Group dynamics is a common step in the selection process for job offers. The purpose of this technique is to allow the company to find the candidate that best suits the profile sought, which does not depend only on experience and training. The behavior and personality of the team are characteristics that are highly valued in recruitment processes today.
Although the choice depends on the profile that the company considers most suitable for the vacancy, whoever has been called to participate in a group dynamic can prepare to have a performance that shows their full potential, increasing their chances of remaining on the job. Take a look at five tips for getting along.
Tip 1: Know the whole process
Understanding how this recruiting phase works is the first step in preparing. Not being caught off guard helps contain anxiety, which is one of the factors that most hinders a job candidate.
In general, a group dynamic brings together at least six candidates. The maximum number is variable. While some experts consider that 12 participants is the maximum ideal number, since it allows everyone to be observed and have the opportunity to express themselves, some companies even carry out dynamics with up to 30 people.
The dynamics of the group is directed by a facilitator, who is a selector in charge of guiding the candidates. This person provides instructions and controls the rhythm of the dynamics, allowing the participation of candidates and always assuming a neutral position.
The facilitator is assisted by one or more observers. These observers are responsible for taking note of the performance of the participants. Their records on the behavior of each aid help to identify the most suitable candidates for the profile sought. The observers do not usually identify themselves in the opening of the dynamic, they remain in the room throughout the process and practically do not interact. They already have a pre-script of the games that will be suggested to them and what skills they should observe in each activity.
Group dynamics are generally divided into six stages. However, this is not a fixed rule, and the evaluator can design the activity according to your needs.
Opening
In the first stage, greetings are made. The facilitator introduces himself, talks about his role and explains a little about the company and the vacancy. Then you will describe what the dynamic will be like and how long it will last.
Presentation of candidates
The first intervention of the candidates is usually in the presentation. The facilitator can request a brief description of each person’s life so that everyone knows each other. This presentation can be simple or a game can be used.
Heating
The warm-up phase is the “icebreaker” and generally involves physical movements or games. Its goal is to make participants less tense and more comfortable, allowing them to begin to express themselves more spontaneously.
Main activity
This phase is used to measure the competencies of the candidates and identify those that best suit the position. Techniques vary depending on what needs to be evaluated. Games, discussions, challenges or other types of activities can be adopted.
Evaluation
After the implementation of the activities, some companies propose to the candidates a stage of reflection on what has been done. Participants can be asked, for example, about how they felt during the exercises, about their evaluation of group performance, what they learned and how that experience can be applied in their daily lives. This step helps selectors to better understand the attitudes of others, confirming or changing the observations made in the previous step. Therefore, it is very important that the candidate makes an effort to collaborate in the evaluation.
Closure
Finally, the facilitator must say goodbye to the candidates, inform them about the next stages of the process and clarify any doubts that arise.
Tip 2: find as much information about the company
Recruiters like to know that the candidate knows what to expect if they get the job. If the name of the company you are selecting has been revealed, look for as much information as possible.
Find the company’s institutional website and study its mission, vision, and values. Try to identify which of these points matches your personal profile.
In addition to knowing the principles of the organization, stay well informed about the products and services it offers. Confusing a company’s product with that of a competitor is inexcusable.
Take into account the company profile to choose the clothes you will wear on the day of the event : if you are a young, modern and informal company, there is no point in wearing a suit and tie. Jeans and T-shirts, on the other hand, will never be the appropriate attire for the selection process of a bank or other very formal organization.
Tip 3: be yourself
For those who are going to participate in a group dynamic, it is important to know that there is no single profile or specific pattern of behavior sought by the companies that apply this tool in the selection process. It is not true that the candidates who do the best in dynamics are always the ones who speak the most. It all depends on the characteristics that the company considers most important for the specific vacancy.
Candidates’ communication skills and extroversion will be important for jobs that require these characteristics, but not necessarily for everyone. For some positions, the ability to concentrate, for example, may be more important. Jobs that require initiative can be associated with dynamics that assess how much participants can manage themselves.
The most important thing to keep in mind during group dynamics is not to try to force behavior that is not authentic. It is not always possible to know with certainty what the company is looking for and, often, the profile sought is exactly the opposite of the one imagined by the candidate. Additionally, observers are trained to identify simulated behaviors.
Tip 4: Respect the group
Although authenticity is the top tip for getting along, some precautions should be taken. A very outgoing candidate must be careful not to talk too much, run over others, or upset the group. Being comfortable is good, but it’s also a good idea to keep an eye on jokes or inappropriate behavior.
Having a good education and not exaggerating aggressiveness is important because dynamics is a collective exercise and the ability to work as a team is valued . Rather than imposing yourself on the shout, is knowing how to rationally defend your arguments and be open to listening to the opinion of the other participants.
Tip 5: fight for shyness
No one has to pretend to be something they are not, but not saying anything during exercise is a serious mistake. For this reason, shy people should make an effort to express themselves at least a little.
Those who do not say anything cannot be evaluated and probably will not be able to remain in the dispute. This does not mean that the shy candidate should try to speak from the elbows. A single pertinent observation, made at the right time, can count for many points .