RECRUIT TALENT IN TODAY S MARKET. Group Interviewing Techniques and Tips

Transcription

1 RECRUIT TALENT IN TODAY S MARKET Group Interviewing Techniques and Tips

2 INTRODUCTION Most jobs today require employees to work with more than one person at a time. While one-on-one interviews are a great way to learn about a candidate s skills and experience in depth, they don t reflect the typical working environment. Having multiple employees interact with a candidate in a group setting allows you to: See the candidate s communication skills and personality in action Increase objectivity by having each team member see the candidate in the exact same scenario Give the candidate a feel for team dynamics and company culture Save the candidate time by meeting multiple key players at once The right fit is a mutual match, and group interviews allow both the candidate and employer to make better decisions. In this ebook, we ll share common types of group interviews, goals for each, and tips for managing them at your organization. 2 Group Interviewing Techniques and Tips

3 SECTION 1 Types of Group Interviews 3 Group Interviewing Techniques and Tips

4 SECTION 1: Types of Group Interviews Three Types of Group Interviews 1 2 The Panel Interview In the panel interview, 2 5 employees (sometimes more) interview the candidate. Panel interviews work best when each interviewer is assigned questions ahead of time that relate specifically to his or her area of expertise. Panel interviews are well-suited to cross-functional roles, executive or leadership roles, and roles that require negotiation or client management. The Presentation Interview In the presentation interview, a candidate is asked (usually ahead of time) to prepare a presentation on a researched topic, a mock sales or client scenario, or other pre-assigned topic. He or she delivers the presentation and interviewers ask questions relating to it in the remainder of the meeting. The presentation interview is best for roles that entail making frequent presentations such as sales, client management, product management, marketing or public relations, as well as leadership roles. 3 The Lunch/Casual Meeting Casual group interviews often involve lunch, dinner, or some other activity that provides an opportunity for the team to get to know the candidate in an everyday setting. Casual interviews are often used for culture fit. They allow the candidate to get to know peers, and allow the team to get a feel for whether the candidate would work well with them. Nearly any type of role is suited to a lunch or casual interview. Since it s very likely that colleagues eat or take breaks together, it s a natural way to gauge mutual fit, especially at the final stages of an interview process. 4 Group Interviewing Techniques and Tips

5 SECTION 1: Types of Group Interviews Choosing the Right Type of Group Interview The type of group interview you choose will be dependent on the candidate s role. Often the lunch/casual meeting is used in conjunction with one of the other interview types. For example, a candidate may make a presentation to managers and senior leadership, and then go out to lunch with peers. As you decide on which type to use, think about which team members would benefit most from being in the group of interviewers. 5 Group Interviewing Techniques and Tips

6 SECTION 1: Types of Group Interviews The Benefits of Conducting Group Interviews On Glassdoor, candidates can rate their interview process, providing clues to other candidates on what to expect when interviewing at a given company as well as giving constructive feedback and praise to employers. In 2015, Glassdoor conducted a study comparing the interview ratings to satisfaction ratings of those who were hired. The study found: 1 Overall, a 10% more difficult job interview process is associated with 2.6% higher employee satisfaction later on. On a five-point scale, the optimal or best interview difficulty that leads to the highest employee satisfaction is 4 out of 5, with 5 being the most difficult. Candidates who go through a rigorous (but not too rigorous) interview process can perceive that the company places a high value on finding employees who are a good match for both the position and the company culture. Remember, difficult should mean rigorous, not deflating or confusing. Panel, presentation, and lunch interviews are one way you can give candidates the impression that your company is doing its best to find the right fit for the role rather than just checking off a list of qualifications. Meeting more team members gives candidates more exposure to the company and shows them that their experience and intelligence are valued. Source: 1 Glassdoor Economic Research, October Group Interviewing Techniques and Tips

7 SECTION 2 How to Conduct Group Interviews 7 Group Interviewing Techniques and Tips

8 SECTION 2: How to Conduct Group Interviews Your interview process is part of your employer brand. Candidates who research companies and jobs on Glassdoor have the opportunity to look at interview reviews as they prepare for an interview with your company. 78% More than 3 in 4 job seekers say that ratings and reviews from those on the inside are influential when deciding where to work. 1 The majority of job seekers read at least 6 reviews before forming an opinion of a company. 2 One of the most common complaints in interview reviews is a disorganized process. Candidates also note when interviewers seem unprepared, rude or disinterested. To keep your interview ratings positive while making better hiring decisions, use the following checklists when conducting group interviews. Source: 1 Glassdoor Survey, September 2014; 2 Glassdoor U.S. Site Survey, January Group Interviewing Techniques and Tips

9 SECTION 2: How to Conduct Group Interviews The effectiveness of your group interviews depends on planning ahead, running a smooth meeting, and evaluating the candidate afterward. Checklist for Getting Organized in Advance Determine ahead of time who should be in the meeting and check availability. Affirm the importance of punctuality... Assign questions or areas of questioning to each interviewer (mainly for panel and presentation interviews). See our Behavioral Interviewing Questions and Templates to incorporate behavioral questions... Provide a job description and a briefing on the candidate to each interviewer. Include the candidate s status in the interview process... Inform interviewers on goals for the position: must-have and nice-to-have skills or qualities... Provide interviewers with a list of out-of-bounds questions. See our guide How to Conduct Better Interviews for a complete list... If planning a lunch interview, ask if the candidate has any dietary restrictions. Make a restaurant reservation if required... Book the meeting room... Inform the candidate of who will be in the meeting and what the expectations for the group interview are... Send out evaluation sheets to each interviewer before the interview... 9 Group Interviewing Techniques and Tips

10 SECTION 2: How to Conduct Group Interviews Checklist for Running a Smooth Interview Choose a leader for the group. The leader will greet and introduce the candidate, announce the goals for the meeting, and close the meeting... Make the candidate feel comfortable. Offer a water or another beverage... Make sure A/V equipment works if applicable... Ask interviewers to introduce themselves at the beginning of the meeting, providing name, role, and interaction with the position... Ask all attendees to turn off mobile phones and avoid using laptops... Checklist for Evaluating the Candidate Ask interviewers to submit evaluations the same day as the interview... Schedule a post-interview debrief. If possible, conduct it directly afterward or the same day... Use differences of opinion as discussion points Group Interviewing Techniques and Tips

11 SECTION 2: How to Conduct Group Interviews Sample Questions: GENERAL Can you share some quick highlights of your background that you think are relevant to this position? What makes you excited about taking on this position? What would your current team or manager say about you? What do you like about your current work environment, and what do you dislike about it? What are your goals in the next 2 5 years? What do you want out of your career? Why are you leaving your current position? What are you looking for? INDUSTRY What do you think is the biggest challenge in our industry right now? Tell me about a company in the industry that you admire? How do you make sure you re staying up to date on key trends and emerging changes within our industry? TECHNICAL Tell me about a project you re proud of and how you achieved the results. Give me an example of something surprising you ve learned (through research or experience) that is related to this role. How do you know if a project is a success or failure? How do you deliver key results to management? What would be the hardest thing coming into this role? What sets you apart from other candidates? OTHER Is there anything else you want me to know about you? 11 Group Interviewing Techniques and Tips

12 CONCLUSION Group interviews can be powerful tools for identifying candidates who embody the ideal combination of skill competency and culture fit. By meeting more employees at once in a format that mirrors typical everyday group interactions your candidates gain accurate exposure to your company culture. You also send a very clear message that a lot of people care deeply about finding the right person for the role. The group interview serves to bolster your candidate experience and increase the odds that, once hired, the candidate you choose will feel motivated and satisfied by his or her job. That s a win-win for your employee s long-term career growth which is a win-win for your company success. 12 Group Interviewing Techniques and Tips

13 About Glassdoor With millions of company reviews, salary reports, interview reviews and benefits reviews on more than 640,000 1 companies worldwide, Glassdoor is a trusted and transparent place for today s candidates to search for jobs and research companies. Glassdoor helps employers across all industries and sizes advertise their jobs and promote their employer brands to a well-researched, highly selective candidate pool. By advertising jobs via mobile devices, alerts and throughout Glassdoor, employers influence candidates at the moment they re searching jobs and making decisions. This results in more-informed candidates that require 50% fewer resumes to find a quality hire at a fraction of the cost of traditional job boards. For more tips on interviewing: subscribe to our blog To get involved in the conversation on Glassdoor and start managing and promoting your employer brand, employers@glassdoor.com, call (415) or visit For the latest in recruitment marketing tips, best practices and case studies, follow us on 13 Sources: Group 1 Glassdoor Interviewing Internal Data, Techniques December 2016; and 2 As Tips measured by application-to-hire ratio compared to other job sites based on a study of 2015 hiring data for 30 million applications