Why PSUs Used to Conduct Group Discussions in Interviews – And Who Still Does?

Why was GD a key step?
Group Discussions were designed to evaluate a candidate’s communication skills, leadership potential, team dynamics, clarity of thought, and presence of mind — all essential qualities in a collaborative work environment. PSUs value professionals who can work effectively in teams, contribute ideas constructively, and lead initiatives under pressure. GDs simulated real workplace scenarios, allowing panelists to assess these soft skills beyond what a written test or interview could reveal.
Over time, however, many PSUs have phased out GD rounds, especially for engineering roles through GATE. This is due to standardization of processes, large applicant volumes, and a shift toward GATE scores + Personal Interviews for efficiency and fairness.

GDs were used to assess soft skills that written exams and personal interviews could not fully capture. These include:
• Communication clarity
• Leadership and initiative
• Ability to handle pressure
• Team collaboration and respect for others’ opinions
• Decision-making and logical reasoning

PSUs Still Conducting GD/GT
• ONGC (Oil and Natural Gas Corporation)– GD + PI (common for GATE-based selection)
• IOCL (Indian Oil Corporation Limited) – Group Task + Interview (especially for MT roles)
• HPCL (Hindustan Petroleum) – GT + PI (used for certain disciplines)
• BPCL (Bharat Petroleum) – Occasionally includes GT/GD
• NTPC (National Thermal Power Corporation) – GD + PI for some posts, especially in HR and Management
• GAIL, SAIL, and BHEL – Have used GD/GT in past, may vary by year and role
In summary, while GD is no longer a universal screening step, it remains vital in roles requiring strategic thinking, people management, and cross-functional collaboration — qualities that PSUs deeply value in future leaders.