Group interviews: Outdated hiring ritual or hidden superpower?

For decades, group interviews were the ‘go-to’ for high-volume recruitment. Retail chains, hospitality giants, and graduate programs relied on them to quickly assess large candidate pools. But fast forward to today - where personalised experiences and tech-driven hiring dominate - many employers are asking: Have group interviews dried up? Do they still work? Should we even consider them anymore?

Why group interviews rose to fame

Group interviews were designed for efficiency. They allowed employers to:

• Assess multiple candidates at once, saving time and cost.
• Observe teamwork, communication, and problem-solving in real time.
• Compare candidates side by side under similar conditions.

For roles where collaboration and customer interaction were key, this format made sense.

Why they’re less common today

Several factors have pushed group interviews out of the spotlight:

• Candidate experience is king
  Today’s job seekers expect personalised, respectful processes. A group setting can feel intimidating or even unfair - especially for introverts or neurodiverse candidates.
• Technology has changed the game
  Virtual interviews, AI-driven screening, and skills-based assessments now offer scalable, data-driven alternatives that feel more inclusive.
• Diversity & Inclusion concerns
  Group dynamics can unintentionally disadvantage some candidates, raising equity and bias issues.

Do they still work?

Yes - when used strategically. Group interviews remain effective for:

• Roles requiring collaboration under pressure (e.g., event teams, hospitality crews).
• Graduate or internship programs, where employers want to observe interpersonal dynamics.
• Seasonal or high-volume hiring, where speed is critical.

The key? Structure and fairness. Poorly run group interviews can damage your employer brand, while well-executed ones can showcase your culture and values.

Should your business consider them?

Ask yourself:

1. What skills are you assessing? If teamwork and communication are core, group interviews may fit.
2. Is candidate experience a priority? If yes, consider blending group activities with one-on-one touchpoints.
3. Do you have the resources to run them well? Skilled facilitators and clear scoring criteria are non-negotiable.

7 key tips for modern group interviews

If you decide to use group interviews, here’s how to make them effective and candidate-friendly:

1. Communicate upfront

• Send clear instructions before the interview: what the format will be, how long it will take, and what skills you’re assessing.
• Explain why you’re using a group format - transparency builds trust.

2. Keep groups small

• Each group should have 4 - 6 participants. Larger groups make it harder to observe individuals and can feel overwhelming.

3. Design inclusive activities

• Use tasks that allow different personality types to shine. For example, mix collaborative problem-solving with individual reflection moments.
• Avoid activities that rely on speed or dominance, which can disadvantage quieter candidates.

4. Train your facilitators

• Ensure interviewers understand how to manage group dynamics, encourage participation, and avoid bias.
• Facilitators should actively observe - not just lead the activity.
• Ensure that there is diversity in assessors.

5. Use structured scoring

• Define clear criteria linked to job requirements (e.g., communication, teamwork, adaptability).
• Document observations consistently to reduce subjectivity.

6. Offer candidate support

• Allow candidates to bring a support person if appropriate (especially for neurodiverse applicants).
• Provide breaks for longer sessions and make the environment welcoming.

7. Follow up promptly

• Share outcomes quickly and offer feedback where possible.
• Even unsuccessful candidates should leave with a positive impression of your brand.

The verdict

Group interviews aren’t dead - they’ve evolved. In 2026, they work best as part of a hybrid approach: combine tech-driven screening with human interaction and always prioritise fairness and candidate experience. Done right, they can still deliver insights that no algorithm can replicate.

Call to action 

Thinking about revamping your recruitment strategy? Start by asking: What do we want to learn about our candidates - and what’s the best way to uncover it? Group interviews might just be the missing piece.

Further information

For assistance with your workplace matters, Members of Australian Industry Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information.