding the Dynamics and Processes

Group interviews are a crucial component of the hiring process to recruit talented candidates. They offer valuable insights that guide in identifying the most suitable candidates for an open position, thereby helping in making informed hiring decisions. They are necessary to test the capabilities, skills, and qualification status of a group of applicants for employment in some specific positions. A group interview is designed to reveal information concerning a candidate’s interpersonal interactions and collaborative skills.

Today’s post answers an important question: What is a group interview? It also explores how group interviews work. So, continue reading to find out all about group interviews.

What is a group interview?

A group interview is a technique in which more than two candidates are evaluated simultaneously by one or several interviewers. Employers can evaluate how candidates interact and measure their potential to work in teams.

Group interviews are frequently used in business to speed up the hiring process and determine whether a candidate can work with others, solve problems, lead others (if applicable), or communicate effectively.

When conducting a group interview, candidates talk, interact among themselves, and participate in various activities targeted at determining their competencies like teamwork, communications, problem-solving, and leadership skills.

How do group interviews work?

Group interviews are administered to multiple candidates at a time in an organized way to assess their competency and employability potential.

It starts with a warm introduction and icebreaker activities that create an engaging environment. The structure of the interview agenda and guidelines follow next, which describe what tasks are scheduled in each segment along with their estimated time.

Questions that are pertinent and thought-provoking, ranging from behavioral to situational to competency qualities, are asked. The interviewee stands as a mediator for group behavior, allowing individuals to speak equally and ensuring that all communication is constructive. As a whole, the group interview fosters an environment of inclusivity while effectively handling multiple candidates.

Some organizations also insert a group activity that participants need to perform to address an issue. It helps in assessing the problem-solving skills of the candidates.

Dynamics of group interview 

There are various group dynamics to choose from in order to assess the candidates.

Natural group interview 

This interview aims to observe the applicants in a casual conversation where they will feel relaxed and comfortable. Such a spontaneous group interview may occur in between the scheduled selection process activity.


In a forum interview, the moderator raises an issue of discussion in order to give each member the opportunity to state their points and support them. The interviewer evaluates the argumentative ability of an interviewee to structure facts clearly.


A topic is presented, and respondents are required to provide ideas about how it can be improved. The moderators’ task is to promote the group’s creativity.

Due to its effectiveness, brainstorming is frequently applied in business when new products and services are introduced or for efficient conflict resolution.

Roundtable discussion or debate

In a debate, the moderator suggests an issue to be discussed. Applicants can be assessed on their listening skills and ability to show respect towards the opinions of others.

Focus group or discussion group

The coordinator offers a topic to the group and coordinates their interventions. This coordination is required to conclude on the basis of the contributions from the group members’ interventions. The activity requires the participants to discuss, negotiate, and agree on a shared perspective.

Delphi Method

The Delphi technique, along with the nominal group method, relies on the mediator guiding discussion by posing hypothetical or future-oriented questions to candidates. It analyzes analytical abilities.

Nominal group 

The nominal group dynamic promotes a more rational discussion. Each member reflects on the question offered by the moderator. After a short break, the participants provide their answers.

After each response is listed, there is a discussion concerning points that could be clarified, corrected, or added. Lastly, the group casts a vote on what they consider to be the best answers.


It involves assigning individuals a persona or identity to simulate. They have to go outside of their comfort zone. This practice can be used to measure candidates’ conflict resolution skills and ability for a multi-perspective analysis.


The in-basket activity involves prioritizing and classifying documents, reports, or emails on the basis of their importance and urgency.

What are the benefits of group interviews?

Conducting group interviews offers various benefits that enhance the effectiveness of the hiring process and aid in selecting top talent. The benefits include:

Diverse perspectives

In group interviews, having more than one interviewer helps to obtain various opinions and assessments of interviewees. The broad knowledge and perspectives of different interviewers help facilitate a complete evaluation of candidates’ suitability for the role.

Real-time interaction 

Group interviews help to observe the candidate’s behavior, interaction with other participants, and communication skills in reality. This format allows interviewers to judge candidates’ flexibility, active listening, and collaborative potential when working in a group.


Group interviews may be less costly as compared to individual ones. They simplify administrative activities, including organization and synchronization of numerous interviews to utilize interviewers’ time and resources effectively.

Talent pool assessment

In comparison to one candidate, the group interviews allow for a better understanding of who is available in terms of talent. The best candidates are identified who excel in skills, teamwork, and problem-solving. Thus, it helps in the selection of top talent.

Consistency in evaluation

The structured format of the group interview provides standardized criteria, leading to consistency in evaluation among candidates. In the same way, interviewers can ask the same questions, observe equivalent activities, and evaluate candidates according to predetermined standards.

Group interviews enable HR professionals to adopt evidence-based hiring practices to select competent candidates who demonstrate adequate social skills as well as high collaborative potential.


The post answered the following: What is a group interview, and how do group interviews work? It is a beneficial technique used by hiring managers to assess candidates’ interpersonal and collaborative skills as well as team dynamics. Using evidence-based practices, a systematic methodology, and multiple assessment strategies, organizations can make decisions regarding applicants as qualified for the position. Through the benefits of group interviews—complete evaluation, cost-effectiveness, and efficiency- high-performing teams that support organizational success can be created. Arthur Lawrence’s talent acquisition services are here for you to elevate your recruitment game. Build your dream team with us – contact us for the best hiring experience!

Also Read: Mastering The Case Study Interview: Best Practices And Strategies