GROUP DISCUSSIONS (GD) and Personal Interviews (PI) are standard selection tools for selection into some most prestigious companies in India.
While your academic record, work experience (if any) and scores in the entrance test qualify you for an interview call, your final selection depends largely on your performance in the ‘last mile.’
We sought some advice from from Associate Dean, Praxis Business School, Kolkata on what can be done to make Group Discussion and Personal Round of Interviews a great success.
“I will talk about two things here – what the interviewers are looking for, and how candidates should prepare for success.
We will also bust some myths while we address these questions. I have been a recruiter from prominent B-schools during my days in the corporate sector and am now part of the selection panel for Praxis. I also do some training in this area. So I have a fair idea of what it takes to win.
MYTH: Candidates perform well because they are smooth talkers.
REALITY: Candidates perform well because they talk sense and there is sufficient ‘meat’ in what they say.
Companies seek a variety of skills in the candidiates. These comprise analytical skills, communication skills, team skills, ability to handle stress, decision-making skills etc. Let’s talk about the first three. Management is an applied discipline – candidates need to use their analytical skills to apply theory effectively to solve day-to-day problems. The panel wishes to see whether the candidate is able to think clearly about a situation, dig into his treasure of knowledge and apply it usefully in the short time he has to make his point. Preparation – Candidates can train themselves to think analytically – it is an attitude that one can develop as opposed to not ‘think’ at all. Make it a habit to get to the ‘why’ and ‘how’ of issues – don’t take things at face value – think about them before you form an opinion.
MYTH: Academic brilliance equals analytical skills.
REALITY: Candidates with lower academic achievements sometimes demonstrate better capability to relate their learning to practical situations.
Communication skills are perhaps the most critical attribute of the modern manager. These include listening and articulation skills. Moderators look for the candidate’s keenness and ability to listen to others – mature managers are very good listeners because every time you listen, you learn.
Preparation – train yourself to be a good listener – develop the patience to listen attentively. Acknowledge that everyone has something valuable to say. When speaking in a GD, your job is to articulate your point of view in a way that is easy for others to comprehend. Preparation – inculcate the good habit of structuring your thoughts and presenting them logically. Writing essays on a variety of topics is good practice developing thought structure.
REALITY: Good communication is about listening, speaking at the appropriate time, using easy-to-understand English and getting your point across in as simple a manner as possible.
Your job may or may not involve being part of and managing teams. The GD is the first test of how good your team skills are. Do you listen to others? How do you handle points of view different from yours? Are you able to get across your point of view without appearing to be trying too hard?
Do you cross the line from being assertive to being aggressive? If you are a good team player, the other members of the group will tend to connect with you. This will be evident to a moderator even amidst the chaos that marks a typical GD.
Preparation – learn to respect others for what they are. Learn to be open-minded and recognize the fact that people think differently about issues. Seek opportunities to discuss topics of mutual interest in diverse groups.
MYTH 1: Candidates who try to ‘run’ the group and ensure everyone gets a chance to speak etc. demonstrate great team skills.
MYTH 2: People who dominate a discussion and reduce others to submission do well in GDs.
REALITY: Candidates who work with the group, accommodate diverse viewpoints and assert themselves without aggression score high.
However, the PI is a little more predictable as there is a set of questions that is likely to be asked to a majority of the candidates. It makes sense to know what these questions are and to be prepared with the answers. Let’s look at some of these questions:
A necessary condition is to understand your own self – your strengths, weaknesses and nature – before an answer. Other common questions can be related to your reasons for your career goals, reasons for switching streams or giving up a job etc.
Please remember that these are questions about you and only you can give honest answers to them.
The candidate should be prepared to face questions on his areas of interest in academics and his area of work. He has to demonstrate the capability to think and present his thoughts cogently. Highlight your areas of strength – try to direct the interview towards your area of comfort.
A panelist looks at a candidate with one things in his mind – would I like to have him in company for the next two years. The interviewee should thus come across as an honest, capable and sincere person.
Speak the truth while answering personal questions – nothing works quite well as truth. Diligence, genuineness, maturity and an awareness of the environment around you are positive traits.
Cynicism, arrogance and indifference are negative traits. A seemingly innocuous question on who your role model is and why he is your role model can yield lots of information about you across these dimensions.
Highlight your learning from your academics and your job. Learn to say ‘I don’t know’ instead of making wild guesses!
There is no substitute to preparation. Listen attentively to each question asked and keep your answers brief and to the point.”