What are the questions for a leaderless group discussion interview for the nursing profession?

A leaderless group discussion is an interview in which a group of test takers are asked to discuss around a given question without assigning a group leader. HR evaluates the candidate's ability and personality traits based on their verbal and behavioral performance during the discussion. It comprehensively examines the candidate's abilities, including communication skills, self-control skills, cooperation skills, leadership skills, etc.

This type of interview is more difficult.

1. Improvement of content.

Leaderless group discussion is a dynamic game process, in addition to carefully preparing at home, it is necessary to adjust what you have prepared according to the content of the previous students' speeches, and at the same time to judge the feedback of HR by observing the reaction of the rest of the students when they introduce themselves.

2. Be the first to speak.

The first student to speak will often be able to make a deeper impression on the interviewer, and because they are the first to present, the scoring criteria will be relatively more lenient. Even if there is a mistake in the expression, the judges will not be too harsh. And if you perform well, it will highlight that you not only have the confidence but also the strength, which is the type of candidate that most interviewers expect.

3. Basic etiquette for group discussions.

Four unprincipled: do not interrupt others, do not deny others on non-principled questions, do not question others on non-principled questions, do not supplement others, and use constructive suggestions instead of critical suggestions.

People who are easy for HR to follow during discussions.

1.Group Leader.

2.First speaker.

3.A member of the group who came up with a good idea.

1. Group Leadership: Becoming a leader requires winning the support of the majority, not everyone.

Come to the interview venue 20 minutes in advance, listen to the other students' chats, gather some information (don't become familiar with each candidate), record more when other students introduce themselves (have useful information so HR can see that you are on the record), and selectively repeat the words of the interviewer and group members before stating their own opinions (showing the ability to learn quickly).

However, if the group has a particularly qualified and experienced leader, don't fight for it, it will be relatively easy to fight for the second-in-command, wait for the leader to make a mistake and put yourself first in the company.

First speaker.

The first speaker can get extra points from the interviewer, but if the first speaker expresses his own opinion, it will inevitably be denied or questioned by the rest of the students. So the first to speak, but not to say the content, but to propose the allocation of time. During the discussion, remind everyone to pay attention to the time when HR sees you, be the first to speak, propose to record the time, and at the same time propose the allocation of time.

Generally speaking, there are 5 parts: reading questions, speaking in turn, free discussion, joint decision, and summary. If someone competes for a position with him, give him the graceful one.

3. Team members who come up with good ideas.

This way of behaving proves that although you may not have the time to be a supervisor and a group leader, you are well-rounded, calm, cautious and organized.

The leaderless group discussion interview process is as follows:

1. Organize admission. Before the start of the official examination, candidates need to go through the entrance preparation stage, during which candidates need to go through the lottery, queue to enter the venue, take a seat, and listen to the examiner read the introductory words.

2. Preparation of outline. After ensuring that each candidate has the question book materials for this interview in front of them, the exam will officially begin, and the staff will calculate the time. The first stage after the official start is the syllabus preparation stage, in which each candidate has 5-15 minutes of independent reading and syllabus writing time, which is mainly to prepare for the follow-up speeches and other links, and generally will be given draft paper and pens.

3. Personal statement. Usually candidates speak in turn according to the order of drawing, and each candidate needs to independently state their thoughts around the same issue, and generally each person speaks for no more than 3 minutes.

4. Free discussion stage. After the end of the personal statement stage, enter the free discussion session, and determine the discussion time according to the principle of 5 minutes per person on average, generally 40-60 minutes in a group of 8 to 12 people. Candidates are expected to discuss the assigned questions and agree on the content of the questions.

How candidates speak, the order and number of speeches are all performed by the candidates, and the examiner does not make any speeches or reminders during the discussion. Throughout the discussion, the examiner acts as observer, recorder and silent judge, grading the candidate's performance only against the rubric requirement table.

5. Summarize the presentation stage. After the free discussion time, the group summary presentation will be summarized by the examiner and the results of the group discussion will be reported, and the summary statement will be generally 2-5 minutes long. Normally, the concluding argument is selected by the group members, or by the candidates who self-recommend and all the group members pass.

1. Choose your own appropriate role positioning.

Icebreaker: The first person to break the deadlock should take charge of the overall situation, make a systematic plan for the exam, have a time plan, discuss the content first, and then discuss the content.

Facilitator (Leader): Grasp the general direction and move the discussion in the right direction. Facilitator: Reconcile the two sides of the argument and take the right to speak from the person who talks a lot to the person who talks less.

In a logical and clear context, the examiner presents the agreed plan of the whole group.

2. Pay attention to etiquette during the discussion, you can discuss fiercely, but do not have fierce language or even physical conflicts.

3. We must grasp the time, take the initiative to speak to improve the quality of suggestions, and do not abandon our correct views because of the overall situation.

4. The scratch paper issued by the interviewer should record your thoughts and other people's opinions, be clear and neat, and avoid scribbling.

A leaderless group discussion is a temporary working group formed by a group of test takers.

Leaderless group discussion refers to a group of test takers forming an ad hoc working group to discuss a given question and make a decision. Since the group is improvised, there is no designation of who is in charge, and the purpose is to see how well the test takers will perform, especially to see who will stand out from them, but it does not have to be a leader, because that requires real ability and confidence, and a lot of certainty.

Leaderless group discussion is an assessment technique often used in the evaluation center technology, which uses scenario simulation to conduct group interviews with candidates. No leader, it is through a certain number of candidates to form a group (6-9 people), for about an hour of discussion on work-related issues, the discussion process does not specify who is the leader, nor does it specify the position where the test taker should sit, let the test taker arrange the organization, the evaluator to observe the candidate's organization and coordination ability, oral expression ability.

Whether the ability and quality of the persuasion ability and other aspects of the debate meet the requirements of the proposed position, as well as whether the personality characteristics such as self-confidence, aggressiveness, emotional stability, and reaction flexibility are in line with the group atmosphere of the proposed position, so as to comprehensively evaluate the differences between the candidates.