SOFTSKILLS is very important for any professionals
By
vamsi reddy, MBA student, GITAM
| 06 17 2011 14:12:16 +0000
These days good interpersonal skills, team working skills & communication skills etc have become very important for success in professional field. Group discussion is the medium to judge these soft skills of prospective employees. Hence they are necessary.
By
Sarwan Singh, Freelancer, Management & Strategy Consulting
| 06 17 2011 05:15:27 +0000
It is necessary for a freshers canditate to conduct group discussion to test their language skills,identify their different ideas which help to previal in working atomsphere,identify personal character whether he is narrow or broad minded ,these are the tips that Hr dept will know to post a canditate in suitable person
By
VIMALAN , DIRECTOR, VIRGIN ENGINEERS
| 06 12 2011 14:21:25 +0000
I agree with Mr. Ray. GD focuses on many skills altogether - Communication (How effectively an individual is able to communicate with superiors and juniors), Team work (how collaboratively he can work within his team), Clarity of thought & ability to put forward ideas. All these are necessary in addition to just technical knowledge.
By
M Sood, Manager, HCL
| 06 07 2011 15:51:06 +0000
If they can afford such an event then yes. Such events will throw some light on actual character of the candidate. Or at least they will know whether he/she is friendly towards other participants or a cut throat competitor.
By
Basil Cheriyamadathil, IT Specialist ( System Testing ), Genting Malaysia Berhad
| 06 01 2011 02:33:49 +0000
It must be the part of recruitment process as it reflects the thinking and views of the candidate.actually only being skilled is not enough beside that your way of thinking and its level also matters and group discussion is a good instrument to measure it.
By
piyush sharma, Software Engineer, ANMSoft Pvt. Ltd.
| 05 31 2011 18:49:34 +0000
hi all - to my mind a GD is a tool only - and no total solution either. before any selection process can take off, the selectors must decide what they are going to look for. this should lead them to taking a decision on the specific tools they need to employ. GD can lead to making individuals display a host of attributes, from personality (with its constituent qualities) to knowledge, skills, ability, attitude etc etc. there can be very worthwhile inputs into behavior and inter personal skills, besides the insight that can be provided into managerial attributes. what is important is the skill level of the assessors - with imagination the skilled assessor can unfold and unravel the individual being asssessed. thx for the ref gargi. regards to all
By
Brigadier (Retd) Sunil Chadha,, Nil
| 05 31 2011 16:06:29 +0000
you are right group discussion is not necessary for technical company but tell me one thing at how much time any person will remain a technical person as hi or she will get promoted the work becomes change towards the management and business development at that time we need support from team during any technical and financial maters at that time what he will do and major decisions are on the basis of discussions so why not we want to prepare for a white color person
By
Rahul srivastava, Area Business Representative, Premium Transmission Ltd
| 05 31 2011 15:28:15 +0000
A group discussion is used as a concept to gauge a candidate's ability in the following : 1. To interact with other people , even if they hold a different opinion , in a mature manner 2. To come up with ideas to counter opposing views 3. To generate ideas based on one's own understanding of a subject 4. To stand out amongst a group of people based on one's intelligence , power of speaking , and one's personality. It is up to the company to decide the relative weightage of these abilities , vis-a-vis one's technical ability. But given that no one works solely in a technical capacity in any organization ( even in an R & D setup , a person has to interact with other people at various levels ) , I think these qualities deserve to be evaluated. A candidate who shines in a GD may not be technically superior , but may still be an asset to the organization.
By
K. NARAYAN, None, None
| 05 31 2011 15:16:47 +0000
Why not. GD is one excellent mechanism to see how you interact with people arounf you. Are you a leader, a blind follower, a discerning follower etc.
By
V. Srinivas, Freelancer, Information Technology
| 05 31 2011 12:59:19 +0000
No harm in conducting Group Discussion. The draw back is sometime we may miss a brilliant student due to this. but, i feel we consider for 10 out of 100.
By
Kandavel Raja, Project Manager, Sobha Developers Ltd
| 05 31 2011 12:35:44 +0000
In my opinion if the company is in technical field then there will be no G.D. round because if there is a person whose technical knowledge is far better then the other person who is good in G.D, then the company is lossing one of the best knowledger who may be give his/her knowledge or partisipation in the incremental of that company.....
By
Jitendra Sharma, B.Tech/B.E. student, IET,Alwar
| 05 28 2011 09:02:58 +0000
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For a technical job the most important parameter is knowledge..to judge knwoledge you do not need a group discussion , personal interview is enough for that. there may be some persons who are very good in manupilating group discussion but when it comes to technical knowledge they may be having zero knowledge. Regarding group performance a person can be trained and person eventually learn to perform in a group. so i think GD can not be a selection criteria for a technical job.
By
sanjeeb tamuli, Analyst, Feedback Infra
| 06 17 2011 10:50:15 +0000
Some people cannot open up the very first time. They take time to get familiar with others before expressing their views. This does not mean that they are no good technically when they fail in GD. And in the present day, most people have the gift of the gab without a matching skillset. Due to this, they get selected in GD leaving out the more skilled and better suited candidates. This does not mean that a GD is not necessary at all. Some positions like pre-sales, customer technical support, higher management roles, etc., require both technical skills as well as oral communication skills. So first make an assessment of the requirement and then decide about whether to have a GD or not.
By
Raju V P, Senior Manager, an International Bank
| 06 07 2011 16:12:30 +0000
with Technical company, i am assuming that the interview is for a technical position for which technical knowledge is more important than public and group debating skills. In group debates, performance of even the best speaker as well as knowledgeable participant depends upon the way other participants participate and in some cases it may not give the opportunity even to the best technically competent person to display his or her skills.
By
Amit Kumar, Program Manager, EduMark Realty Education Services
| 06 05 2011 09:44:58 +0000
as miss Sinha stated one need to be technically sound in the respective field, doesn't matter how good u are in group discussions and all! thanks Miss Sinha for referral!
By
Rohit Thakur, Electrical Engineer-Industrial, Quality Engineering and Software Technologies
| 06 01 2011 17:59:55 +0000
It is not at all necessary for post till mid-management but yes it should be there for the post of top management. Thanks for referral, Gargi.
By
SHRIKANT MANOHAR DANKE, Project Manager, Phadnis Infrastructur Ltd
| 06 01 2011 12:00:31 +0000
I RESPECT YOUR VIEW GARGI
By
sudhakar , BUSINESS CONSULTANT
| 06 01 2011 10:57:28 +0000
Several time it is experienced that GD made confusion only & greatest orator found failure in actual working.
By
kiran , Manager Marketing & Operations
| 06 01 2011 05:17:59 +0000
Dear Brig. Sunil Chada, Yes it is true that a GD will bring out the personality skill but that will surmise the technical skill one possess. But, what a technical company look for , is a solution to technical problems. I do think that Personality is going to out-weigh the technical ability or skill. Certainly, a company will not like this situation to happen. On core issues, they always discuss & thrash out differences ; And a practical method adopted to solve the problem. But, for recruitment, I feel GD is superfluous. SIL / LOPA / QRA / HAZOP etc are all , group discussion carried out by technical experts .But , not pointed to personality skill . These skills they develop later by technical experience. I feel it may be enough for them.
By
KALIYAMOORTHY , Oil & Gas Area Coordinator, Undisclosed
| 05 31 2011 16:31:14 +0000
Indian people dont need to prove through GD......Its american who started something and we started follow blindly........India is a country of good people and good people full of emotion and emotion can not be shown.......in IT OR NON-IT, IT's all about for LALA.........who check to sell there product through...........?
By
Dhiraj Kumar Mishra, MBA/PGDM student, I-Business Institute
| 05 31 2011 16:25:41 +0000
hello Gargi,there is no big use in these group discussions in any interview as it only exhibits parental qualities of a candidate when he/she tries to dominates others in any debate.normally it is good to be group centric rather than self centric and normally all will follow.
By
jairaj shyam prasad, Production Manager, BOSCH Ltd
| 05 31 2011 15:25:56 +0000
dear gargi In todays scenario people usually fight over matters or rather want to prove their point agressively in GD and only those are selected who have a fighting ability rather than those who give relevant points to support the topic ..which is not acceptable as per GD rules and not required from a technical profile person
By
gagan sharma, RF Engineer, huawei telecommunications
| 05 31 2011 14:07:49 +0000
or any technical staff selection group discussion is never the ideal option. One may miss the actual person the company needs.
By
Rathin Deb, Advisor and retail consultant, currently as Branch Manager, Tower Infotech Ltd
| 05 31 2011 13:28:13 +0000
I think GD is not necessary for technical recruitment as the Service recruitment does for IAS, IPS etc officers or Commissioned officers in Army, Navy, Air-force. Because, for service officers there are frequent occasion arise where they need to discus various issues either in Sand-models or in Simulation methods. But, for technical people they get involved in Brain-storming , and various Loss prevention techniques as a discussion. This, they develop during the course of delivery of Job performance.
By
KALIYAMOORTHY , Oil & Gas Area Coordinator, Undisclosed
| 05 31 2011 13:25:33 +0000
Its not necessary because with in one hour we cannot judge the correct person,the person who were coming for GD round may become wat shy r not get influencer but may strong in all other aspects in stead of ignoring them if we train them then we will get the better employee
By
Dilipkumar.J , B.Tech/B.E. student, Velammal Engineering college
| 05 31 2011 11:46:55 +0000
Personal interview is enough, not need any GD. You can more evaluate from personal intervie.Thanks Gargi for referal
By
Virag Shah, Confidential
| 05 31 2011 11:21:26 +0000
GD does not play much importance for interviews. people present very smart during group discussions and I have seen people who are very outgoing in GD's do nothing when hired. The scenarior of interviews must change.
By
Sarada M, Senior HR Generalist
| 05 31 2011 10:08:43 +0000
I agree with Gargi's point of view. Introvert person though intelligent,but may not open up in group discussion.
By
Mohammad Bakhsh, Consultant(Civil), Rail Vikas Nigam Limited
| 05 31 2011 09:39:17 +0000
It is not necessary because technical person need to write code and need not to argue with PM.
By
Chandra shekhar, Technical Writer/Quality Assurance, CMMI 3 Software Company, Hyderabad
| 05 31 2011 09:25:42 +0000
in my opinion, GD should not be there cos it leads to further rejection despite the person possessing good technical knowledge
By
srirang gollerkeri, Senior Recruitment Specialist with AimPlus Staffing Solutions
| 05 31 2011 09:21:22 +0000
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