Are you actively looking for work? Believe it or not, the group dynamics of an interview are increasingly determining the hiring process. Are you prepared to excel in a group interview? If you don’t defend and promote your candidacy in these collective activities, others will be chosen. Find out what you should and shouldn’t do to achieve your goal!
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Facts and changes in current selection processes
Finding a job is a job in itself. If you have experience of planning and strategising, you will know that researching and preparing for each challenge is crucial to overcoming it. You need to become the perfect candidate for the job you want.
Recruitment has evolved a lot. Group interviews, for example, are becoming more common. There are also new variations that companies are incorporating into their recruitment processes. What do these US data tell you?:
If your company has brilliant and productive professionals, it’s in your best interest to prevent their departure by implementing measures to minimize this risk.
- On average, more than a thousand people apply for each vacancy. Of these, only one in seven is actually interviewed.
- Almost 50% of candidates are rejected because they know nothing about the company or the job. You need to prepare your recruitment process thoroughly!
- The average recruitment process takes three to four weeks.
- You only have seven seconds to make a positive first impression. If you miss this crucial opportunity, you are lost.
- More than 60% of recruiters cite a lack of talent as their biggest problem. In other words, if you can show that you’ve got it, they’ll be interested.
These data undoubtedly show how the sector is evolving. The processes are becoming more professional, longer and they are trying to get to know the participants better. It is therefore in your best interest to focus on knowing the situation and presenting your qualities in a credible way.
What is a group dynamic in a job interview?
One of the tests that is being used more and more in these recruitment processes is the group interview. Don’t panic, use it as another opportunity to show off your qualities.
Do you know what it is? It is a collective activity designed to see its participants in action. It is based on specific objectives and situations adapted to the circumstances of each process. Its main function is to analyse and compare the characteristics of the different candidates during this exercise.
In fact, it allows for observation:
- Communication, negotiation, and listening skills.
- Leadership skills.
- Initiative and determination to resolve conflicts.
- Personal style of working in a team.
- Leadership, coherence and ability to handle critical situations.
- Attitude and ability to take complex decisions.
- In general, any other attributes sought by recruiters.
To prepare for a group dynamic such as an interview, there are two essential prerequisites:
- No two group dynamics are the same. Each is designed with specific goals and context in mind. Each is a different experience.
- It is a mistake to try to project a predetermined image and qualities. First, because you don’t know what the organizers are looking for. And second, because you create mistrust by playing a fictional role in which you do not feel completely yourself.
How are the group dynamics in today’s selection processes?
These group dynamics are very useful when looking for specific professional profiles. As you prepare to participate, don’t forget what your role is. Employers want to know how you work and how you can be valuable to the organization.
As you are no doubt aware, soft skills are becoming increasingly important and valued when recruiting talent. These group dynamics clearly reflect the most salient qualities of each candidate, in action and in a natural way.
Therefore, you should be very aware of their characteristics from the beginning, before you act in them:
- Group interaction is essential.
- Your facilitators will analyse your acquired roles and attitudes to the challenges you face.
They provide valuable information about your personality, working style and communication skills.- Anyone who goes unnoticed in them loses their chance. Those who do not add value to the collective dynamic will be rejected.
Types of group dynamics
While it is true that each is unique, as it is designed for specific purposes and contexts, this classification is useful:
- Forum. This is a discussion group on a topic related to the position or other relevant content. Communication and persuasion skills, as well as active listening and creativity, are key.
- Debate. The difference with the previous one is that two opposing, antagonistic positions are put forward and assigned to two different groups. It doesn’t matter what they really think, you have to defend your position to the death. Therefore, knowing how to argue, manage emotions and deal with frustration is crucial. At a certain point, the roles are swapped to also assess the ability to adapt to change.
- Role playing. Roles are assigned to those present, which they must follow in their performance. In addition, conflicts of interest or group goals (e.g. choosing a leader) are created to evaluate the performance of each participant.
- Scenarios. This type of assumption is a clear example of group dynamics in an interview. The aim is to present the group with a specific case so that the members of the group can agree on a common decision. One of the most common scenarios is that of the balloon, which needs to release ballast because it is losing altitude. Another very common scenario is that of the island, which consists of deciding what to save from the wrecked ship in order to favour survival.
How do you handle yourself in a group dynamic for the selection of candidates?
Remember: recruiters observe, compare and evaluate. They have a clear idea of what they need, the ideal profile they want, but you don’t. If you think they are looking for a charming and charismatic leader, but in fact they need a conciliatory and creative collaborator, you will not fit their taste.
In such situations it is natural to act as we are. In general, very different personal styles are evident:
- Co-ordinator of ideas and compiler of information.
- Mediator or facilitator of consensus and agreement.
- Stimulator and animator of participation.
- Ideologist and generator of alternative proposals.
- A brake on innovation and a promoter of criticism and inertia.
- Aggressive and provocative, sometimes with tones bordering on violence or ridicule.
- An objective analyser, evaluating pros and cons with a rational distance.
- Enthusiastic and mobilising as they spread their positive emotions to others.
What does the team you aspire to join need? No one knows, which is why this group method is so useful. The recruiters try to find the profile that comes closest to their job requirements. The final decision will take into account aspects such as:
- Job requirements.
- The culture.
- The talent strategy in place.
- The working styles of current team members.
- Management preferences.
Now that you know what group dynamics are in an interview, do you know how to behave? If you want to get through it and be chosen, these practical tips will help.
What you should do from the start
These general recommendations should help you to be successful in a group recruitment exercise. Of course, you must remain true to your own personal style, which may encourage you to reconsider some of these tips.
In any case, they are an effective reference guide for your success goals:
- Opt for naturalness. Remember that you don’t know what they’re looking for, so make an effort to present yourself as you are. This is doubly positive: firstly, you will feel more comfortable and confident in the group meeting. Secondly, if your profile matches what they are looking for, you will be a perfect fit for the job.
- Contribute your own ideas. To communicate is to share. Experts are those who derive their own ideas from those of others. When you participate in these initiatives, you should reflect and share your opinions or criteria. Do not hesitate to stand up for what you think, whether others like it or not.
- Be consistent and proactive. From reflection, you must add value to all your interventions. Argue your positions with clarity and empathy, put yourself in others’ shoes and challenge yourself to achieve the group’s common goal. Be clear and didactic, but also forceful and analytical.
- Participate. Be active and speak loud and clear.
- A commitment to creativity. We are all unique, irreplaceable and precious. But those who know this and are true to themselves make the most of this condition. Look within yourself to capture that different view that makes you who you are. Look for alternative ideas and approaches, different views to the conventional ones. Trusting yourself and trying to be calm will help you in this.
Courage and respect, essential attributes
Your behaviour should not be guided by your logical self-interest. You are fundamentally mistaken if you try to defeat or corner the other candidates. In this collective encounter, they are not your rivals for the same job. They are your fellow adventurers, you are all collaborators in the shared challenge that is the group dynamic of the interview.
Build bridges: If you get everyone to do their best, you will be invaluable to any organisation. If you focus on distracting and hindering others, who will want you on their team?
The key thing is that you bring value to the organisation. This is what recruiters are trying to assess in each candidate. In this sense, your qualifications, skills and behaviour will be the elements used to judge you.
Remember that you only have seven seconds to make a positive first impression, so make the most of your presence! However, it is not so much the language of the body that is important as the inner state of mind that governs you. In reality, physicality is a reflection of your inner world. If you are enthusiastic, committed, empowered and motivated, your gestures and expressions will reflect this. If you are not, you will provoke mistrust and rejection.
So make sure you arrive in the best possible condition: rested, calm, well-fed and looking your best. Whether you like it or not, your wardrobe and appearance also reflect how you look and feel and influence others. So choose an appropriate look, but be comfortable and be yourself when you wear it.
Finally, respect your colleagues. Listen to others and build bridges – don’t forget that they are your allies, the team members you can count on!
What not to do
Whether you are taking part in an online or face-to-face group interview, there are some behaviours that are totally inadvisable. They will make you stand out in a negative way, which is a prelude to failure. Avoid these actions:
- Trying to stand out or impose yourself on others.
- Displaying selfishness, egocentrism and intransigence.
- Monopolising the conversation and unnecessarily interrupting others.
- Showing hostility and contempt for others.
- Belittling others’ initiatives and ideas.
- Polemicising or claiming to have the absolute truth.
- Remaining silent and seemingly absent throughout.
- Speaking without thinking.
- Reacting emotionally and uncontrollably.
- Diverting attention and making irrelevant comments.
- Stop listening to your colleagues and forget to empathise with them.
Decisive keys to any group interview
Group dynamics are activities designed to get to know the participants in order to determine their suitability for the vacancy. Each one is different and has its own reasons. Moreover, the objectives and characteristics sought are unknown to the participants.
Therefore, naturalness and being yourself are the two most important aspects for success. Don’t try to be different: your individuality is your strength. Recruiters are looking for a certain type of talent. Show them yours and they will surely choose you if you fit in.
Of course, participate, be assertive, treat others with respect and companionship, and try to add value with your presence. In short, in the group dynamic of an interview you should behave as if you were already working with your new colleagues in the company. That is your responsibility. The rest is in the hands of the recruiter.
