Group interviews are conducted after the initial screening of applicants. Its goal is to fill a vacancy. Suitable for mass recruiting, for example, salespeople and account managers. Those. those employees from whom they do not require special education and extensive work experience. This recruiting method saves time and makes it possible to assess the behavior of candidates in stressful situations and in a team. A group interview can be conducted by one HR manager or several interviewers. You can involve interested employees of the company.
Instructions
Step 1
Decide on the number of participants on both sides. The ideal number of candidates is from 4 to 10. More of them will take too long the interview process. On the part of the company, in addition to the HR manager, interested employees can also participate - heads of departments, a training specialist, etc. This will help to objectively and comprehensively evaluate each of the candidates.
Step 2
Distribute roles between interviewers, if there are several. Often, one employee conducts the interview, and the rest are included in case of additional questions or other need.
Step 3
Prepare questions of interest. Remember that candidates will answer them in front of many strangers. Therefore, the questions must be exclusively ethical and correct. Do not touch, for example, the personal life of the applicant and the reasons for his dismissal from the previous job. You should only find out this in the course of an individual conversation.
Step 4
Determine the parameters for evaluating candidates. On their basis, prepare a general document in which you will record the results of the meeting.
Step 5
Write a detailed interview script. The basis of the script is always approximately the same - interactive communication, self-presentation and role-playing. Determine the time allotted for each stage and specific tasks for candidates.
Step 6
Notify candidates of the place and time of the selection procedure.
Step 7
Start your interview by stating the purpose of the interview. Tell us about the order of the meeting and wish everyone a successful selection.
Step 8
Interactive communication. Find out what candidates know about the organization, why they want to work in it. Tell us about the company yourself, answer the questions.
Step 9
Inform the main requirements of the employer, the advantages of the vacancy, its negative aspects (if any). Do not exaggerate or understate
Step 10
Self-presentation. Ask each of the applicants to substantiate the reasons why his candidacy is more suitable than the others. Specify in advance how much time is given to each candidate to “speak”.
Step 11
Role-playing game. Simulate the situation that the future employee will face at work. This can be a sale of something, communication with a call center customer, etc., depending on the activities of the organization. Divide the group in half and offer to play in two opposite roles (buyer-seller, operator-subscriber).
Step 12
If the proposed vacancy involves teamwork skills, give a general assignment to all participants. You can suggest jointly making a list of 10 qualities of a “successful salesperson of 2099”, for example. This will make it possible to determine the leadership qualities of candidates, a model of behavior in a team.
Step 13
Observe the progress of the assignments, make the necessary notes.
Step 14
At the end of the meeting, thank everyone involved. Inform candidates how and when they will be notified of the decision.
Step 15
Now all you have to do is fill the vacancy with a suitable candidate identified as a result of the interview.
