UNIT – 8
GROUP DISCUSSIONS, INTERVIEW AND INTERVIEWING SKILLS
A "group" is a group of people who communicate regularly and communicate regularly and work together to achieve a common set of goals. A "conversation" is a process in which two or more people exchange information or ideas at face value to achieve a purpose. The goal, or final product, is probably increased information, an agreement that results in an action, a disagreement that leads to competition or resolution or perhaps a spiritual ruin or continuity of situation.
"Group chat", called GD, is a popular tactic used by many organizations (company, institution, business school, etc.) these days to see that a candidate has certain characteristics such as interpersonal skills, public confidence, team spirit, leadership skills , social behavior and problem-solving skills. GDs form an integral part of the shortlisting or recruitment process at a company or institution.
In this method, there are usually 7-12 participants in the group. A group of nominees is given a topic or situation that can be real, abstract or grounded, and generally given time to think and write similar notes. After this, a group of students, and then are asked to discuss the topic among themselves for a period of between 10 to 10 minutes (which may vary from one organization to another). While the team discusses the issue related to the issue at hand, the Moderators / Panelists quietly keep each of the various parameters determined first. Panelists give each student points based on their performance and how they perform in a team.
Just like in football, where you play as a team, pass the ball to each team member and aim for the same goal, GD is also based on team performance, which involves the views of different team members to achieve a common goal. Therefore, group discussion refers to a communication environment that allows their participants to share their ideas and ideas with other participants. Formal exchange of information, views and opinions on a topic, issue, issue or situation between team members sharing the same goals.
In recent years, Group Discussion has become a popular way of testing voter-related skills. Competitors who are shortlisted on the basis of written tests are eligible for their discretionary information, e.g., strengths and information. However, since the emergence of the quotient of emotions, new tools like GD have been developed to measure social and social skills. Organizations make GDs to find out if they have the necessary qualities / skills to successfully contribute to the process of achieving a goal.
Why is GD important?
• It helps to check that the election is right for the organization.
• It is useful to check how a participant performs under different circumstances in the group.
• It helps to judge how a person understands and directs their ideas in a conversation.
• It helps in analyzing the electoral status of individual members by interacting with interpersonal skills, the ability to listen, humble and tolerate the views of others.
• Helps clarify candidate leadership and management skills, problem solving skills, creative thinking and knowledge on a variety of topics.
Since, team performance is an important element of business management and organizational performance, one's ability to perform well in GD is critical to a successful career. GD helps to achieve group goals and individual goals. The examiner may analyze both the personality traits and abilities of a group of students participating in G.D. An assessment of the extent to which a sample of the competence of each party has its potential can be an obvious employee.
Most group discussions can be divided into 3 types:
A) Best group discussions, based on current issues or 'static' issues - for example, GD on the topic of recent demonetization of $ 500 and Rs 1000 would be the first, and GD's that India should adopt a democratic model of democracy a democracy may be the last, because it has no time limit.
B) Case-study, which presents the team with a complex business environment that requires decision making. Such cases tend to have multiple issues included in the given scenario, and both participants and the team are asked to analyze the situation, identify problems, and suggest a way out.
C) Abstract Group Discussions Abstract, so-called because it does not give us a clear outline of the topic, so there is no specific guide to take in the discussion. Instead, participants are asked to interpret the topic in their own ways and to demonstrate positive thinking by doing so. Articles like this can be called by a single word, such as 'Blue', or a short secret sentence, or photo.
Contrary to popular opinion, no form of GD is actually easier or harder than the other, as the quality of the reaction in either case depends largely on the individual's preparation and the way they usually think.
Participant assessments occur with a broad range of perspectives: Individual attributes and team skills.
Individual features refer to skills that you can display inside or outside the group context. Includes the following:
A) Contents: What you say during a conversation is viewed from two perspectives - complementary and holistic. The participant may have said a lot to GD, but he or she may have deviated from the topic too much, where the content was considered inappropriate without further scrutiny. If the content is relevant to the topic, the panel assesses whether your content management is excessive or in depth, a distinction that we will discuss in more detail in the next few posts.
B) Analytical skills: The panel is confident about your facts, but also likes to see if you can explore anything 'why' and 'how' about a subject matter. This is put to the strongest test in the case study article.
C) Consultation Skills: The panel looks at how you support your position, and how you respond to others, how you can 'strengthen or weaken' the debate, how reasonable you are in your handling of the topic.
D) Organizational Skills: Can you have facts, supports, explanations, but are you able to present them in the right order to maximize the impact of your good content? The panel wants to explore this.
E) Communication Skills: You may be able to demonstrate all of the above-mentioned skills, but can you get your point across in a language that is simple (not simple) that they understand, with relevant images that they can understand?
F) Authorship: Are you able to bring to the table an idea of a passage on a topic? Can you look at the problem differently from the other ten participants and suggest a solution? Can you translate a mysterious article in ways that others can? If yes, the panel considers you to be one of the rare personality symptoms.
You may have noticed that the above skills and characters can be used directly in the WAT answer test.
On the other hand, group skills referring to those skills can only be tested in a group setting. Includes the following:
A) Listening ability: The panel always checks whether everyone involved is listening. For me, many participants worry about speaking only, and feel that they have finished the task as soon as they have spoken, which is contrary to the spirit of conversation. There are many ways in which a panel can convey that a participant is a poor listener, such as not paying attention to a group, or a negative summary in the end. It is one of those rare skills, and it must be a potential manager.
B) Leadership quality: In highly charged conversations, one or two participants often play the anchor role, because they define the topic correctly, provide analysis of keywords of the topic, and try to bring the team together in pursuit of a common goal. Such people can demonstrate effective leadership, and gain additional points. However, one would add nothing more simply because someone spoke first to the group, or even cried a lot.
C) Body language: While evaluating body language, the panel primarily looks at eye movement and hand movements. The speaker should visualize the rest of the group as they speak, and the audience should take revenge. When this does not happen, you allow the panel to offer whatever they wish - from the mistrust of the GD to the apathy of the GD to the apathy of others. It all seriously damages the final score. Hand gestures in your speech what are the punctuation marks in your writing. When used wisely, they add beauty to your words; when they are used foolishly they attract unnecessary attention and distract the listener from your words. I recommend that you simply 'release' your hands. Don't indulge in something as meaningless as playing with a pen, or scratching at a desk, or running with your hair (which is common among female participants). The body has its own intelligence. Just leave your hands alone and focus on the topic. The hands will start moving naturally. Please remember that body language cannot be exported. A competent observer will instantly recognize that deception. Just focus on the work that is done and the body will follow by listening. The panel may also consider modifying your voice. Tightness can reduce the impact of very powerful voices unless you are Tommy Lee Jones! Change the tone of your voice to emphasize where appropriate.
D) Group morality: This is usually tested by broader classifications - confident or aggressive. Avoid the past anywhere. Adoption is a good expression of the certainty of one’s thoughts, while anger is an expression of dominance by subtle threats. The assertion allows for a space of flexibility - which is a desired trait - while anger leads to an unrealistic view of reality. Please remember that B-schools are looking for sensitive people, not burners.
Now that you know how to get tested, focus on specific areas that you can improve during your GD training. Identify with the help of your trainer the strengths and weaknesses. Set clear goals, and don't lose sight of them during your practice.
Please keep in mind that GD is not a decolonization process, but only a single weighted selection process that contributes to the final results.
Visualizing the Interview:
Visualizing the interview is an excellent way of working out what areas one needs to work on. One should imagine as if they were in an interview where the interviewer is looking at their resume for the first time. One should then imagine the most difficult questions that the interviewer could ask them, e.g. “Why weren’t you more proactive at university?” or “Why has it taken you a whole year to find your first graduate job?”
Then one should try answering these questions. It is also helpful to prepare a format for these answers to be used in an actual interview. Also, one should try to imagine the qualities that the interviewer might be looking for in an ideal candidate. And one should ask themselves, how many of those qualities are possessed by them and how can they be shown in an interview.
Self-Reflection and Selling Oneself:
It’s worth making a list of one's values, interests, strengths and weakness with accompanying examples or evidence to back up each one. One needs to sell these attributes to the interviewer and give examples of times when they have been shown in everyday life.
One also needs to think about why they want the job or position and what you have to offer the organization. What would one change or what ideas would one bring to the role? It might also be worth thinking about one's short-term and long-term career goals.
One should not be afraid to ask the interviewer to clarify a question. Questions should also be asked by the interviewee during the interview and not just at the end. The key here is to position oneself so it looks that, whilst they are interested and enthusiastic about the job, they have a sense of their own self-worth. However, it is important that this should not seem as arrogance to the interviewer.
Body language is very important. Slouching with one's arms crossed won’t exactly make them look like a model employee. The head should be straight up and the eyes should meet the interviewer’s line of sight at all times. Making eye contact with the interviewer while speaking to them is almost as important as saying the right words during an interview.
It’s extremely important to keep one's concentration levels up during the interview and to make sure one listens attentively. Interviewers tend to go on long rants about their organizations but the interviewee must never lose focus and always show the interviewer that he is listening attentively by nodding and smiling.
During an interview the most important thing is to choose one's words carefully. The pronunciation, intonation and syntax must all be appropriate and the words should be spoken as clearly as possible. One should be articulate in expressing one's thoughts and opinions but at the same time it is essential to be cautious of others opinion's and feelings and should try not to hurt them.
Whom to Speak to:
In many cases the interview is conducted by more than one person. One needs to make sure they pay attention to all of the different interviewers. So while answering a question, they should all be given proper attention, so as not to exclude anyone. Although, if an interviewer asks a direct question, it’s important to address the answer solely to them.
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