Group Interviews: How to Stand Out in a Crowd and Influence People | Mary Daphne | Skillshare

Group Interviews: How to Stand Out in a Crowd and Influence People

Mary Daphne, YouTuber/ Entrepreneur / Comm. Coach

Group Interviews: How to Stand Out in a Crowd and Influence People

Mary Daphne, YouTuber/ Entrepreneur / Comm. Coach

Play Speed
  • 0.5x
  • 1x (Normal)
  • 1.25x
  • 1.5x
  • 2x
20 Lessons (41m)
    • 1. Group Interviews Course Introduction

      5:56
    • 2. Understanding Group Interviews

      0:51
    • 3. How Group Interviews Are Structured

      1:43
    • 4. Understanding the Prompt

      1:23
    • 5. What the Hiring Manager is Looking For

      1:59
    • 6. What the Hiring Manager Doesn't Want to See

      1:12
    • 7. Learn to Be Heard

      1:59
    • 8. Making Eye Contact

      2:25
    • 9. Projecting Your Voice

      2:40
    • 10. Leaning In

      1:46
    • 11. The Power of Smiling

      1:12
    • 12. Be the Guide

      1:01
    • 13. Focus on Structure

      3:02
    • 14. Focus on Outcomes

      2:16
    • 15. Facilitate Group Consensus

      1:35
    • 16. Be Polite and Considerate

      2:18
    • 17. Be Inclusive

      2:59
    • 18. Use the Power of Questions

      2:14
    • 19. Reinforcing Your Takeaways

      1:19
    • 20. What's Next?

      0:57
  • --
  • Beginner level
  • Intermediate level
  • Advanced level
  • All levels
  • Beg/Int level
  • Int/Adv level

Community Generated

The level is determined by a majority opinion of students who have reviewed this class. The teacher's recommendation is shown until at least 5 student responses are collected.

9

Students

--

Projects

About This Class

So you’ve already taken our course on Acing Online Interviews and now you’re feeling like an interview rock star.

And so you should!

But then you get an email from the recruiting manager. It says your next interview will be a GROUP interview.

Oh boy. That wasn’t covered in class. And by the way, what the heck is a group interview anyhow?
It’s okay. Take a deep breath.

In this Explearning course, Greg and I draw from our combined experience driving team consensus and navigating highlight selective recruiting processes, to provide a comprehensive guide to standing out in group interviews.

It’s packed with unique insights and advanced strategies to equip you with the skills you need to make a great impression on the hiring manager.

You'll find this course valuable if you match ANY of the following criteria:

  1. You’re familiar with individual interviews but not group interviews
  2. You have an upcoming group interview and want to hone your interview skills
  3. You want to stand out in a crowd and make a great impression in group settings
  4. You want to be more assertive and influence people without being overbearing

Also note that the concepts discussed in this course are universally applicable to any collaborative context. That includes any team situation where you need the room to reach a specific outcome, and you want to win the respect of a manager or client.

If you are determined to take your group interview skills to the next level, this is the course for you.

Meet Your Teacher

Teacher Profile Image

Mary Daphne

YouTuber/ Entrepreneur / Comm. Coach

Teacher

Mary Daphne is CEO and Co-Founder of Explearning, a platform for developing personal and professional social skills.

With an Ed.M in Applied Linguistics, Mary Daphne has over a decade of experience working in cross-cultural corporate communications as well as television and live broadcasting. She loves exploring the intersection of language, culture, and social interaction.

Alongside her corporate engagements, Mary Daphne has spent the last decade designing social skills, public speaking, cross-cultural communications, and business communications courses. Her lessons leverage technology, empirical research, and data-backed teaching methodologies to produce high-value outcomes for her students and clients.

Mary Daphne is a native New Yorker and an avid traveler. In h... See full profile

Class Ratings

Expectations Met?
  • Exceeded!
    0%
  • Yes
    0%
  • Somewhat
    0%
  • Not really
    0%
Reviews Archive

In October 2018, we updated our review system to improve the way we collect feedback. Below are the reviews written before that update.

Your creative journey starts here.

  • Unlimited access to every class
  • Supportive online creative community
  • Learn offline with Skillshare’s app

Why Join Skillshare?

Take award-winning Skillshare Original Classes

Each class has short lessons, hands-on projects

Your membership supports Skillshare teachers

Learn From Anywhere

Take classes on the go with the Skillshare app. Stream or download to watch on the plane, the subway, or wherever you learn best.

phone

Transcripts

1. Group Interviews Course Introduction: Welcome to this course on group interviews, how to stand out in a crowd. Before we go any further, let's be clear about this. Group interviews and individual interviews are very different beasts. But in group interviews, the stakes are just as high. In many ways, group interviews are significantly more challenging than individual interviews because there are so many more variables outside of your control. They require you to distinguish yourself from your peers in a strategic, yet collaborative manner. They require you to be authoritative without being overbearing. They require you to reach consensus with a group of people who could have wildly different opinions from yours. It's a delicate balancing act that will vary from group to group. So if I haven't already made it abundantly clear, group interviews are heart, but fear not. In this course will teach you a selection of powerful strategies to master the ins and outs of group interviews will also weave those strategies into a battle tested framework that ensures you stand out among your peers. It's also worth pointing out that the concepts discussed in this course aren't tricks or hacks. These are proven strategies that successful executives deploy regularly in board rooms all had meetings and client engagements. Our goal is for you to enter your next group interview, feeling confident in your ability to succeed. At this point, you're probably wondering what makes us qualified to teach this course. So allow us to introduce ourselves. I'm Greg, co-founder and chief operating officer at explaining an online platform for developing professional and personal social skills. I have an MBA from the Wharton School of Business at the University of Pennsylvania. And prior to exploring, I was COO of a New York tech start-up which was acquired in 2018. While at that company, I spent a significant amount of time in group contexts with important stakeholders, clients, and my own team, where time was short and the stakes were high. Learning how to engage every individual in that room, hold my ground, and guide the interactions toward our desired outcome was crucial to my company's success. That experience, combined with my background, navigating highly selective Recruiting Systems, has provided me with the powerful insider's knowledge into what makes for great group interviews and how you can equip yourself for success in that environment. Now I'll hand it off to marry Daphne to introduce herself. Hi everyone. I'm married. Daphne, MD for shorts. I'm co-founder and CEO at exploiting. I haven't advanced EDM in Applied Linguistics from Columbia University. And prior to exploring, I ran a marketing department at a global educational conglomerate that was also a TV anchor for a national news broadcasting company. And I've taught English and communications on a Fulbright for over a decade. During that time, I screened hundreds of students, clients, and contractors across a wide range of industries. My diverse background has afforded me a unique perspective how to stand out in competitive hiring environments. And I am super excited to share my key takeaways a width you in this course. Now let's talk about who this course is for. This course is specifically tailored to candidates who expect to encounter group interviews as part of their recruiting process. All hiring processes includes some kind of individual interview where it's just you and the hiring manager. Increasingly though, the hiring process will also include a group interview where there are multiple candidates in one room being evaluated at the same time, largely on how they interact with each other. This course is specifically focused on group interviews, will go deep into that process to uncover the steps you'll want to take to ensure a great outcome. If you're instead looking for strategies on individual interviews or interview preparation. More generally, we have a separate comprehensive course on async, online interviews. Just search for explaining online interviews and you should see it pop up. Also, as we mentioned earlier, the concepts discussed in this course, universally applicable to any collaborative contexts. That includes any team situation where you need the room to reach a specific outcome and you want to make a good impression on a manager or clients. So the takeaways you'll learn from this course extend far beyond group interviews to have a meaningful positive impacts on your ability to lead and to be heard. This course is broken down into four main sections, each divided into its components. Some topics specifically will be covering the following topics. One, the purpose of group interviews. Two, How to be heard. Three, how to guide the group and for facilitating group consensus. To be respectful of your time, we've done our very best to keep this course shorts. And to the point. As a result, some of the content may be more dense than you're used to. So feel free to slow down a video or re-watch any section that you didn't fully grasp. There's no better time than now to get started. So we recommend you jump into the next lesson to kick things off. 2. Understanding Group Interviews: Group interviews are an increasingly common component of the hiring process. But before we discuss strategies for succeeding in group interviews, it's important to understand how group interviews are structured and why group interviews exist. This is similar to the process of learning a new language. It's tempting to jump straight into memorizing vocabulary, but you won't get very far if you don't first learn the syntax of how to string those vocabulary into sentences. This section will provide the syntax of group interviews. We'll use it as a foundation for developing our strategies. This approach will ensure you internalize the core concepts and are able to adapt them to your specific needs. After all, not every group interview is identical, so there will always be some need for improvisation. 3. How Group Interviews Are Structured: There's quite a bit of variance and how group interviews are structured, including the composition of the candidates, the setting of the interview, and the content of the discussion. In this lesson, we'll run through some of the more common configurations of group interviews. This will give you an approximation of what you can expect so that you aren't going in blind in terms of composition, group interviews typically comprise three or more candidates, all of whom who were applying to similar, but not necessarily identical physicians. Group sizes generally don't exceed eight candidates because beyond that number, things get chaotic and the hiring manager isn't able to properly assess everyone's performance. In terms of setting, group interviews typically take place at the company's office or they take place online. Make sure you know ahead of time which it is. Group interviews that take place online. We'll use some form of video conferencing software such as zoom or Webex, your conversation will take place virtually. So if you aren't fluid with multi-person online conversations, be sure to give the software as spin ahead of time with a few of your friends just to get a feel for how that dynamics play out on a screen. If the group interview is conducted in person, you can expect that the interview will take place in a conference room around a large table, or you and the rest of the candidates are all facing each other. The hiring manager may sit at the table to facilitate, or they may choose to stand back and remove themselves from the conversation. There may be a whiteboard or draw on or a shared Google Doc for the participants to take group notes on. Pay attention to what props are in the room when you begin and start to think about how you can put them to use. 4. Understanding the Prompt: As for the content of the discussion itself, this will typically be structured around a prompt. The prompt may have been provided to you ahead of time so that you can prepare for it. Although in some cases, you won't know the prompt until the session begins. The prompt will generally take the form of an open-ended question, mock crisis, or a mock negotiation. The purpose of the prompt is to pose a problem or debate that needs to be addressed by the group by the end of the interview, the idea is that some type of consensus is reached among the group in the form of a solution or a compromise. If you don't receive the prompt ahead of time, it's a safe bet that the topic will be related to your industry role. Often it's both. But even if you know the prompt ahead of time, don't worry about spending too much time preparing specific subject matter. As we'll discuss in the next lesson, the objective of the group interview isn't to test your subject matter expertise. It's focused on your ability to function effectively in groups. So feel free to outline some of your ideas and brush up on the relevant concepts. But know that you're much better off coming in well rested than spending all night memorizing your responses. The reality is that most of your prepared responses will go out the window once everyone starts voicing their views in wrestling for airtime. 5. What the Hiring Manager is Looking For: Let's now discuss what hiring managers are looking for in a candidate during a group interview. Group interviews allow employers to screen higher volumes of candidates at once. But employers also like group interviews because they provide a glimpse into how well the candidates interact with their peers. In other words, a candidate's performance on a group interview has important implications for their ability to perform well in team contexts. Group interviews also demonstrate how effectively the candidate can exert influence in a group setting which signals how successful there'll be with clients. It also hints at their potential for leadership roles within the company. Your goal during the group interview is to demonstrate that you have what it takes to make your voice heard, to bring order to a potentially chaotic situation and to galvanize a team into action. You want to rally the group and turn it into a functional decision-making machine. Time is a finite resource and group interviews. So the better use you make of it, and the more productivity you can foster in the group, the better impression you'll make on the hiring manager. Another critical fact about group interviews that you must remember is that a victory in these interviews is not mutually exclusive. In other words, more than one candidate or none at all, could be accepted from your group. If your team magically comes together and produces an impressive outcome, and everyone played a material role in achieving that outcome. It's entirely possible that everyone in your group will get the job offer. Knowing this mixture, you don't approach the interview with a Battle Royale mindset where it's each for their own, be polite, supportive, inclusive, and focus on achieving group consensus. Ultimately, the behaviors that make for a great collaborative team member, or the kind of behaviors you want to exhibit during the session. Later on in this course, we'll discuss those behaviors in detail. 6. What the Hiring Manager Doesn't Want to See: So now that we know what the hiring manager is looking for, let's talk about what they don't want to see. As we mentioned in the previous section, group interviews are not typically used to assess subject matter expertise that's assessed from your resume and during your individual interviews. So while it may be tempting, This is a bad time to boast about your technical expertise in a particular skill or industry. Rest assured everyone else in that room, let's do the same. And to do so would be a mistake because directing the conversation toward yourself distracts the group for making headway on the prompt we discussed earlier. Since you're being graded on using the time efficiently, wasting time with tangential conversation, we'll only count against you. You get no points for hugging airtime. Likewise, practice proper business etiquette. Avoid interrupting people, raising your voice or using confrontational body language. Don't lose your cool and people disagree with you or attempt to belittle you. If someone else is behaving poorly, don't let them bring you down to their level. In general, use your best judgment and assume the role of a collaborative teammate. Kindergarten rules apply. 7. Learn to Be Heard: The first step to making a good impression in group interviews is to ensure your voices heard. If you aren't able to assert yourself during the session, the hiring manager won't have the opportunity to hear your clever insights. You need to prove to them that you can exert influence over a group. If you're a quiet person by nature, that's not a problem. The quality of what you say is much more important than the quantity. You only speak up a few times during the interview. But what you say is highly influential on the decisions of your group, your important contributions will be recognized by the hiring manager. In fact, the less you say, the more attention the hiring manager will pay to the few times that you do speak, regardless of how vocal you are when you address the group, you want to ensure the group is listening to you. Now, asserting yourself is not the same thing as dominating the conversation or talking over the other candidates, being rude and consider it or hugging, airtime, we'll count against you. Instead, we're going to walk you through a set of science backed behaviors you can use to project authority without being confrontational or overbearing. Before warned, these behaviors have very little to do with what you say and much more to do with how you say it. And that shouldn't come as a surprise. Our words count for only 7% of our communicative power. The remaining 93% comes from our body language and tone of voice. So body language and tone of voice, or what we're going to focus on here. 8. Making Eye Contact: For a lot of people, eye contact can feel uncomfortable, even confrontational. It feels much safer to look at our phones or hands or the scenery behind the person we're talking to anywhere other than someone else's eyes. But looking people in the eyes is an important step in building their trust. It shows you aren't concealing anything and that you are speaking to them earnestly. Eyes convey a lot of information. So presenting your eyes to the person you are speaking to says, I have nothing to hide. This is part of why I contact is critical in business. It sets your colleagues and clients at ease by establishing a foundation of honest communication in the context of making yourself heard. Eye contact is crucial. In fact, if you fail to look someone in the eye when speaking, they might not even realize that you're addressing them, which means you won't have their attention. That said, maintaining eye contact in a group setting is different than during a one-on-one encounter. Your objective is to divvy up your eye contact between the various people in the room. A good rule of thumb is to spend about one to three seconds looking at a person's eyes before switching on to the next person. If you spend less than that amount of time, you start to look frantic. And if you spend longer than that, people will start to wonder why they are being singled out, which can make them feel uncomfortable. Even if you are responding directly to someone who addressed you, you should still distribute your gaze evenly around the room. You don't want the others to feel excluded, nor do you want to single out any individual in a way that could be perceived as aggressive. Using evenly distributed I contact, you build a sense of inclusiveness and earnestness that will improve the groups impression of you and make them more open to what it is you have to say. 9. Projecting Your Voice: Another important way to ensure your voice is heard is to project your voice. If your voice is too soft, you risk people not hearing your words clearly. This is particularly true in group situations where there might be several people speaking at once. By contrast, strong voice projection draws attention to the speaker. Strong voice projection is also crucial to asserting authority and confidence instinctually, when we hear a powerful voice, we associate that strength with the speaker. Finally, a strong, steady voice signals you know what you're talking about and are willing to stand by your words even if others challenge you. Now, while voice projection is all about being heard, it isn't necessarily about speaking loudly. It is possible to project your voice without yelling. In fact, raising the volume of your voice could actually offend others in the group and cause them to think that you are losing your temper. Instead, voice projection is about achieving the right balance of pitch and volume to ensure your voice reaches every listener. Fortunately, this goes hand in hand with evenly distributed eye contact. When you're locking eyes with someone, you are also directing your voice toward them. So when you meet everyone's eyes, you're also properly distributing your voice. Another key to voice projection is speaking from your diaphragm. In practice, this means deep, steady accelerations when you speak. Leveraging your vocal chords to regulate the amount of air escaping your lungs. This achieves a strong, steady tone of voice that doesn't trail off at the end of your sentence. If you find that you're someone whose voice wearables or squeaks, do a quick search on YouTube for some diaphragmatic breathing exercises. Diaphragmatic breathing helps you strengthen your diaphragm and familiarize yourself with modulating its power. Your voice may be stronger or weaker than you realize. Get the opinion of a few friends or colleagues to gauge how much you need to work on this aspect of being heard. 10. Leaning In: You've probably heard of the book, Lean In by Facebook executive Sheryl Sandberg. In that book, Sandberg argues that people who physically lean in toward the group when they speak are more likely to be listened to. The data backs up this claim, facing people squarely and shifting your weight toward them while you're speaking shows that you are fully engaged in the conversation and that you care about getting their attention. Now contrast this with someone who's leaning back and facing slightly away from their audience. That kind of body language fields disengaged and indifferent to the outcome of the conversation as if the speaker is already thinking about what they're going to have for lunch later on. In the context of the group interview, leaning in means sitting upright in your chair and even resting your elbows on the table. You want to signal to the group that you are fully present in the moment and want to talk business. Resting your hands on the table is also a signal of trust and confidence. Fun fact, the convention of showing your hands harks back to an ancient era when people wanted to prove they were not carrying any weapons and thus presented no threats. So by keeping your hands visible and gesturing as you speak, you demonstrate that you are invested and having an honest and productive conversation. This assertive body language draws the group's attention to you in a non combative way. 11. The Power of Smiling: Another great way to get people to listen to you is to smile. At first, this may sound a bit strange, but as with the other body language, smiling leverages some important aspects of human psychology. First, smiling establishes a sense of openness and good intentions. It sets the group at ease. It also signals to the group and your own mind that you are calm and collected. When we smile, the physical contraction of those muscles actually triggers a series of chemical reactions in our body that make us feel good. The combined internal and external effects of smiling gave your words more authoritative power. Finally, smiling has a funny way of getting people's attention. They want to figure out why it is that you're smiling. Do you know something they don't? Are you about to share something of importance with them? Smiling is a subtle but surprisingly powerful way of hooking people into listening to what you're about to say. 12. Be the Guide: An important thing to remember when you begin your group interview is that everyone in that group, including yourself, is going to feel a bit disoriented. They're surrounded by people that don't know who may or may not be more qualified than they are. And they're about to have discussions that could go in an infinite number of directions. They're also being evaluated by someone whose values and biases are completely unknown. Things get even wilder once the conversation begins with no designated leader in the group and summary, things are going to feel pretty chaotic. This chaos provides you with a powerful opportunity to take control of the situation. It's an opportunity to help guide the group and put their fears at ease. It's a chance to get everyone on the same page. If you can do this, you've all been guaranteed the full attention and respect of the group. So in this section, we're gonna talk about two effective ways that you can help bring order to chaos. 13. Focus on Structure: The first way to bring order to the group interview is to take on the role of timekeeper. This may sound trivial, but it's actually a critical part to play. Very few people volunteer for it or even think of it in the first place. See won't likely have to compete with anyone else for the honors by keeping track of the time. Not only do you show initiative to the hiring manager, you also automatically cause the rest of the group to be relying on you, which means that they're going to be listening to you when you speak. But the most powerful reason for keeping track of time is that it gives you an opportunity to lead the group in thinking about the structure of the conversation. If you can play a formative role guiding the conversation by establishing a logical and actionable timeline. You'll immediately stand out to the hiring manager as someone who exhibits leadership and a problem-solving mindset. If you can pull this off, you've already done most of the work and assuring a positive evaluation. In order to establish a timeline for the discussion. First, focus on the end goal. What outcome is the group seeking? Once you've identified the desired outcome, work backwards to determine what steps need to be taken to achieve that outcome. What are the milestones that mark your progress along the way to that outcome? Once you have your outcome and your milestones, assign an estimated amount of time for each phase of the conversation. A single phase is the space between one milestone and the next. The end result is an agenda for the group discussion, broken down into discrete time box, which if adhered to, would guarantee the desired outcome. And since you're the timekeeper, it's your job to ensure the rest of the group adheres to the timeline. If this is a 45-minute session and the conversation is structured around a business scenario. And example of this would be five minutes to assign roles and establish a plan of attack. Ten minutes to break into smaller groups to discuss solutions. 15 minutes for each smaller group to present the solutions to a larger group. Ten minutes to decide which solution is better or how to combine the two. And finally, five minutes to present the solution to the hiring manager. Notice the simplicity of this outline. That's important. The more complex and detailed you get, the more work you create for yourself and the less likely the group is to adhere to it. Also, be conservative with your time estimates and assume phases will take slightly longer than you expect. After all, it's always better to be ahead of schedule and behind schedule. Now, if you're the timekeeper, this doesn't have to be your only role. You should absolutely take part in other aspects of the group conversation. But by taking on the timekeeping responsibility, you demonstrate your willingness to lead and establish an important role for yourself in that group that were working in favorite, regardless of what else you accomplish during that session. 14. Focus on Outcomes: The second way to bring order to a group interview is to establish a laser focus on the outcome. This is closely related to being the timekeeper is since the outcome is an important part of the timeline that the timekeeper establishes, the outcome is arguably the most crucial part of the timeline because it represents how productive the group discussion was. If the outcome is clear and well-reasoned, that proves the group discussion went well. If the outcome is rushed and haphazard, that suggests the group discussion was disorganized and unfruitful. Now, you aren't necessarily being graded on this specific outcome. What matters more is how you comport yourself during the discussion. With that in mind, if you can keep the group focused on reaching a high-quality outcome. Throughout the session, you will play an important role in keeping the group on track. The hiring manager will count that in your favor. This makes sense because companies want employees who could produce results. If you can facilitate a group of strangers in reaching a high-quality outcome, you've proved your ability to produce results. The most important step in keeping the group focused on an outcome is to establish the outcome as early on in the discussion as possible. This requires getting the group to agree on a specific direction the conversation should go. It doesn't matter who actually proposes a desired outcome or what that outcome should be. The only thing that matters is that the group agrees on it. Once the desired outcome is established, your job throughout this session is to ensure that the conversation remains oriented toward reaching that outcome. This is kind of like writing an essay. You establish your thesis in the introduction. Then you make sure that every section of the paper, every paragraph, every sentence, it's focused on proving your thesis. So in the group interview, that desired outcome is your thesis. If at any point you noticed the discussion is veering off track, your job is to politely steer the conversation back toward achieving the desired outcome. Your goal isn't to dominate the conversation. You're simply the navigator keeping the ship on the correct course, the hiring manager will recognize this important role you're playing and we'll credit you accordingly. 15. Facilitate Group Consensus: At this point, we've discussed how you can make your voice heard and how you can stand out by playing a central role in facilitating group consensus. The only problem is you need to be able to do these things in a way that is polite and non-confrontational. With all the pressure to stand out and take control of the situation, it might be tempting to self-appointed yourself as leader of the group and to start bossing people around. This autocratic approach is sure to alienate the rest of the group and it will reflect poorly on you to the hiring manager. Remember, the group interview is an assessment of your ability to collaborate and win the respect of your peers. The hiring manager is looking for a glimpse into how you will behave on teams. And with clients. It doesn't matter whose solution is chosen in the end. What matters more is that you played an influential role in reaching that solution. So if you know how to use a lighter touch in group settings, you'll disarm and Indira your peers while proving to the hiring manager that you are a great team player. In this section, we're going to discuss a few more subtle ways. You can facilitate group consensus. 16. Be Polite and Considerate: Graciousness and thoughtfulness go a long way in group interviews, we mentioned this several times now, but it bears repeating. Being aggressive or overbearing will win, you know, points with your peers or the hiring manager. And it's pointless because getting your way is not the objective. Your objective is to win the respect of your peers. Knowing this, take the opposite approach, be polite and considerate. It keeps you in the good graces of the group and demonstrates to the hiring manager that you are safe to put in front of sensitive clients. If someone disagrees with you, acknowledge their point of view, you don't have to agree with them and you're free to push back, but do so in a way that shows you understand their perspective. It's also important to not cut people off when they're speaking. This is challenging because time is tight during these sessions and everyone's adrenaline is up. But interrupting is generally perceived as rude and it can cause that person to take a negative position towards you for the rest of the session. No need to create extra problems for yourself. It's also very important to control your temper during the session, everyone is feeling tense, which makes it easy to lose your cool. If you feel your blood beginning to boil, take a few deep breaths and step back from the conversation, re-enter. Once your mind has cleared, you might encounter individuals who seek to provoke you by being aggressive or shutting you down. Don't engage, let them dig their own whole, shift the focus of the conversation away from you and back towards reaching the groups desired outcome. The kinder and more gracious to you are, the more the group will like you and the class here you will appear to the hiring manager. There is no downside to being likable during these sessions. 17. Be Inclusive: Inclusivity is another powerful way to unite the group around you. A group interview can feel a bit like and everyone for themselves kind of situation. But as we've said, there is no individual winner in a group interview. Everyone can pass or everyone could fail. And any variation between those two extremes is also possible. So if your goal is to get the group to respect you and prove to the hiring manager that you're a team player. One of the best ways to do that is to be inclusive. Being inclusive achieves a few important objectives. First, people appreciate it when they're included in something. So by fostering inclusiveness during the group interview, you improve your rapport with the other participants, which means there will be more likely to support whatever it is you proposed during the conversation. Second, fostering inclusivity ensures that everyone gets to participate in a balanced way. This is important because each opinion matters. Often the quiet people have the best ideas. More enthusiastic participation leads to a more productive discussion and ultimately a better outcome, which makes everyone look good. Finally, inclusivity is a key characteristic of effective leaders. By demonstrating inclusiveness, you signal to the hiring manager that you are a confident leader who welcomes diverse perspectives and is able to facilitate high performing teams. One way to be inclusive is to make sure you're allocating your eye contact evenly throughout the room, which we discussed in the eye contact section of this web course. When you look someone in the eyes, you acknowledge their presence and invite their involvement. Do it with everyone and they will all feel included. Also, be on the lookout for the quiet types who haven't spoken up. Take a moment at the end of whatever you were saying to encourage them to voice their opinion in response to yours. Similarly, if you notice one person hogging the conversation, don't be afraid to call that out with a statement like, That's a great point, Joey. I'm curious what other people think about this situation. Does anyone have an alternative approach? Inclusivity is a crucial component of collaboration and it's a powerful way to demonstrate your effectiveness in working with teams. 18. Use the Power of Questions: Another powerful way to influence a group without appearing overbearing is to present your ideas in the form of questions. Questions are less declarative than statements, so they come off as less forceful. At the same time, questions get the audience thinking. Carefully framed questions can guide a group toward a certain way of seeing a matter without US spelling it out for them. By giving each individual agency in discovering this new perspective, they will feel much more kinship with that point of view. This is a great outcome because by using a question, you make the point you want to make. And the rest of the group agrees with you without feeling like they were forced to do so. Influential questions typically present a hypothetical situation that if true, would contradict the currently held belief. For example, in a group interview, one person might declare a certain solution to be the best one. If you disagreed with that person, instead of refuting them outright, you could say something like, that's a fair point. If we go with that, would we run the risk of violating local labor laws? This way, everyone in the room considers the problem you identified and comes to their own conclusion without being told what to think. Likewise, the person you're contradicting will feel less defensive because you aren't squarely disagreeing with them. Using strategic questions to Dr. group consensus is an advanced technique that takes extensive practice. But when deployed correctly, it is incredibly effective in getting a desired outcome without being confrontational or domineering. 19. Reinforcing Your Takeaways: Group interviews are a unique form of interview that require a distinctly different set of skills than individual interviews. They test your ability to make yourself heard, to bring order to chaos, and to facilitate consensus among your group of peers. Fundamentally, the skills that enable success in group interviews are the same skills that make you a great teammate and collaborator. So the best way to get better at group interviews is to spend time working on teams. After completing this course, we strongly encourage you to start testing out the concepts discussed in this course in any team context you find yourself in. That could be at the office or with your friends or family, or in any community project that you're involved with. Instead of trying to implement all of these strategies at once, set a goal of practicing one concept each week and really mastering it before moving on to the next one. And remember, collaboration doesn't just happen in person. We constantly collaborate online for our jobs, hobbies, and for fun. So take advantage of online communities and forums to practice your collaboration skills as well. Ultimately, by mastering the skills in this course, you'll not only ACE group interviews, but also dramatically increase your productivity on teams. Talk about a major win-win. 20. What's Next?: Wow, you made it all the way to the end. Go you, we are so happy that you set aside the time to take this course. If you are happy with it, which we hope you were, we'd really appreciate hearing what you liked about it in your review. And if you have any feedback, please don't hesitate to reach out to us. These courses are living documents and we are always looking for new ways to make them even better. And if you want to learn more about our work at exploring, check us out at exporting dot co where we have a hundreds of free lessons on personal and professional social skills. You can also subscribe to our YouTube channel explaining with married Daphne. Finally, if you have any suggestions for other new courses, let us know about that too. We structure all of our content around the needs of our students. Thanks again for your time and best of luck with your upcoming interviews.