Leaderless Group Discussion (LGD) for HR

One of the important skills in the world of work is problem solving and cooperation. If this is a quality you are also looking for in a candidate, include LGD sessions in your organization's recruitment process.

Leaderless Group Discussion (LGD) for HR

LGD or Leaderless Group Discussion is a group discussion conducted without a facilitator, it aims to assess the ability of participants to complete tasks in groups. LGD participants are given case studies that usually relate to problems within the applicant's company, after which the discussion will be allowed to take place, and the assessors will assess each individually.

As HRD, you can get a lot of valuable data from the recruitment process via LGD. Among other things, you can target the candidate's abilities in problem analysis, emotional management, adjustment, communication, collaboration, and leadership skills - these natural characteristics in them that can emerge precisely because the discussions take place without a special leader appointed from the start.

Moreover, when we implement LGD in our recruitment or staffing process, we can assess candidates based on The Great Eight Competencies - the famous work behaviors principle that promotes employee effectiveness in organizations. According to the theori, these competencies include: Enterprising and performing, adapting and coping, organizing and executing, creating and conceptualizing, analyzing and interpreting, interacting and presenting, supporting and cooperating, and leading and deciding. Interestingly, it can all be unveiled during an LGD session.

Generally in the selection or recruitment process, LGD is carried out in two stages:

- The first stage is to solve individual cases in about 10-15 minutes.
- The second stage is group case resolution which usually takes 20-30 minutes.

We can put more emphasis on candidates who actively participate in group discussions, but still give other people the opportunity to speak, be polite, take notes and finish the discussion on time.

Bottom line is, the FGD can help you to differentiate those who desire to rule from those who desire to lead, those who rely upon their position power from those who rely upon their personal power, and those who value their own ideas exclusively from those who are open to the ideas of others.

In Indonesia, this method has been used quite often in the government scholarship selection process, while globally, it is commonly implemented for recruitment of supervisory/managerial positions both first-level to top level. So, are you interested in holding LGD for your organization too?

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