Here's how you can evaluate problem solving skills in a group interview.

Evaluating problem-solving skills in a group interview can be highly effective. Create a scenario and use role play to see how candidates react and solve problems in real-time. Pay attention to group dynamics to understand how they collaborate and communicate. Observing leadership qualities during these activities can reveal who naturally takes charge and guides the group.

Before the interview, clearly define the specific problem-solving skills you are looking for. These may include: Analytical Thinking: Ability to break down complex problems into manageable parts. Creativity: Ability to think outside the box and come up with innovative solutions. Collaboration: Ability to work effectively with others to solve a problem. Decision-Making: Ability to make informed decisions based on available information. Communication: Ability to articulate ideas clearly and listen to others’ perspectives.

To evaluate problem-solving skills in a group interview: 1. Create Scenario: Design a relevant problem for candidates to solve. 2. Role Play: Have candidates act out roles to address the scenario. 3. Group Dynamics: Observe how candidates interact and collaborate. 4. Observe Leadership: Identify who takes initiative and leads effectively. 5. Ask Questions: Pose questions to assess their thought processes. 6. Reflect on Performance: Review how each candidate contributed to the solution. Additionally, consider how well candidates communicate, adapt, and handle pressure.

In the role of an TA, assessing problem-solving abilities during a group interview entails closely observing candidates' engagement within the group dynamic. This encompasses evaluating their aptitude for generating ideas, responding to obstacles, and fostering collaboration towards resolutions. It's imperative to craft scenarios necessitating collective decision-making, enabling candidates to showcase their prowess in critical thinking, adept communication, and adaptability to group dynamics. Such observations yield valuable insights into candidates' aptitude for teamwork and leadership potential

Design a problem scenario that reflects the industry you operate in and the specific role you're hiring for. This allows candidates to showcase their knowledge and problem-solving approach within a relevant context. Avoid problems with a single, definitive answer. The goal is to assess diverse approaches, creative thinking, and how candidates handle complexity. Frame the scenario in a way that naturally encourages teamwork and information sharing. This allows you to see how they work together, build upon each other's ideas, and navigate potential disagreements.

Role-playing activities are a highly effective approach for assessing problem-solving abilities as they necessitate candidates reacting to dynamic events in real time. Allocate responsibilities that accurately represent various positions within your organisation or the particular team they are about to join. It compels applicants to engage and adjust their problem-solving strategy based on the assigned job. Closely observe their communication, negotiation, and leadership or followership skills. How individuals manage these virtual encounters can serve as a reflection of their problem-solving capabilities in real-life situations.

Using role play in group interviews is an effective way to evaluate problem-solving skills. It allows candidates to demonstrate their ability to think on their feet, collaborate with others, and find creative solutions to challenges. Observing how candidates navigate through scenarios and communicate their ideas can provide valuable insights into their problem-solving abilities, adaptability, and interpersonal skills. Additionally, assessing their approach to handling unexpected situations and their ability to remain composed under pressure can further gauge their problem-solving capabilities.

As an HR expert, evaluating problem-solving skills in a group interview involves observing how candidates interact within the group dynamics. Key aspects include how individuals contribute ideas, react to challenges, and collaborate towards a solution. It's crucial to create scenarios that require collective decision-making, allowing candidates to demonstrate their ability to think critically, communicate effectively, and adapt to the group's dynamics. Observing these interactions provides insights into each candidate's potential for teamwork and leadership.

It is important to note the non verbal cues that they present during Group Dynamics, these will add importance when screening candidates to limit out candidates well versed in communication verbally but in reality problematic in behavior and collaboration.

Roles and Initiative: Note who takes on leadership roles, who contributes ideas, and who is more passive. Observe how roles evolve as the task progresses. Communication: Look for clear, respectful, and effective communication. Pay attention to how candidates explain their ideas, listen to others, and incorporate feedback. Collaboration: Evaluate how well candidates work together, share responsibilities, and support each other. Observe how they handle disagreements and build consensus. Problem-Solving Process: Watch how the group approaches the problem, breaks it down into manageable parts, brainstorms solutions, evaluates options, and makes decisions.

Look for 'informal leaders' who rise to the occasion and take the lead. They may not be the loudest or speak the most, but they are focused on outcomes and able to steer and facilitate the discussion effectively.

Ask candidates on how they came to that decision or action. Sometime we need to understand their logic in coming up with that decision, and not just the final decision or result. How they came to that tells you about how they process and evaluate options.

I highly suggest reflecting and immediately give a score to that competency and/or candidate. Avoid doing many rounds of interviews and the going back to do the scoring or rating, as it can be hard to recall what each candidate said.

Use behavioral questions to find out if candidates have solved similar problems in their past job. This will give you good evidence that they have done it before, and likely can do it again.