Group dynamics: tips and 12 creative ideas

The group dynamics are intended to assess characteristics of the candidates’ behavior. In order for them to be effective and, in fact, to bring relevant results to recruiters, it is necessary to know the reason for their use and how to apply them.

If these issues are not well evaluated and strategically thought out, the dynamics may not go as expected and may not provide benefits to the selection process.

To understand the possibilities of execution and why the evaluation of personality traits of candidates through group dynamics, continue reading the article.

After all, what is group dynamics

Widely used in different stages of selection processes, group dynamics is one of the evaluative components that can determine which candidates have the inter-relational skills – also known as soft skills – that best match the company’s culture.

That is, keeping in mind the values ​​on which the company is based, recruiters create situations in which candidates can let their values ​​emerge. In this way, it will be possible to assess who has, potentially, fit with the company.

For it to be effective, the dynamic must promote a more relaxed environment so that candidates can feel at ease to bring the most outstanding traits of their personalities to the proposed activities.

In addition, it is very important for recruiters to be clear about the purpose of the dynamic so that the results collected are accurately measured and that it does not become a meaningless process for the participants.

When to use it?

After making the first online screening on the recruitment and selection platform, candidates with an ideal CV for the vacancy will generally be called to the first face-to-face phase of the selection process.

It is common for this phase to have several people, since, potentially, everyone fits the profile – at least in training and technical knowledge brought in their curricula.

To do another screening, in order to understand what are the characteristics that differentiate one candidate from the other and that make some more compatible with the values ​​of the organization than others, it is up to the application of group dynamics.

Other strategic moments to apply the group dynamics are the phases that are already approaching the moment of hiring, since, with fewer candidates, the stages become more and more strategic.

Therefore, when performed well, the group dynamics can be decisive for the choice of the recruiter.

Benefits of applying group dynamics

If the dynamics activity is well structured, well conducted and has well-defined evaluation criteria, the R&S professionals will soon realize what are the soft skills most present in each candidate: empathy, collaborative spirit, leadership, among other inter-relational traits.

Having knowledge of such characteristics can contribute to the development of the company and also to the relationship that the candidate will have with his colleagues on a daily basis. This directly influences the team’s production capacity and, therefore, the company’s revenue.

In addition, with the dynamics, candidates have to show solidarity in favor of a single objective to be achieved by all, leaving aside a possible tense atmosphere that competition for a job vacancy can cause. Having a pleasant atmosphere, candidates are more relaxed and really show the best they can offer the company.

Types of group dynamics

Check out, below, some types of group dynamics to apply in your company’s R&S processes and, thus, boost hiring.

Dynamics of secrecy

Give a piece of paper for each participant to write a secret or a delicate situation they lived in – and feel free to share it anonymously. Then everyone should fold them up and put them in a box.

Each candidate must remove a paper before starting the dynamic, to make sure they have not caught their secret. When everyone has a secret in hand, they should read it out loud and put themselves in the shoes of the person who wrote it, saying what their feelings are about that situation and proposing a solution.

This dynamic will let you show which candidates are more empathetic and also those who are able to envision solutions in the face of problematic situations.

The company wins by hiring people who can think of others – the likelihood of developing good work in groups is great – and see beyond the problem that is posed, since they find it easy to think of alternatives to deal with such situations.

Challenge dynamics

The dynamics aim to note which professionals are most anxious when a challenge is presented to them and which ones deal with it more naturally.

Wrap a box of chocolates so that candidates cannot see it. Say that the box contains a great challenge that must be fulfilled by one of them – the challenge, in fact, is the prize: the person wins the box of candy and can enjoy it.

Put on a song and let it go, having already agreed with the candidates that the moment the song stops, whoever has the box must open it and fulfill the challenge.

As the music plays, notice how each participant reacts: who wants to get rid of the box, who is calm, who seems to be afraid. This will give you a sense of how each person behaves in adverse situations.

When the music stops and the candidate finds that, in fact, the challenge is also the reward, the recruiter can pull the hook to say that the person hired will encounter many challenges in the position, but that he can count on his colleagues to overcome it and that the reward of a job well done is worth it.

Therefore, they must face adversities as normal day-to-day issues and try to resolve them calmly, without anxiety or rush – after all, nobody wants the box to fall during the dynamics, for example.

6-3-5 dynamics or brainwriting technique

In this dynamic, recruiters perceive not only the creativity of the participants, but also the ability to look closely at colleagues.

It is necessary to raise a question for everyone, a situation to be solved. Then, divide groups of six members each and give each of them a piece of paper. Each participant will have to write three ideas within five minutes for the situation posed.

Every five minutes, the papers should be passed on to the next colleague, who will read the ideas and be able to rely on them to bring about another solution.

In this way, a circle of new ways of dealing with a challenge will be formed and a bond of complicity as well. After all, all ideas will be the responsibility of all participants, since everyone had the opportunity to look at them and make interventions.

Dynamics of truth or lies

This group dynamics is very simple and can bring participants the understanding that the pre-judgment of people or a situation, without knowing the whole, can be detrimental to decision-making – including in professional life.

To do this activity, it is necessary for each participant to write two truths and a lie about themselves on paper. He must read the statements aloud so that the other candidates try to find out what is true and what is false.

Thus, the recruiter will realize who is in the habit of judging more quickly, who takes a few moments to think and ponder the three statements before saying which one is false and who prefers not to take a position and not commit.

Dynamics of characteristics and fads

In order to know a little more about the participants and promote greater integration between them, the dynamic is very simple and even resembles the previous one.

Each one must write two characteristics and two quirks that he has, without entering the name. After folding the papers and placing them in a box, the draw should be made, ensuring that no one takes the paper you wrote.

One at a time, each participant will read the characteristics and fads aloud and everyone should try to guess who owns the role. After the discovery is made, the person can explain why his characteristics and manias.

With this scenario, the recruiter is able to see which candidates have characteristics that are close to the company’s organizational culture, being able to enhance these traits, develop them and then contribute to the company’s growth.

Dynamics of solidary cubes

The purpose of the dynamic is to bring out the sense of teamwork optimized by the individual characteristics of the participants.

Within an hour, each group must present fifteen cubes created from scratch with materials provided, such as cardboards, scissors, glue and ruler.

For the task to be performed, the groups will have to designate specific activities for each participant, depending on their strong characteristics – which must be brought by each one, so that they can organize themselves in the best possible way.

With that, each group will have to talk, get to know each other, get organized and perform the task. The process will require both teamwork and individual capacity – as well as the routine tasks that every employee performs within his team.

Observation dynamics

In this group dynamic, participants should be divided into pairs and observe each other for a few minutes. Then, one has his back to the other and each one must change three things in their appearance – side of the hair, putting on or taking off earrings, bracelets, glasses, among other possibilities.

After the changes, each one should point out what the other has changed in their appearance, bringing their capacity for observation.

This characteristic can be beneficial for the recruitment and selection team that seeks someone attentive to tasks and people, and may notice skills that have not yet been developed or even if a colleague needs help with a certain task.

Dynamics of questions

Applicants must form a circle. Two balls, each of a color, must be at different points on the wheel – one ball will be assigned to those who ask a question and the other to those who answer it.

Put on a song and ask the participants to pass the ball to whoever is next to them until the music stops. At that moment, one person will have the power of the question and the other with the power of the answer.

Note which questions are asked, which participants are really engaged, the creativity of the questions, the interest in knowing better who is present in the process. With this information, you will be able to draw some profiles and learn a little more about everyone present.

Balloon dynamics

The expected result of this dynamic is the analysis of more strategic profiles, healthy competitive and observant.

Divide candidates into two groups. Participants in each group should receive bladders with different colors – one group with green bladders and the other with oranges, for example.

Each person must fill the bladder and tie it around their waist. The objective is to pop all the bladders of the opposing group, making your bladder intact so that you can continue in the game.

This requires work and group, strategy, attention and a dose of competitiveness. Candidates with this profile can add to the development and growth of the company with their strategic thinking and observer positioning.

Dynamics of the island’s treasure

To encourage group work and partnership, it is necessary to divide the candidates into pairs and place each one on a sheet of newspaper in a corner of the room. In the other corner, place a box of candy on top of another sheet of newspaper, which will be the island’s treasure.

The goal is to cross the room and reach the treasure without tearing the newspaper and without stepping on the floor. To this end, it can be effective for the pairs to even work together with each other.

For this activity, it takes calm and collective thinking – the rush has no time, otherwise the newspaper will tear up because it is a delicate material. The same logic happens when the company’s employees are faced with a situation that requires caution: it is necessary to unite with other people and think of viable solutions to the problem.

Dynamics of classified ads

Each candidate must write an announcement about himself on a sheet, telling more about his qualities and strengths. Then, everyone should form a circle and spread the papers in the middle of it.

The recruiter must establish an order for everyone to guess who each ad belongs to.

This activity is very rich for the candidate to know how to value himself, to show his qualities and to place himself as a qualified professional to perform the activities of the position in which he is competing.

Dynamics of similarities

The recruiter should divide the candidates into small groups and ask them to talk to each other in order to find one or two similarities in their professional experiences.

This activity, in addition to already doing a previous survey on experiences that the employee had and that can contribute to his performance in the company, will also promote integration among the candidates and, therefore, empathy, genuine listening, interest in the other and good communication – all requirements interesting for the company.