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4 Hazards of Group Interviews
Posted By Jim Roddy On July 18, 2012 @ 5:16 am In Advice and How-Tos | 11 Comments
Because I’ve written a book on hiring best practices (Hire Like You Just Beat Cancer), I receive emails out of the blue from executives considering a shift in their recruiting strategy. This one is from a hiring manager in Kalamazoo, Michigan followed by my thoughts on his strategy:
One of the ideas I’m thinking about trying is the concept of a ‘group first interview.’ I got the idea from a couple of business owner friends, and they reported great success with it.
The process begins with an invite to all respondents to a local hotel for a two-hour group interview with the first hour being a presentation by our team on our company values, culture, job description, expectations, salary range, etc. Then there’s a short break with an opportunity for anybody who feels that the job is not a fit to leave with no questions asked. I’m told that typically as many as 50% of the candidates leave.
The second hour is for those still interested to be asked behavioral questions by our staff and to take a personality profile test. After that meeting, our staff gets together and identifies those candidates that impressed enough to warrant a second interview, and at that point the interview process takes a more conventional one-on-one approach.
I think the pros to this approach is that there’s much less time spent on the first interview process. Another plus is that you may get to see character traits and personalities that you may not have otherwise seen just by reading resumes. Have you heard of this approach and what are your thoughts?
On the surface, I certainly see the pros in this — being more efficient, focusing less on resumes, and focusing more on if the candidate is the right fit. Those are all solid hiring principles.
But I have four major concerns about this interview format:
Please don’t view my concerns as me trying to nicely say “avoid group first interviews.” I don’t know the position, your company, and your local job market well enough to know if this could work for your organization. But beware of the pitfalls of group job interviews.
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