The document provides an overview of group discussions (GDs) as used in recruitment processes. It covers the meaning and types of GDs, including topic-based, case study, and group task formats. It outlines the methodology for conducting GDs, including formation of groups, time frames, and roles that participants may take on. It also discusses traits that are observed in participants, such as initiative, teamwork, reasoning ability and flexibility. Finally, it provides examples of positive and negative behaviors in GDs.

1. Group
Discussion
Vinod Bidwaik
http://vinodtbidwaik.blogspot.com

2. Agenda
1. Exercise 1
2. Meaning & Type of GDs
3. Methodology of GD
4. Group Roles
5. Negative Ranking
6. Positive Ranking
7. While observing
8. Exercise 2
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3. Meaning of GD
• GD is a process wherein a
candidate is evaluated on the
basis of skills, attitude,
knowledge & personality traits
in a span of time.
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4. Types of GD
• Topic Based
• Case Study
• Group Tasks
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5. Topic Based GD
A) KNOWLEDGE INTENSIVE
• Here the effective knowledge of the
subject is assessed of the participant.
• E.g: Should India go for full convertibility of
Rupee?
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6. Topic Based GD
B) Non Knowledge Intensive
• Here, more than subject knowledge
candidates structured thinking ability is
considered
• E.g: Are women better managers than
men?
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7. Topic Based GD
C) ABSTRACT
• It requires out-of-box thinking and also the
example based discussion.
• E.g : Is money sweeter than honey?
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8. GD of case study
• A specific situation is given as a
case where a structured
discussion is expected.
• Sometimes case study can take
a form of role play to give a
lively touch
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9. Group Tasks
• This is an extension of case study
method.
• The candidates are put in a group to
think
• They discuss and come up with a
specific solution
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10. GD Methodology
• Formation of a group of 5-10 candidates
• Deciding the type of GD to be played
• Allocation of some time to think
• Nominate one or two experts for
evaluation
• Circular or Rectangular seating
arrangement to focus all candidates
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11. Time Frame
• Choosing the topic: 5 Minutes
If only one topic is given then…
• For thinking: 5 Minutes
• Opening: 5 Minutes
• GD: 15-30 Minutes (depend upon the time
availability)
• Summary & Conclusion : 5 Minutes
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12. Group Roles
• Initiator-Contributor: Who initiates the discussion
• Informer: Adds some new information in
discussion
• Team Leader: He contributes to keep the flow of
discussion on track.
• Creativity contributor:He gives new ideas, new
perspective to the discussion.
• Motivator: Oftenly termed as inspirer contributes
to build the morale of group.
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13. Group Roles ….Continued
• Opinion Seeker: Encourages to other to speak
• Opinion Giver: Voluntarily gives the opinion
• Elaborator: Elaborates the points
• Orienter: One who looks forward for the
betterment of presentation of the participant.
• Energizer: Motivates to the members
• Recorder: Records the minutes
• Summarizer: Summaries the discussion.
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14. What traits to be observed in groups
1) Initiator
• Who initiates the discussion
2)Team Player
• The skills of working in a team is judged
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15. What traits to be observed in
groups…Continued
3)Reasoning Ability
• The logical and competent reasons are
expected
4)Flexibility
• Candidates must be open to other ideas
as well as to the evaluation of
ideas.Taking a stand is not acceptable.
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16. What traits to be observed in
groups…Continued
5)Assertiveness
• Aggressiveness is forcing a point and
assertiveness is putting a point in a very
emphatic, positive and confident manner.
6)Creativity
• An idea or perspective which opens an
horizons for discussions should be always
appreciated
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17. What traits to observe in
groups…Continued
7)Inspiring Ability
• The GD should incorporate views of all
group members.Giving a chance to speak
is also inspiration.
8)Awareness
• Candidates must be versatile and well
versed with micro and macro environment.
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18. Common Situations in GDs
1. A GD where participants are unable to
establish a proper rapport do not speak
much
2. A GD where participants get emotionally
and the GD gets chaotic
3. A GD where participants discuss the
topic assertively by touching all its
nuances and try to reach the objective.
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19. Negative rating in case of
Candidate
• Initiating discussion in case of lack of knowledge
about the subject.
• Opposing directly.
• Takes names of famous personalities in case of
doubt of dispute.
• Stretching of topic and contents.
• Dominating any one candidate.
• Take away from the track of topic
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20. Positive points to be considered
Role Description When candidate
uses these tactics
Talks continuously, giving Interrupts. Asks, “What’s your
Filibuster far more information or point?” Or says, “I think your point is
opinion than is useful to the ___. Is that right?” Gets a “Yes” or
group. Takes forever to get “No,” thank the speaker, and directs
to the point. the discussion to someone else.
Doesn’t talk often and may Makes sustained eye contact and
Drop-Out appear not to be paying look like you expect participation.
attention. Ask, “What do you think, (Name)?”
Or, ask the drop-out to record the
group’s work.
Talks off the subject, Refocus. Say, “I’d like to return to
Distracter bringing up things for the the task at hand,” and bring the
group to talk about or do group’s attention back to the
that are not in line with its appropriate topic. Say, “I think we’re
purpose. off track,” and restate topic the group
should be discussing.
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21. Positive points to be considered
Role Description When candidates
use these tactics
Only reacts to other people’s After the critical comment, ask “What
Reactive ideas (usually critically). alternative do you suggest?” Gently
Thinker Never offers original ideas or
constructive comments.
confront, saying “You seem to have a
strong suit in critical thinking. Do you
have any ideas that can stand up to
your own examination?”
Makes remarks or engages Say, “(Name), you don’t seem to
Heckler in nonverbal behavior that respect what has just been said;
detracts from the speaker’s what’s your opinion?” When the
ideas and encourages heckling is of a nonverbal nature,
disrespect for the speaker. respond to it as though it were a
remark and ask for verbal
elaboration: “I see you think the last
idea was crazy. What do you think is
wrong with it?”
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22. While observing
• GDs can be manipulated as most of the
candidates know how GDs are conducted.
• Observe body language of every member.
• Avoid observing from one place. Be mobile.
• Don’t stare at one candidate.
• Don’t participate or help or respond to
candidate while discussion.
• Take notes on separate sheet.
• Complete evaluation sheet after the GD
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23. Any Questions??
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24. Thank you!
vinodbidwaik@yahoo.com
http://vinodtbidwaik.blogspot.com
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25. VINOD BIDWAIK
Vinod Bidwaik is the seasoned HR professional working with DSM India Pvt. Ltd. as the Head-
HR for India operations. He has wide experience in large Indian and Multi-National companies
like M & M, Semperit Group and Sakaal Media Group on senior level positions. He has rich
experience in HR and IR. He has an expertise working on greenfield projects and establishing
HR department. He implemented various HR practices; OD interventions in his organizations.
During his tenure with Semperit, the company was awarded for Best Innovative HR Practices
during 2002 by NIPM. He holds Master degree in Personnel Management, Diploma in
Production Management. He is also a regular writer for various management journals like BMA
Review, Human Factor and other management Journals. He is on editorial advisory board of
CJMR, Journal of Management Research of CMRD, at Pune. He writes regular columns in
various newspapers on management and development. He is invited for Guest lectures on
specialized subjects by various management and engineering institutions. He is a life member of
Bombay Management Association and holds various honorary positions in different associations.
Disclaimer: Views expressed here are his own views and do not represent his
organization's (current & past) views.