Campus placements are crucial for students entering the professional world. However, the role of Group Discussions (GD) in this selection process often creates debate. Around 70-80% of graduate recruitment in India happens through campus placements. Many companies include GDs as a vital screening tool. So, should GDs remain a part of campus placements? This question has valid points on both sides, requiring careful consideration.
Many colleges and companies include GDs to filter candidates. But is this method truly effective?
- Over 60% of Indian companies conduct GDs during placements.
- Around 72% of students feel nervous during GDs, according to a 2024 survey.
- Only 28% of engineering colleges provide structured GD training.
- 55% of hiring managers say GDs help assess real-time thinking.
What is GD?
A Group Discussion, or GD, is a formal method. Here, several individuals discuss a topic. They share different viewpoints. It checks communication and analytical skills. It also assesses leadership qualities. Companies and educational institutions use it. They select suitable candidates through this process. It helps understand how well a person works in a group.
Why GDs Are Included
Group Discussions are used for several reasons. Recruiters believe they reflect key qualities required for job roles. These include:
- Communication skills
- Confidence and body language
- Listening ability
- Team coordination
- Quick thinking under pressure
Companies use GDs to test how well students can handle real-world discussions. It helps them judge who can speak clearly, listen to others, and stay calm.
Also Read: Do’s and Don’ts in Group Discussion (GD)
Argument in Favour of GD be Part of Campus Placements
- GDs check communication skills.
- They assess listening ability.
- Candidates show critical thinking.
- They reveal problem-solving approaches.
- GDs identify leadership potential.
- They evaluate teamwork attributes.
- Candidates demonstrate confidence in speaking.
- They display logical reasoning.
- GDs reveal general awareness.
- They show how candidates handle pressure.
- Companies gain insight into candidate personality.
- It helps filter candidates for diverse roles.
Also Read: Difference Between Group Discussion, Panel Discussion, and Debate
Arguments Against GD Being Part of Campus Placements
- GDs favour fluent English speakers.
- Quiet candidates may not get a fair chance.
- Aggressive participants often dominate the discussion.
- Limited time prevents a deep assessment of skills.
- Evaluation can be subjective and biased.
- Stress affects natural communication.
- It may not assess core technical abilities.
- Candidates might use rehearsed points.
- GDs can create an artificial environment.
- They may not reflect real-world team dynamics.
- Each person may get only 1–2 minutes to talk.
- GD skills may not matter for every job, like tech or design roles.
Pros of Including GD in Campus Placements
| Benefits | How It Helps |
| Tests communication | Helps judge how well a candidate speaks |
| Encourages teamwork | Shows how one works in a group |
| Filters candidates fast | Saves time for companies |
| Simulates real-life scenarios | Gives a sense of workplace communication |
| Spotlights leadership | Identifies those who lead without force |
Also Read: Trending GD Topics for MBA Aspirants in 2025
Is GD Always Relevant?
Not always. A one-size-fits-all method does not work. GDs may work well for roles that need communication and team coordination. But for technical or creative jobs, practical tests or interviews may be better.
Alternative Screening Methods
Here are some other ways companies can screen candidates:
- Personal Interviews
- Case Studies
- Written Aptitude Tests
- Coding Tests (for tech roles)
- Presentations
These can judge a wider range of skills more fairly.
Group Discussions can be useful, but not for all roles. Companies should use them based on job needs. GD should not be the only deciding factor. A mixed approach works better. It allows students to show their strengths in more than one way.
