Top 18 group interview questions to evaluate candidates’ teamwork and collaboration skills

Group interviews are gaining popularity, and for a good reason. In group interviews, hiring managers interview multiple candidates at once to get an idea of their communication, teamwork, and leadership skills and see who’s cut for the role they’re looking to fill.

This helps save time and precious HR resources – and gives applicants the chance to demonstrate their skills in action rather than simply talk about them. Pre-employment skills testing is another excellent way to evaluate candidates’ practical skills, and, in combination with group or traditional interviews, can help you build a killer hiring process.

To help you make the most out of your group interviews, we’ve collected the best group interview questions you can ask applicants, as well as information on the best practices of group interviews, their pros and cons, and what to look for in candidates.

What are group interviews? 

Group interviews enable you to assess multiple candidates at once for one or more positions within your company. 

This interview format brings together a group of job applicants to participate in different activities and discussions, enabling the hiring team to observe their skills, behaviors, and compatibility with the company culture in a collective setting. 

Group interviews can vary widely in their structure and the types of activities involved, depending on the organization's goals and the nature of the job. Common elements include:

• Introduction rounds, where candidates introduce themselves and share information on their career and goals

• Group discussions, focused on relevant industry topics and challenges

• Team projects or tasks, in which you could ask candidates to work together on a specific problem

• Q&A sessions, where you answer candidates’ questions about the company or the role

For what roles can you use group interviews – and for what roles are they not suitable?

Group interviews are ideal for roles that require teamwork and collaboration, such as:

• Customer service positions

• Sales roles

• Project management and team leadership roles

• Marketing and creative positions

• Roles in hospitality and retail

However, for positions that require deep technical expertise, solitary work, or where the primary responsibilities involve independent decision-making, you might gain more meaningful insights about candidates’ skills through one-on-one discussions.

What are the pros and cons of group interviews?

Group interviews can offer valuable insights for both employers and candidates, but they also come with their set of challenges. 

The pros of group interviews include: 

• Faster screening, which can also be achieved with the help of skills assessments (or, even better, a combination of the two)

• Direct observation of teamwork, collaboration, and conflict resolution skills

• Easier identification of potential leaders

• A more competitive atmosphere, which enables you to assess suitability for high-pressure work environments

But group interviews also have a few downsides: 

• Limited attention to each individual, potentially overlooking valuable talents or fit

• Dominance of strong, extroverted personalities, who might overshadow quieter candidates

• Increased stress for applicants, who might not like the competitive nature of group interviews

• Amplification of potential bias, as first impressions and social dynamics might influence your assessment

Group interviews also present specific organizational challenges: You need to coordinate the schedules of multiple participants and also moderate discussions to ensure a fair and positive candidate experience for everyone.

Are group interview questions different from traditional interview questions?

Group interview questions are often similar to those you might ask in traditional one-on-one interviews and usually focus on experience, skills, and scenarios. 

But there are a few key differences: 

• In group interviews, there’s a strong focus on interaction and team dynamics: In group interviews, you can directly observe how candidates interact with each other, giving you a window into candidates’ teamwork, communication, leadership, and conflict resolution skills.

• You can implement group activities and tasks: To gain unique insights, include activities that require collaboration, such as problem-solving tasks, group discussions on specific topics, or role-playing scenarios. 

• You get a front-row seat when observing candidates’ social skills: Group interactions show how candidates listen, respond to, and interact with others. You can also observe their body language and non-verbal cues.

• Questions inevitably put each candidate in the spotlight, as they’re aware that while they’re talking, all eyes are turned on them; this helps you see how they handle competition and stress. 

• Group questions enable leaders to stand out: Natural leaders often emerge in group tasks or discussions; this makes it easy to identify them

10 general group interview questions to begin the interview

When interviewing a group of candidates, use a mix of standard and interactive questions to assess their individual abilities and how they work as part of a team. Here are ten standard interview questions you can use to begin group interviews, before you dive into more challenging group discussions and assessments:

1. Can you each briefly introduce yourself and share something unique about your background?

Here, you can expect each candidate to quickly outline their career path and say what makes them a good fit for your company by mentioning a unique experience or strength they have. 

The best ones will talk about rare skills they have that are directly related to the responsibilities of the role.

2. What motivated you to apply for this position?

Motivation is essential for all roles; here, candidates should show a clear understanding of the role and its importance to the company. 

The best responses will align candidates’ personal and professional goals with the company's mission, values, and needs of the position. This question helps you assess candidates’ passion for the field and long-term interest in growing with the company.

Use our Motivation test to identify applicants whose expectations match what you’re offering.

3. Can each of you describe a challenging project you've worked on and your role in that project?

This question will help you gather insights into candidates’ problem-solving skills and their ability to handle pressure. 

Strong candidates will talk about their specific contributions to projects, explaining how they helped achieve positive outcomes despite difficulties. This question evaluates technical abilities, interpersonal skills, and resilience.

4. Have you ever been a part of a team where a project did not turn out as planned? What was your role and what did you learn from the experience?

Look for candidates’ ability to reflect on failure and learn from it, which is evidence of a growth mindset. 

Employees who have a growth mindset and the right opportunities to learn and help others are more likely to be good team players and contribute to common goals.

Responses should show candidates’ role in attempting to steer projects back on track, their capacity to take accountability, and the lessons they learned. 

5. How do you handle tasks that you find uninteresting or that are outside your area of expertise?

The best candidates will be eager to discuss strategies they use to maintain motivation and achieve good results, even when tasks are not inherently appealing or within their comfort zone. 

Look for applicants who show a commitment to continuous learning, adaptability, and a strong work ethic. This also helps you assess candidates’ initiative and ability to learn new skills. 

Use our Attention to Detail test to identify candidates who are capable of maintaining their focus even if they perceive a task as dull.

6. Can you share an example of how you contributed to a positive team environment in a past role?

Here, candidates should give specific examples of how they improved morale and collaboration within a group setting. 

Look for actions that demonstrate high emotional intelligence, such as resolving a conflict successfully or motivating others. This question helps evaluate interpersonal skills and the candidate's impact on team dynamics.

To go deeper, use our Communication and Leadership and People Management tests. 

7. Tell us about a time when you had to solve a problem without all the necessary information. How did you proceed?

This question enables you to evaluate candidates’ resourcefulness and ability to make decisions under uncertainty. Effective responses will show candidates’ analytical skills, creativity in sourcing missing information, and risk assessment capabilities. 

For deeper insights into those skills, use our Critical Thinking and Problem-Solving tests, ideally before the interview phase. 

8. How do you ensure that your work always meets or exceeds expectations, regardless of specific challenges you face?

Use this question to evaluate your candidates’ commitment to excellence and professional discipline, regardless of specific challenges they face. 

Look for strategies and habits that ensure quality and reliability in their work. Applicants should discuss how they set personal standards, seek feedback, and adapt their approach based on outcomes. 

9. Have you ever had to persuade others to take an action that they were initially against? How did you do it?

The best candidates will give you specific examples of effective persuasion and influence. They’ll discuss the strategies they used to:

• Understand others’ perspectives

• Explain the benefits of their proposal

• Negotiate compromises

Strong responses will reveal the candidate's communication skills, empathy, and leadership potential.

10. Why should we choose you over the other candidates in this group?

This question puts applicants on the spot and shows you how they handle pressure – and also whether they have the confidence to affirm themselves in front of competitors. 

Candidates should talk about their specific skills and experiences and how they align with the job requirements and company culture. This question tests self-awareness and the ability to articulate one's value proposition clearly.

8 challenging group interview questions and tasks to evaluate leadership, communication, and teamwork

The main advantage of group interviews is that they help you assess how candidates interact with others, work in teams, and handle group dynamics. 

Here are eight difficult tasks and  assignments that you can give applicants to observe their teamwork and leadership skills in action:

1. Give candidates a relevant problem to solve together, such as designing a new product concept or creating a marketing strategy for a new service. 

Here, the goal is to observe how they allocate tasks, discuss options, and come to a decision. Look for candidates who demonstrate leadership in facilitating task allocation and the ability to contribute constructively to a shared goal. 

Assess how candidates negotiate roles based on their strengths and how they integrate diverse viewpoints into a common strategy. This task reveals their strategic thinking, collaboration, and project management skills.

2. Split the group into two or three smaller teams. Give each team the same information about a specific industry-related challenge and ask them to come up with a solution. 

For example: An online store’s cart abandonment rates are increasing. Based on additional information about the target audience and the purchase flow, what would you do to improve engagement and reduce the percentage of customers abandoning their carts?

Focus on each group's approach to problem-solving, including how they analyze the data, brainstorm solutions, and agree on a strategy. 

This task enables you to evaluate candidates’ ability to work under time constraints, the creativity of their solutions, and how they justify their decisions. Don’t just evaluate the group as a whole but seek to identify the contributions of each team member.

3. Ask candidates to take turns in handling a difficult situation with a customer. (You can be the customer). 

Pay attention to candidates' tone, empathy, the arguments they use, and how they manage to de-escalate the situation. Assess their ability to listen actively, understand the customer's perspective, and propose a satisfactory solution. 

4. Give groups a product or service and ask them to prepare a short sales pitch. This task assesses persuasive communication, teamwork, and creativity.

Here, you’ll not only be able to observe candidates’ ability to persuade others, but also their capacity to work together on crafting and delivering a pitch.

Evaluate how candidates use storytelling, data, and emotional appeals to make a compelling argument. This exercise assesses sales skills, creativity, and the ability to work cohesively under pressure.

5. Ask teams to brainstorm ideas for a new product or service that addresses a specific need or challenge. 

Observe how candidates build on each other's ideas and seek to identify the ones who:

• Can come up with original ideas

• Are able to combine multiple ideas into a single proposition

• Can think critically about the feasibility and market potential of the proposed ideas

This activity evaluates creativity, collaborative ideation, and strategic thinking.

6. Give each candidate an idea they must accurately communicate to other members of the group to persuade them to act in a certain way. 

This task enables you to assess candidates’:

• Clarity of communication

• Persuasiveness

• Ability to engage and convince others

This tests their negotiation skills, understanding of group dynamics, and the ability to articulate a specific vision.

7. After providing enough context, ask the group to make a difficult decision together, such as decide on budget cuts or choose between two good options. 

This helps you observe how applicants manage conflicts and make decisions together. 

Evaluate how well candidates are able to:

• Discuss and weigh the pros and cons of each option

• Negotiate and manage disagreements

• Contribute to reaching a consensus

• Work under practical constraints

8. Give an ethical dilemma to the group and ask them to come up with a solution together. 

How candidates respond to this question will provide you insights into their moral compass and the ability to navigate complex interpersonal situations.

Plus, you’ll be able to evaluate their capacity to consider the wider implications of decisions  and how they balance different ethical considerations. Assess how candidates communicate their viewpoints and work towards a solution that reflects a consensus on ethical principles. 

For middle management and senior roles, we advise using a Business Ethics and Compliance test to evaluate candidates’ judgment and knowledge of ethical issues in a work setting. 

Use skills tests and group questions to gain deep insights into candidates’ ability to work in a team environment

You now know what questions to ask during group interviews – but how do you decide whom to invite? The answer is easy: talent assessments.

TestGorilla enables you to create a skills assessment of up to five skills tests to evaluate applicants’ suitability for the role, invite everyone to take it, and then look at results to identify your best talent. 

For a well-rounded evaluation of applicants’ skills, use a mix of technical assessments and cognitive tests. Then you can use group interview questions to uncover candidates’ strengths and weaknesses and invite the best candidates to a final one-on-one interview.

Sign up for a free 30-minute live demo to see whether TestGorilla is the right platform for you – or try out our free plan to start assessing candidates’ skills today.