Guide to assessment centres

WHAT’S NEXT?

Guide to assessment centres

A driving test allows an instructor to observe and assess how you navigate real roads and traffic before you get your license. Assessment centres can be in the same way: simulate a typical workplace environment along with individual and group tasks aligned with specific job roles to allow employers to assess the capabilities and aptitude of multiple candidates at once. Assessment centres have become a favoured part of the recruitment process of many mid-size and large firms, particularly for graduate or internship placement programs.

Assessment centres usually fall somewhere in the middle of a company’s recruitment strategy. Applicants invited to participate should already have successfully gone through an application, initial assessment and maybe even a phone or video interview. Be happy that you’ve come this far: it means the employer thinks you have potential and would now like to give you the opportunity to prove it.

WHO WILL BE ASSESSING ME AND HOW WILL THEY DO IT?

Specialist recruiters or the employer’s HR staff may conduct the assessment. The process could take from half a day to as many as three days. Generally, though, the average is a half- or full-day assessment. During the course of an assessment, assessors rate participants on a range of competencies as they carry out several different tasks. After the assessment is completed, assessors will consolidate their results and come to a consensus on each applicant’s suitability for the role. As a participant, you may be able to see the assessors while you go through your assigned tasks and exercises. You may be told that you are being filmed, so assessors can play back your performance and review it at a later time.

THE PROS AND CONS OF ASSESSMENT CENTRES

There are many advantages for you and your potential employer: ■ It gives an employer better insight into how a candidate will perform in a professional context, as well as practical examples of their soft and technical skills. ■ Assessment centres may be too expensive for smaller companies but will be cost- and time-efficient for larger firms with many applicants to assess. ■ As a candidate, you will be given more time and opportunities to prove yourself during a full day of tasks rather than during a one-hour interview.

■ You will also have a much clearer idea of what your role will require daily and what skills you’ll need to do it well.

The only clear disadvantage is that it will be intensive and stressful. You will have to remain alert, attentive and engaged during the process.

WHAT TO EXPECT FROM AN ASSESSMENT CENTRE

The tasks set out for you will change depending on the potential employer and which role you’re applying for, but they generally tend to fall into the following categories:

Self-awareness and/or competencybased interviews

These could be peppered throughout the day. Self-awareness interviews generally ask you to assess yourself on your performance either during the course of the day or a particular task. You may also be asked why you chose to apply for that specific role and company. Competency interviews tend to consist of scenariobased questions where you will be required to describe situations where you used your technical skills to solve a problem.

What’s being assessed:

Your skills and technical knowledge, ability to provide situational examples from your own experience, your personality and demeanour, and your professional motivations

Tips:

Research and prepare as much as possible for this. It’s impossible to predict exactly what you will be asked, but think of some concrete examples where you solved a problem or made an improvement. Think of the situation, the approach you took and the tasks you carried out. Research the company and role thoroughly, so you can speak to what appeals to you about both and come up with examples that are relevant. Finally, have a clear understanding of your own strengths and weaknesses. Ensure that you can express them with a balance of confidence and healthy self-awareness.

Group exercises

These could consist of a role-playing exercise or a situation where groups are given a problem or case study to discuss, address and present together.

What’s being assessed:

Your communication skills, how well you work within a team, leadership and problem-solving skills, your ability to listen and support your fellow team members

Tips:

Make sure that you participate actively in the task, but be careful not to hijack the conversation. On the other hand, also avoid taking too much of a backseat as this will not work in your favour. Never think of your fellow participants as competition.

Treat them as you would your team at work and ensure you listen to their opinions and support any ideas you feel are good. If you disagree with them, do so professionally and courteously without being dismissive or aggressive.

Presentations

Some assessment centres will require you to give a short presentation, usually in front of your fellow candidates and assessors. Your topic will depend on the employer and potential role, or you may even be asked to pick one yourself.

What’s being assessed:

Your ability to communicate clearly and expressively to a group of people, confidence and public speaking skills, ability to construct a timed, structured and well-executed presentation and on short notice

Tips:

Ensure that you structure your presentation, so there is a clear start, middle and conclusion. Your voice and body language should portray that you are relaxed and at ease. Don’t over-saturate your presentation with information: stick to a few clear, well-articulated messages rather than a haphazard jumble of ideas. Use notes to guide yourself through the presentation, but never read off a script.

Aptitude tests

How adept are you at picking up new skills or learning on the job? Aptitude tests assess just that and usually take the form of numerical or verbal reasoning tests, which require candidates to logically process complex information.

What’s being assessed:

This gives an insight to an employer into how candidates would perform in a flexible and highly dynamic work environment. It isn’t difficult to see its relevance for jobs in tech!

Tips:

Research the kinds of questions usually asked in aptitude tests. See if you can do a few practice tests online as you prepare for your assessment.

Psychometric tests

A psychometric test is just a fancier name for a personality test where you would typically respond to questions about how you would handle certain scenarios. The good news is that there is no right or wrong answer here.

What’s being assessed:

Your personality, the way you would react to different situations, the way you communicate your thought-process and perspectives

Tips:

Don’t get hung up on what you think the assessor wants to hear. Just be honest and communicate clearly.

Case study exercise

This exercise will present you with a situation you could potentially find yourself within the job you’ve applied for. This could be anything from leading a client meeting or helping a derailed project get back on track. Each situation will be aligned with the job you are applying for and the specific functions of that role.

What’s being assessed:

Your ability to carry out the requirements of the role upon being hired, problem-solving skills, ability to think on your feet, and ability to handle difficult or challenging situations

Tips:

Stay calm and focused. Think logically through any problems you may be presented with and try to pretend you are really in a work environment, which will help you imagine how you will react to the situation at hand

THANKS! ANY MORE TIPS?

Always! Here are some general guidelines that will help you prepare for your next assessment.

Before the day

■ You can’t possibly prepare for everything that you’ll encounter during an assessment, but you can still do plenty of research on the company as well as the job role and requirements.

This will help you think through how you’d address any scenarios put forward to you from that context. You can also look up practice tests online to get a better idea of different types of assessments you might face, how you might respond and the language you would use. ■ Get a good night’s sleep before the assessment, so you are well-rested and energised for the day to come.

On the day

■ Ignore the butterflies and eat a full breakfast before heading to the assessment centre. You’ll need the energy! ■ Arrive early to avoid feeling rushed and stressed before the day can begin. ■ When choosing what to wear, try to imagine what the company’s ideal candidate would wear to work and dress accordingly. Smart and professional is the way to go. ■ Remain alert, professional and considerate even when a task may not be focused on you. Keep your phone on silent mode and out of the way. ■ Try to remain professional even during breaks, as your assessors will be observing how you interact in social situations. Get to know your fellow applicants, be chatty and friendly to the people you meet. ■ Look after yourself: eat throughout the day and drink plenty of water. ■ Often, assessment instructions will be given to you verbally. Listen carefully, take notes when you need to and don’t be afraid to ask questions if you require clarity at any point. ■ If you feel that you haven’t performed on a certain task, don’t lose heart and give up. You will have the opportunity to redeem yourself in a later task. ■ Take advantage of any opportunity when you can ask questions about the company and role. ■ Try to enjoy and really engage with the whole experience at the assessment centre, from the tasks to the people around you.

After the day

■ If possible, ask for feedback to know how you performed and what you could improve. ■ Even if you do not make it to the next stage of the recruitment process, consider the assessment to be a valuable learning experience.