Group dynamics are verbal discussion techniques among a group of 5 to 10 candidates that are observed by one or more evaluators. The objective is to discuss a topic or solve a problem, related or not to the vacant position, to make a decision among all in a limited time that is established at the beginning.
The interviewers evaluate the skills and attitudes that the candidates show with the rest of the group during the resolution of the situation raised and how conflicts that may arise during the discussion are managed. The observers will focus not so much on the specific solution that is reached, but on the ability to argue, the ability to defend your position, the ability to work in a team, and the social and communication skills shown.
It does not depend so much on the group with which you have the discussion or the topic that is chosen to deal with. The important thing is to be yourself and defend your position with elegance, firmness and good manners, while seeking consensus and the good of the group to reach the stated objective. In most cases, persuasion, diplomacy, empathy, and active listening are going to be your best allies in this discussion.
Some tips to make a good dynamic:
– The most usual thing is that at the beginning of it there is a round of presentations. It is your individual moment to participate and your opportunity to sell the “goodness of your candidacy”. Prepare a concise presentation that shows a review of your career and your main qualities. Of course, do not monopolize with a very extensive presentation. Also take the opportunity to write down the name of the rest of the candidates, it will be useful for you to address them during the discussion.
– Read carefully the instructions provided at the beginning of the exercise. Ask all the questions that arise, but if they tell you that the information you have is the only thing you can have, you will have to consistently infer the rest of the data you need. Of course, it is important that you are able to argue each reasoning that you adopt.
– Don’t be afraid to break the ice. When the discussion time opens, go ahead and present your position. It is also fine if in the first few minutes you agree with the rest how you are going to structure the time you have available, agreeing on a discussion strategy (brainstorming, initial round of opinions?)
– Participate as much as you can, but without going overboard, you must let all the participants speak and have an active listening that allows you to unite ideas offering conclusions integrating all the positions. Be respectful, do not impose anything if you do not have the approval of the group.
– Stand your ground. If they offer you reasonable arguments, you can and should change it, but what you shouldn’t do is constantly change your mind by joining the comments that come out at all times without showing a critical capacity to support it. You cannot act as a “weather vane”. In the same way, do not be obstinate with your ideas if after exposing them and reasoning about them they are not accepted by the group. Look for the common good of the group to reach the goal.
– It is not good to raise a new problem if it is not accompanied by at least one possible solution.
– Keep an eye on time to make sure the group reaches a solution within the allotted time frame. It is likely that when the time is up, the evaluators will cut off the discussion and ask for the resolution you have reached and if it is not agreed upon, you will have to improvise, always showing the cohesion of the group (there it is no longer worth saying if you agree or not, there is to launch and that it comes out as well as possible).
At the end of the test there will not be a winner and a loser, or one opinion that is more correct than another, but in this test the skills and attitudes that the candidates show with the rest of the group during the resolution of a conflict are measured and evaluated. . In this way, negotiation capacity, initiative, leadership, decision-making capacity, empathy, proactivity are measured. Typically, the candidates who have best argued and defended their position are selected, working as a team and with a correct attitude at all times.
As a final advice, do not try to act showing a forced role or be pending to please the evaluators. Be yourself and enjoy the experience by really integrating into the discussion and the team. I’m sure your role will be much better.
By: Lourdes Corregidor, HR manager at
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