Assessment Centres for Graduate STEM Jobs

Elements such as group activities, presentations and tests are a mainstay of assessment centres. Find out what you should expect.

Many major recruiters use assessment centres as part of the selection process for their graduate schemes. The content varies from company to company, but there are numerous common elements.

For instance, many assessment centres are designed around a corporation’s core competencies, so they usually focus on the skills most needed from graduate hires. Technical ability is obviously important, but it is soft skills that really make the difference.

After all, there is really no point in designing a brilliant new product or system if you cannot communicate the concept to colleagues, convince them of its potential value, or adapt your ideas in light of practical or commercial considerations.

Typical activities at assessment centres

Common tasks at assessment centres generally include the following: • Interviews: There may be technical interviews, competency-based interviews, or both. • Group activities: These often involve discussing and making decisions around a given business issue in small groups. • Giving a small presentation: Some recruiters give applicants the topic for the assessment centre presentation in advance so they have a chance to prepare, much like discussing a technical project they may have previously been involved with, for example. Others give candidates their topic on the day itself. This often relates to the employer’s business and may involve candidates doing fact-finding or decision-making before presenting their conclusions. • Tests: These can include psychometric tests in reasoning or numeracy. Other tests include personality questionnaires and quizzes to check if the candidate understands the basic principles of the area in which the firm works. Some employers also test whether applicants can extract relevant details from a large amount of information, and/or communicate it effectively. In some cases, the candidates may have to give a presentation.

The social side of assessment centres

On top of formal exercises, most assessment centres include opportunities to chat to recruiters or current employees.

Use the chance to learn more about the business, keeping in mind that their opinion of you is important. Genuine enthusiasm, interest in the company and good manners will take you far!

Dealing with assessment centre nerves

Remember that recruiters will be marking you against their selection criteria, and not pit you against other candidates. As such, keep the employer’s criteria in mind throughout the session instead of thinking of other applicants. It is not a competition!

No matter how nervous you may be, try to remember that to succeed at an assessment centre, you need to participate fully. You may have great technical skills, but if the assessors do not see or hear anything from you, they cannot assess you.

If you have something to say that could have an important effect on the outcome of the group exercise, it is important to get your point across – but make sure to do so without being overbearing or rude.

One key advantage of assessment centres is that you have the opportunity to demonstrate your skills in a variety of situations. Rather than being judged on your performance in one interview by a single interviewer, you will be observed in various situations by multiple recruiters and professionals, providing a much more accurate picture. It is also a chance for you to find out about the organisation – so just relax and be yourself!