Internal Business Communication: GDs & Interviews

A structured discussion among a group of candidates, designed to assess group communication skills.

A neutral individual who facilitates and observes the GD, evaluating participants based on various parameters.

Assessment criteria for GD participants include the clarity and relevance of their contributions, effective communication, group behavior, and leadership qualities.

A GD topic that requires a comprehensive understanding of the subject matter, typically pertaining to economics, social issues, politics, sports, films, or IT.

A GD topic that focuses on abstract concepts and requires common sense and critical thinking skills, often exploring philosophical themes or broader perspectives.

A GD where a specific scenario or problem is presented, requiring participants to collaboratively analyze and suggest solutions.

A structured process where a job applicant is interviewed by a panel of individuals representing different departments or areas of the organization.

This is the key to a successful interview. It's crucial to research the company and its role in the industry, familiarize yourself with the specific job requirements, and be prepared for common interview questions.

During the interview, maintaining eye contact, showing enthusiasm, listening attentively, and asking relevant questions demonstrate engagement and interest.

Interviews are two-way processes. It's important to actively listen to the interviewer and ask insightful questions about the company, the role, and its challenges.

Be honest and humble during the interview. Avoid exaggerating your skills or experience. Be prepared to answer questions about your strengths and weaknesses.

Salary discussions should be initiated by the interviewer, not the interviewee, especially during the initial interview. Research salary ranges for similar roles to provide a reasonable expectation.

The interviewer's role involves preparing for the interview, conducting the meeting, evaluating the candidate, and taking appropriate action like scheduling follow-up interviews or offering the job.

A structured interview follows a pre-determined set of questions designed to assess the candidate's skills, experience, and personality.

An interview that focuses on the employee's performance and progress, typically conducted annually or semi-annually.

An interview conducted with an employee who is leaving the organization. It aims to gather feedback on the employee's experience, reasons for leaving, and to identify areas for improvement.

An interview where an employee raises concerns or issues they have with the organization, allowing for open communication to address problems and improve the work environment.

Employees receiving regular, informal feedback from their managers will be less surprised during formal performance appraisal sessions and better prepared to discuss their development needs.

It's important to show appreciation for the employee's positive qualities and achievements. When reviewing performance, focus on specific examples and constructive criticism.

A formal document or a summary of important points discussed during the interview. It serves as a record of key information and can be used for future reference or to support employment decisions.

The interviewee should demonstrate the ability to listen attentively, communicate clearly, and engage in a productive dialogue, using body language and verbal responses that project professionalism and confidence.

A successful interview involves both parties – the interviewer and the interviewee – actively engaging in communication, sharing information, and establishing a connection.

This refers to the chronological order or sequence of steps generally followed during a job interview, beginning with introductions, progressing to company information, and concluding with candidate assessment and next steps.

A brief explanation of an interview stage that includes casual conversation, introductions, and establishing initial rapport between the interviewer and the interviewee.

This stage includes the interviewer sharing information about the company, its culture, values, and overall environment, giving the interviewee a better understanding of the organization they are interviewing for.

This is the core of the interview where the interviewer assesses the strengths, skills, experience, and qualifications of the interviewee by asking specific questions about their past experience, achievements, and career goals.

This is the concluding phase of the interview where the interviewer summarizes key points, answers any questions the interviewee may have, and outlines the next steps in the recruitment process, like providing a timeline for further updates.