What are the most effective methods for evaluating problem-solving skills in group interviews?

1 Define the problem

The first step is to define the problem that you want the candidates to solve in the group interview. The problem should be relevant to the role and the organization, but not too specific or technical. It should also be challenging enough to test the candidates' analytical, creative, and critical thinking skills, but not too complex or vague. You can use a real or hypothetical scenario, a case study, a puzzle, or a brainteaser as the basis for the problem.

2 Set the rules

The second step is to set the rules for the group interview. You should explain the purpose, format, duration, and expectations of the group interview to the candidates. You should also assign roles, tasks, and responsibilities to each candidate, or let them choose or negotiate their own roles. You should also provide the necessary tools, materials, and resources for the candidates to solve the problem, such as paper, pens, calculators, or computers.

3 Observe the process

The third step is to observe the process of how the candidates solve the problem in the group interview. You should pay attention to how they communicate, cooperate, brainstorm, analyze, synthesize, and present their ideas and solutions. You should also note how they handle conflicts, disagreements, feedback, and challenges. You should use a rubric or a checklist to evaluate the candidates' problem-solving skills based on specific criteria and indicators.

4 Ask questions

The fourth step is to ask questions to the candidates after they solve the problem in the group interview. You should ask open-ended, behavioral, and situational questions that probe deeper into the candidates' problem-solving skills. You should also ask questions that relate to the problem, the solution, and the process. For example, you can ask the candidates to explain their reasoning, justify their decisions, describe their challenges, reflect on their performance, or suggest improvements.

5 Compare and contrast

The fifth step is to compare and contrast the candidates' problem-solving skills in the group interview. You should review your notes, scores, and impressions from the previous steps and rank the candidates according to their problem-solving skills. You should also consider how the candidates performed individually and collectively, and how they contributed to the group's success or failure. You should also look for patterns, strengths, weaknesses, and differences among the candidates.

6 Provide feedback

The sixth step is to provide feedback to the candidates on their problem-solving skills in the group interview. You should give constructive, specific, and timely feedback that highlights the candidates' achievements and areas for improvement. You should also thank the candidates for their participation and interest, and inform them of the next steps in the hiring process. You should also invite the candidates to ask questions or share their feedback on the group interview experience.