Ask any candidate what is the most challenging type of interview he or she has experienced, and the answer is likely to be the group interview. Even the most confident interviewer will admit that the reaction to a barrage of questions from around the table can range from slightly unnerving to downright intimidating.

Group or panel interviewing is becoming more and more common.  As businesses take on the “team” approach to doing business, the emphasis on decision making is less on the manager and more on the entire team’s input. 

Usually reserved for second round finalists, group interviews are an expedient way for an employer to get a number of busy people all to meet and evaluate the top few candidates.  This format is a matter of convenience for them, allowing for easy discussion and general consensus about the candidate’s qualifications and fit into the organization.

Not all companies will volunteer ahead of time to tell you that the format will be a group interview.  In order not to get caught off-guard, ask the person who schedules the interview appointment how much time you should plan for and what the format will be.

As in any type of interview, the success of this one will strongly depend on how well you prepared ahead of time. Having done your company research and mentally rehearsed questions in advance will ease the tension.  Are you ready for the cavalcade of questions?

When you enter the room, smile confidently, making eye contact with each person there.  If possible, go around the room or table and introduce yourself to each person, offering a firm handshake.  This will set a professional tone and allow you to establish a brief rapport with each one.

As the interview process begins, be aware of your posture: alert, yet relaxed.  Part of their assessment of you is how well you respond to pressure.  Your body language needs to convey to the group that this situation does not rattle your confidence.  You are cool, calm and in control.

Focus first on the individual who is asking the question of you. Take a moment to collect your thoughts, then respond directly to the same individual.  While answering, pause and allow your eyes to rotate around the group for brief eye contact, ending with the original person who posed the question.  In some cases, one or two key players might be asking the questions, while the rest observe.  In other cases, the interview may rotate around the room, with each person having the opportunity to ask a question or two. If any question is not clear to you, ask the person to repeat or rephrase it. Asking for clarification is easier than trying to fake it.

As the interview progresses, look for opportunities to “reverse” the question back to the interviewer.  Hopefully, this process will break the rigid structure of their asking you questions and you answering them, taking some of the pressure off you.

Interviewer: “Have you ever been given negative feedback about your performance, and if so, how did you react to that?”

Candidate: “I find that getting constructive feedback is how we grow and get better at what we do.  If I feel that my work has been unjustly criticized, I try not to get defensive, but rather make every effort to understand the other person’s point of view. (REVERSE 🙂 Since we’re discussing performance feedback, can you tell me if the company has a formal appraisal process and how it works?”

This should open up the dialogue, as well as provide you with valuable information that you want to know about the position, the company, or the hiring expectations. Watch how the individuals in the group respond.  Read the facial and body language of those around you.  Are they responsive and accommodating to your concerns and issues? Or are they only interested in having their agenda of questions covered? Did they respond positively that you took some initiative? Or did they act annoyed that you “interrupted” their process? How the group responds might offer some clues as to the culture in this organization.

What about thank you letters afterwards?  Be sure that the hiring manager and human resource contact get standard letters, re-affirming your interest and reinforcing your strengths for the position.  It is not necessary to write to the entire panel, but if you have their business cards, you may write a brief hand written note saying you enjoyed meeting them and look forward to the opportunity to being a part of their team.