6 group dynamics for personnel selection

If you have carried out selection processes for a job in recent times, it is likely that you have faced several group dynamics. These techniques have gained great prominence due to the advantages they offer in terms of costs in time and moneybut also for the versatility and possibilities they offer.

Despite being activities designed to be dynamic and fun, they are also capable of becoming a good source of anxiety. This happens when we approach them as an exam with only one correct answer. However, the real objective is to know the candidates better to be able to assign them tasks that are more aligned with their capacity.

Companies, interviewers and applicants should always keep in mind that we are all good at something, but not all of us are good at the same thing. An extrovert has great social skills, but an introvert can be an excellent conflict manager. Thus, this type of dynamics is recommended to identify qualities in each individual.

The benefits of group dynamics for personnel selection

Previously, personal interviews were the most used resource in personnel selection processes. However, today group dynamics may be more appropriate, especially in large companies. This is not only because they allow a greater number of candidates to be interviewed in less time, but because allow us to differentiate between very similar profiles by evaluating their performance.

At the same level of education and professional experience, Recruiters need to know the attitudes, skills and mental orientation of candidates. This is what is known as soft skills (soft skills or competencies), those that do not derive from academic or professional learning, but are more related to character. Some of the most important are the following:

Creativity. Emotional intelligence. Critical thinking. Time management. Level of adjustment and agreement with the company’s values.

Recruiters use group dynamics to find differentiating talent.

Some group dynamics for personnel selection

If you are wondering “how can these personal skills be identified?”, below we share some of the most used group dynamics.

1. Integration dynamics

These types of activities are usually carried out at the beginning of the process as a first approach between the candidates and a first contact. Integration dynamics are widely used in consolidated groups to foster camaraderie and improve relationships; However, they are also very useful to observe how individuals develop socially.

For example, each person can be asked to write a curiosity about themselves on a piece of paper. The papers are then mixed and distributed randomly. The participants must talk to each other until they find the person to whom each role corresponds.

2. Debate of opposing positions

In this case, a controversial issue is proposed on which the candidates are going to debate. Each one is assigned a position (for or against) without taking into account their real opinion, and their argumentative capacity, their initiative, as well as the respect they show for the interventions of others are observed.

The task can be carried out individually or in teams. Besides, It is common that in a second round the roles are exchanged and those who were in favor become against. In this way, the ability to adapt and teamwork can be evaluated.

3. Role play

This is one of the most used and useful group dynamics. It simply consists of simulate some of the situations that the candidate could face in his or her job; for example, answering a phone call or resolving an incident with a customer.

Depending on the selected case, skills such as the ability to manage stress, communication skills can be evaluated or the ability to solve problems.

4. Case study

The case study once again presents a scenario that the candidate could encounter when performing his or her job. So, A description of the problem is offered and contributions and suggestions are listened to. of the participants.

The situation may require achieving a goal on a tight budget, completing a project in a short period of time, or simply fulfilling a client’s assignment.

This exercise allows you to evaluate creativity and problem-solving ability, but also leadership skills and teamwork.

5. Brainstorm

He brainstorming in personnel selection is also an excellent resource for observe creativity, proactivity and innovation. To carry it out, a topic, a problem or an objective is proposed so that the candidates can contribute ideas, proposals and solutions.

The activity can revolve around the creation of a new product line, the improvement of services or any qualitative change that the company needs.

6. Decision-making dynamics

These types of group dynamics are the most striking and the ones that surprise candidates the most, due to their apparent little relationship with the job. It consists of pose a fictitious situation in which group decisions must be made; For example, what three objects to rescue from a shipwreck on a desert island, or what elements to drop to avoid losing altitude in a hot air balloon.

The participants choose their bets and then present them and share them with the rest. The group will then have to make a joint decision. Here the argumentative and persuasive ability can be observedlogic and even the ability to cooperate and accept good ideas, even if others have had them.

A decision-making dynamic reveals everything from the candidate’s argumentative capacity to the way he defends himself and cooperates.

Face group dynamics by being yourself

Now that you know some of the most used group dynamics and the skills they seek to evaluate, we want to suggest face them with a relaxed and honest attitude. Generally, we perceive them as a competition in which we have to step over our peers or pretend to be what we think recruiters are looking for. However, the most valuable thing is that you allow yourself to show your true qualities.

Maybe the company is not looking for expansive and competitive profiles, but conciliatory and logical ones, and you are covering up these virtues that you have by trying to fake others. In any case, The most positive thing for everyone is to occupy positions with which we have a good fit, where we can contribute from what we really are; So, don’t be afraid to show yourself.

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