Tackling Assessment Centres

Assessment centres are commonly used for graduate training schemes both public and private sector. Aspects of assessment centres such as presentations or group discussions can also be used in conjunction with standard interviews.

Why do recruiters use assessment centres?

New members of staff are an investment but, as with all investments, can yield returns or make losses. Whilst most selectors still use interviews as a recruitment tool, research does show the interview process to be flawed and it can gather a limited amount of information with little evidence. You might be able to talk very articulately about your research skills (which does, of course, evidence your oral communication abilities) but faced with a research exercise fail dismally. Many recruiters believe that assessment centres, or aspects of them, enable them to make a more informed, evidence based choice when selecting candidates.

When will I encounter one?

This will depend upon the organisation. Assessment centres or activities designed for assessment can be used as an initial filter; you may have to undertake tests online and/or an assessment centre before reaching a traditional interview. On the other hand, assessment centres can follow interviews so recruiters can see their best candidates in a broader context. You may even be sent an exercise to complete between interviews so be prepared.

What might happen at an assessment centre?

An assessment centre can last half a day to two days and might include:

  • Social events
  • A presentation
  • An in tray/e tray exercise
  • A case study
  • A group activity
  • Individual interviews
  • Panel interview
  • Psychometric tests

Social Events
You are being assessed from the moment you arrive in the recruiter’s building to the moment you leave. Treat all social interactions as an opportunity to prove your suitability and never let your guard down. Whether you are having cocktails or coffee and cakes, keep discussion topics appropriate and use the right language. Many careers necessitate the ability to network and persuade – social activities give recruiters a chance to see you in action.

Presentation
You may be asked to prepare a topic in advance – it might be a subject of your choice, a pre-set subject or an exercise for which you need to present the findings. You will usually be told what resources you have at hand – if not, check. Alternatively you may be asked to do a presentation on the day with a set amount of time to prepare. You will also be given a time limit on the presentation – stick to it as this is part of the assessment.   As with presentations in your degree, be clear regarding what you wish to cover, the way in which you will do this and the clarity of your style and content. Unless you are an IT expert, keep the technology simple.

In Tray/E tray
These simulate correspondence and issues you might deal with in the workplace. You are typically given a pile of paperwork or the electronic equivalent and asked to work your way through it. The issues could vary from staffing to budget allocation to policy making and may have something or nothing to do with the role for which you are applying – the recruiters are hoping to gain an insight into your working methodology.   You need to ensure you understand the overall task and aims of the role you are allocated. You then need to pay attention to detail, prioritise effectively and work to a deadline.

Case Study
Typically, you will be presented with a set scenario that needs to be tackled/resolved and asked to suggest a solution. This could vary from drawing up a marketing strategy to downsizing a government department. Recruiters are interested in your ability to absorb and comprehend information in a limited amount of time and in your approaches to problem solving and creative thinking. Typically, you will be asked to either write a report or present your findings and should anticipate answering questions regarding your rationale.   If writing a report bear in mind it is exactly this, a report, not an essay. Use appropriate language, sentences of a reasonable length and a clear structure.

Group Activity
These activities are designed to enable recruiters to observe your group working skills and where you fit into the group dynamics. The exercises you may be asked to undertake can be anything from building a castle out of toilet rolls to negotiating budgets.   You must be able to absorb yourself in any role to which you are allocated, bear in mind the objectives of the exercise and keep to time. Hard though it is, you also need to balance making a positive contribution to the proceedings with drawing in other people and building upon their ideas. If you are all potential future leaders this can mean a battle of the egos but this, of course, may be an effective mirroring of the workplace.

Interviews
Some assessment centres may follow on after a one on one interview in which case the next stage is to progress to panel interview or one to one interviews with specialists or even your potential manager.   At assessment centres one of the functions of the interviews is to probe your performance at the centre. You may be asked how you feel you are performing, what is going well, what is going less well and why. Be prepared to reflect upon the day, as self awareness is critical to many roles and you might be able to redeem poor performance in an area by effectively analysing it and drawing out learning points.

Go to Interviews for further information or speak to a Careers Adviser.

Psychometric Tests
These can appear at any stage in the recruitment process but are usually employed by large organisations in both the public and private sector. For online applications, they may act as a filter to access the application form, they may be the second stage after completing the application form online or at a testing centre or be part of an assessment day.   In recruitment, psychometric tests are designed to assess your fit for the job. They are utilised to measure ability/aptitude with a typical focus on verbal and numerical reasoning. There are also personality tests looking at your working style, behavioural patterns and predispositions.   Recruiters may set a certain score/ profile that they want you to achieve or use the information alongside other assessments.   There is debate regarding the benefits of practice in enhancing performance on such tests but it is certainly the case that familiarity can calm nerves and anxiety and reveal areas you may need to work upon.

Go to Psychometrics for further information or speak to a Careers Adviser.

Additional Sources of help and advice

For further information and advice:

  • A Careers Adviser is on drop-in most days in the Careers and Employability Centre and will be happy to discuss any aspect of the job application process.   
  • Careers and Employability runs applications workshops throughout the academic year. See Events for information.
  • For further information on assessment centres and other stages of the application process go to Prospects and Targetjobs

 

Updated on 16 April 2013