How to succeed at assessment centres

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Assessment centres give employers the chance to find out more about you by seeing how you perform in a series of activities and can either be held face to face or now more commonly online.

So what exactly do they involve?

Employers use assessment centres to obtain a more rounded view of candidates. They want to see how you interact with others, not just at oneto-one interviews. An invitation to an assessment centre usually follows a successful first-round interview, and a wide range of activities can take place there.

What is in it for me?

All selection processes are two-way: you can find out much more about your potential employer. You might meet a range of employees, gain a better understanding of the culture of the organisation and have the opportunity to ask lots of questions. You can be more certain that you are really interested in it.

How many people will be invited?

Assessment centres can include group exercises where you work on a range of problems with five or six other candidates. Some, all, or none of the candidates may be appointed. It helps to regard them as future colleagues, people to cooperate with, rather than as competition. Boost your confidence by realising that assessment centres are time consuming to run – only strong, viable candidates are invited.

How will I be assessed?

Employers have a checklist of skills, abilities or competencies against which they rate you during each exercise and interview. These may include:

• Problem solving • Team/group skills • Communicating successfully • Handling complexity • Commercial awareness • Drive/energy • Initiative • Ability to influence/persuade • Technical understanding • An enterprising approach

Assessors will keep detailed notes on how you are doing and grade you against each competency in each exercise and look carefully at your overall performance. Even the best candidates won’t do everything perfectly, so if you feel you have made a slip, don’t let it put you off – stay focused!

Practicalities

• If you can, familiarise yourself with the platform that the organisation will be using

• Re-read all employer literature and your application form before you begin

• Dress codes may be indicated in the invitation and should be followed. It is better to be too smart than too casual. If the assessment centre is online it is still a good idea to look professional

• Follow all instructions carefully and if you are not sure of anything, ask for clarification.

• Be friendly and cooperative to everyone you meet. You never know who will have the final say about you

• Participate: there are no marks if you don’t

• Make a note of the names of all the company representatives you meet

Examples of typical assessment

centre activities

Group exercise

What’s Involved How to Succeed

Group tasks may be with different roles assigned beforehand, or no roles assigned

Problem solving exercises and group discussions are popular for both online and in-person assessment centres

Practical tasks, such as building a paper tower, are more common for in-person assessments

The objective is usually for candidates to work together to achieve a result

Assessors will be observing your behaviour and interactions Make sure you contribute but don’t dominate the group

Speak clearly, listen and don’t interrupt others

Argue your point assertively but be prepared to compromise

Check on time and summarise progress every so often

Practice group exercises in Careers Service workshops

Presentations

You may be given a topic, in advance or on the day and told how long you should present on it for

You will present to assessors and possibly other candidates Good structure: introduction – middle – conclusion

Make slides clear and not too detailed Prepare easy to read prompts to yourself (not a script)

Practise in front of an audience and check you stick to time!

Make sure you know how to use the technology before you start

Speak with energy and enthusiasm

Talk at a steady pace and maintain eye contact with audience

Case study or e-tray exercise

What’s Involved

Review and analysis of data (possibly related to employers’ business) requiring written report or discussion

E-tray exercise - working through a series of ‘e-tray’ items, making decision on action needed and drafting responses Manage your time – there will be a lot of information and a tight time limit

E-trays – scan through all items initially and priorities your time allocation

Be prepared to discuss your decisions and conclusions

How to Succeed

Second interview

Social activities

May be one-to-one or panel

Usually focuses on different areas from the first interview. May probe issues arising from the day

May include technical questions and discussions of case studies or scenarios Prepare as for first interview – review what was asked then. Revise technical areas if appropriate

For an in-person panel interview try to direct eye contact to the speaker but keep eye contact with the rest of the panel

For in-person assessments this may mean lunch on the day and the opportunity to talk to graduate trainees and manages outside the main assessment

It is an opportunity for you to find out more about the organisation and your role in it Remember that people you meet will probably all be asked informally to give their opinion of the candidates afterwards Be yourself but be aware of the impression you are making

Even when the atmosphere seems relaxed, be aware that you are still being observed

Ask interesting questions but don’t monopolise the conversation