How to Hire Using Group Interviews

Group interviews are by far my favorite way to determine the best fit for any staff. The group dynamic provides an insightful way for you to determine if the applicant:

•  Thinks fast in a group setting.
•  Is considerate of others.
•  Is confident.

The way the applicant answers shows you whether or not they are quick in thought and can think in unusual settings. If they are always the first to answer, that may be a sign that they are either an over achiever or a show off.  They would be considerate if they didn’t always overstep others by answering first. If they always answer last, this could show that they are not very confident in their abilities or that they over think or second guess themselves.

When I call or email a perspective applicant to set up an interview time, I let them know that they will be part of a group interview and what available time slots are left. Pre-determine how many applicants you want for each interview so you know when to close off that time availability.  When we opened up our first salon, we had almost 300 applicants from an ad placed in the Dallas Morning News. Our groups were about 15-20 large and the interviews lasted about 1.5 hours a piece.  All this in search of one applicant to join our team. 

I would highly recommend about half that number per each group if time permits or you won’t get enough insight on the individuals.

HOW TO GROUP INTERVIEW

I usually set up a grid on a piece of paper with their names in one column and the top row will list the behavior and traits I’m on the lookout for.  I leave a column for extra notes on each person.  Make sure to write in code if you are in a position where others can read your comments.

In a group interview, the answers are not nearly as important as the applicants’ behaviors. Take notes about their eye contact, attire, interaction with the group, confidence level, speech pattern, intelligence level, etc. Take great notes as it can be difficult to remember each applicant clearly if you conduct a series of these group interviews.  And, to make this group dynamic even more interesting, bring in another panelist so that you can see if applicant #3 really had shifty eyes or if it was just you. Your co-panelist will verify or dispute if you really saw applicant #1 rudely interrupt every other applicant.

Here’s a fantastic and quick read that supports group interviewing but also gives you an outline of a good session.

THE VALUE OF A GROUP INTERVIEW

My very first time on the applicant side of a group interview was when I was trying to get hired on at American Airlines. It was so darn formal and actually made me feel like I was a part of something really important.  Well fast forward a year later, I was asked to be a part of the panelist side of the interview.  It was only then that I realized the power of group interviews.  I remember distinctly this one applicant slouching down in her chair and leaning on the arm.  She was almost horizontal and I couldn’t figure out how she didn’t know that was not appropriate behavior when everyone else was sitting up like statues, so her body language screamed this was a waste of time for her.  I also remember how some would dress like they were going out on a date or a sporting event rather than a professional interview. That was the first of many interviews I participated in at American Airlines, but it was a valuable tool that I’ve taken with me to all of my business ventures.

Oh, and did I mention that it saves you time too? In a world when we all wish there were 30 hours in a day, this is a way to generate a few extra hours for yourself.  So rather than taking 36 hours to interview 36 applicants, you could knock them all out in about 6 hours and still have time to finish up your report and make it out of the office in time to get to your kid’s basketball game. No joke!

THE TRUTH

Though interviewing is a must in every company, it is not how we highly productive people generally like to spend our time. Actually, we’d rather watch bowling on TV than take up 36 hours to interview applicants.  We like efficiency and effectiveness and this meets both sets of criteria.

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