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GDs, of late have become a very common for personality testing. Through a GD, an individual's capacity to express himself appropriately, systematically and logically are assessed. A GD also throws light on an individual's capacity for leadership. After about 30 minutes of a group discussion, the selecting officer judges and identifies from the participating members the one who has self confidence, tact, a cool temperament and an alert mind. The convincing power of the participant is also of prime importance. Now, here, you must try and understand the difference between 'convincing' power and 'bullying' or being too forceful. These are things that are least appreciated.
1 . A GD is normally spontaneous. The topic that could come up for a GD could be anything that is interesting. Since the topic of a GD is never pre-planned, it is never possible to do any preparation for it. 2. A GD is not a debate. Debates are very formal, where there is a mover of the proposition, a seconder of the proposition and a leader of the opposition. Debates also are between 2 groups - one group speaking for and one group speaking against the topic. Again, there is usually a president or chairman who conducts a debate. The most significant feature of a debate is that each speaker gets to speak only when his turn is due and also has a time limit to adhere to. None of these features form a part of a GD. In fact in a GD, you have to take the initiative and speak up. You do not get to speak in turns. 3. A GD is supervised by a selecting officer who never interferes. He acts as a silent observer of the proceedings. All the participants of a GD sit around a table facing each other. 4. In a GD a specific topic is discussed. The participants may speak for or against the topic. They also do have the choice to remain neutral. However they do not have the option of changing the topic. 5. A GD can get very heated. How you conduct yourself is very important.
Why GDs? What is it about a GD that has made it an immensely popular tool for screening candidates before an interview? The reason why so many organisations look at GDs is that, it is here that a person's natural abilities in a group come to the fore. In GDs you are required to speak for or against a topic. Now who wins is not as important as how you win, or even lose. Whether you win or lose, what is more important is how you have won or lost. If you win an argument by bullying the other participant or by shouting at the top of voice, well, you will be the winner of an argument but a certain loser in the eyes of the selecting officer. Whereas, if you Iose, and are not able to be graceful about it, or still keep sulking, not only would you have lost an argument, you would have also lost the chance to appear for the interview. When you are in the midst of a group, discussing something, the qualities that et identified by the selecting officer are
Unlike in an interview, where the candidate is very nervous, in GD he is far more relaxed because he knows he will be facing other candidates with whom he is on par as far the educational background is concerned. GDs are significant today because almost all areas of work require an individual to interact with one another. Here, the capabilities of a person to interact within a group become very important. A person who is not able to get along, or who is very dominating will cause some amount of unpleasantness amongst other members of the group. A very dominating person may cause someone to withhold their opinion which may really be valuable. Whereas, a person who is extremely shy may be very resourceful but just would lack the confidence to speak up. Now what purpose would that serve? Hence GDs are looked at by interviewers as an effective tool to ensure that the candidate who gets selected essentially has the qualities that will enable him / her to interact suitably with the members of his / her own group. |
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WHAT IS A GROUP DISCUSSION ?
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