NFIB

Group Interviews Are Useful Tools
03/ 28/ 2002

The group interview is based on prior experiences. Often, management underestimates the importance of a new employee to current staff members, or is threatened by allowing input into the selection process. The more access companies have to sophisticated personnel advice, the more likely they are to have some type of group interview process in place. In today's workshop Edith Helmich will discuss the advantages of the group interview process and the guidelines that one should follow.

Group interviews are not for everyone, but they can be very useful tools in helping select a new employee. There are several reasons for asking more than one person to interview applicants for a job vacancy:

(1) Employee Involvement -- Involving employees in the selection process emphasizes the team concept of a work group. When employees are involved, they have a stake in the new employee's success. Personalities do count when it comes to cooperative, harmonious relations on the job.

(2) Different Perspectives -- A prospective employee's skills and values are evaluated differently by supervisors, peers and subordinates, and all of these groups will be working with the new employee. The best person for the job will have slightly different definitions from each of these perspectives.

(3) Shorter Transition Time -- Being a new employee is stressful for most people. Identifying familiar faces and being able to greet people who were part of the interview process creates an easier transition for new employees. With all the unavoidable learning that a new job involves, it is helpful for new and current employees to have the informative interview session as a base for getting acquainted as co-workers.

(4) Competition for Applicants -- On an objective level, employees are adept at identifying the specific skills needed for their position and can respond meaningfully to an applicant's questions about the job. Most applicants are more relaxed about asking questions when talking to future co-workers. Clarification about how well the job fits the applicant's employment goals can make a difference in finding qualified employees during a competitive labor market.

With these benefits in mind, it is also important to set some ground rules for the process:

Hiring is a management decision. After all the input, the boss decides who is hired.

Questions are predetermined, written, and used for all applicants. The answers will vary, but the questions should not! Questions for each interviewer should be reviewed to make sure that there are no redundant or conflicting questions.

Written notes and comments are turned in after each interview.

Employee interviewers may not disclose their recommendations to the applicants.

Time limits are set for each interview.

The format for group interviews varies. When there are many applicants for a position, several screening processes may occur before the formal interview. When the applicant group is down to a manageable number, some companies use a panel approach where several people interview the applicant simultaneously. Some companies use a series of individual meetings. Some use a combination of the two formats during a full-day interview process for finalists.

When management reaches a decision, the interview group should be called together for a last meeting. The name of the successful applicant and the runner-ups should be confidentially disclosed before offering the job. A brief discussion of why the successful applicant was selected and a "thank you" for the participants in the process should bring the hiring process to a successful close.

workshop.managing.wed
1.19.00

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