Hey Waage! First off, welcome to RecWave!

Although I don't have much experience with Summer Camp interviews, here are two guidelines I try to keep in mind that helped me when I used to interview candidates for my old job.

1. Ask the same questions across all candidates and take notes for reference later

2. Don't ask them, "what are your weaknesses"? but rather "what do you see as an area you need to improve and please give me an example of when that was apparent." In other words, don't ask them what they are like, make them show you what they are like with examples. Oftentimes you will gain a lot of insight into their personality by listening closely to how they portray a situation. Then the decision becomes much easier!

Good luck!
Patrick

We schedule and advertise about 5 group interview dates. These dates are set in January and occur between late February and early May, alternating between Friday evenings and Saturday mid-day.
Each interview has about 12-20 candidates.
I will list each activity and some questions to consider, but there are many more that you will no doubt think of as you read through or actual run one of these interviews.

Activity #1 (check-in)
As candidates arrive we take a picture of them and immediately print out a copy of the picture with a small photo printer. They then sit at one of the round tables spread out in the room. On each table are pens, markers, stickers, card stock, and other craft material. After everyone arrives we briefly go over introductions. We have one staff who runs the interview and a few that observe/assess, taking notes on each individual. We have detailed forms that we create in advance for note taking.

Observations to consider:
How do the candidates interact with each other as they arrive/select a table/wait on others to arrive?
Do they introduce themselves to each staff person as they arrive?
Do they try to strike up conversation with people?
(keep in mind that they are probably nervous, so they might just be freaking out at this point)

Activity #2 (Visual Resume and Presentation)
(Visual resumes could be one or many pictures, captions, text, or whatever depicting the individuals characteristics)
The candidates first assignment is to create a visual resume using their pictures that have been printed, the card stock, and craft materials at their table. Give them about 10 minutes of creative time while you observe their interactions with others at their tables.
Once they have had time to finish have them present their visual resume to the rest of the group.

Observations to consider:
This one is not about the content of their resume it is about how they organize and present information as well as their interactions with other and their effort in their work.
Do they continue to interact as they work?
Do they offer commendation to others?
Do they use all of the allotted time?
Detailed or Vague?
Well thought out or thrown together?
Were their ideas presented clearly?
Were they creative in their design?

Activity #3: Leading Games
Break them into groups of 2-3 and give them a set of easy to follow instructions for a camp game. Allow them as small groups to decide how they will teach the game (3-5 mins.) and then have them take turns leading their assigned game, asking for volunteers to start.

Observations to consider:
Were they eager to present and volunteered readily?
Did one person take charge in planning how they would lead?
Did one person do all the leading?
Did some candidates take a supportive role? (Checking for safety hazards, demonstrating instructions, actively playing to role model)
Did the group easily under stand the instructions?
Did those teaching ask the group if they had any questions?
Did they consider safety?
How well did they work as a team?
This list goes on for a while….

Activity #4 Role Play
Again break them into groups of about 3-5. Give them a situational role play with many elements to consider that makes them use good decision making skills. Give the groups 5-10 minutes of time to discuss it as a group and then have them present/teach the group how to handle the situation they are given. Encourage them to be creative with their presentation,

Observations to consider:
How do they present the material? (act it out, talk about it, etc.)
Were they creative?
Did they work as a team?
Did anyone step up as a leader?
Did anyone try to avoid doing any of the work?
Did people easily fall into supportive roles?
Was the decision they came to a reasonable one?
What types of issues did they consider in their presentation? (Safety, customer service, good communication, team work, supportive atmosphere, etc.)

After this activity we close the group interview with some closing remarks and information of how the process will precede from there. After the candidates have left all the staff assessors immediately sit down and review all of the candidates individually and the observations from each assessor. Anyone who stands out in a positive manner is then invited to a more traditional second interview.

Whoa! This is awesome! This is VERY similar to improv auditions. This is very, very helpful and mimics the camp experience. I love it, thanks so much. I predict group interviews in Pleasanton's future!

This seems like a great setup for group interviews. Just wondering how long of a block do you schedule the applicants to be at the group interview for?