Group dynamics in interviews are beginning to be seen as a valuable alternative to individual interviews. by those responsible for the recruitment process. Group interviews involve part of the selection process being conducted jointly with several candidates competing for the same position.
Thus, all candidates in the group are interviewed simultaneously. Interviewers in these situations are interested in how each candidate reacts to the others, and in the way it responds to the questions addressed to it.
By introducing group dynamics in interviews, interviewers have the opportunity to pose problems or hypothetical situations to the group at large. to test the degree to which each candidate engages in activities leading to the resolution of the problem.
When opting for a joint test of all candidates, rather than an individual process, companies want to assess «soft» skills such as:
Group dynamics in interviews can be more stressful than individual interviews, so they also give potential employers a better idea of how each candidate will respond in stressful situations. that frequently arise in the workplace.
There are many different ways of conducting group dynamics in job interviews, but these three are the most common:
This test provides an explanation based on a scenario that candidates are likely to face once they become employees of the company. In this summary certain problems are posed which, together with the other interviewees in their group, each candidate will have to solve.
These types of group dynamics interviews are designed to test the ability to work as part of a team, as well as leadership and problem-solving skills. of each of the professionals interested in filling the vacant post.
One of the most dreaded group interview activities is role-playing. This group interview activity positions the candidate in a situation they will face in their future role and tests their ability to perform well in it.
Some of the most common group dynamics in this type of interview are leading a meeting, managing a team or dealing with a client.
Here, the interviewer may be assessing a wide range of skills, depending on the job role. These include, for example, leadership qualities, the ability to provide good customer service and problem solving under pressure.
Group interviews commonly include a practical task, which requires interviewees to work together to solve a problem. The practical task may or may not be relevant to the job.
So, for example, candidates may be asked to build the tallest possible structure with the fewest number of bricks or something similar.
This kind of test is intended to test the candidates' ability to communicate and work as part of a team. Not only in person, but also at the online recruitment.
It is clear that these group dynamics in selection processes are a challenge, not only for candidates, but also for recruiters..
However, the real challenge, once talent attraction is successfully completed with or without group dynamics in interviews, is their retention in the company. Umission for which employee motivation and job satisfaction are key.
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