CAREER MINI-GUIDE
CAREER PLANNING MINI-GUIDE
Assessment Centres
LJMU CAREERS TEAM 0151 231 2048/3719 ❚ careers@ljmu.ac.uk
www2.ljmu.ac.uk/careers
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Assessment Centres T
he next stage in the graduate recruitment process is often an invitation to attend an Assessment Centre or Selection Centre event. Assessment Centres are costly both in terms of financial outlay and staff resources so tend to be used mainly by larger organisations who offer structured graduate training programmes. If you have been invited to an Assessment Centre then congratulations! You have done really well to get this far but remember careful preparation and research continue to be vital ingredients for ultimate success.
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what are they? The Assessment Centre is generally a one day event held in a training centre, hotel, conference centre or the employer’s own premises. Other applicants who have been successful in the first round of the selection process will also be present, usually placed in groups of between six and eight candidates. Through group exercises, further interviews, tests, presentations and in-tray exercises the selectors will have a chance to examine your potential as an employee in their organisation more closely. The activities will have been devised to highlight the attributes they require for the particular role you have applied for. It is an intensive day during which you will be under constant scrutiny and formal and informal assessment, even at meal times.
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what will the day include? Not all Assessment Centres are the same, but they will usually include a combination of the following activities:
group exercises Group exercises are always observed by a number of assessors each charged with noting the performance of a particular individual. Try to block out the observer’s presence and act in as natural a way as possible. The observer will be briefed to look for specific skills and qualities. Consider in advance the positive contribution you can make to the group. You will need to actively participate and to ensure that you get your views across but do not feel that you need to dominate proceedings as such individuals can be marked down for their lack of inclusivity. You could suggest the allocation of specific roles to the group or volunteer to keep an eye on the time. The observer will be looking for someone who contributes to the group situation by encouraging comments, analysing situations, summarising and giving direction to the discussion along with: ❙❙ good attention to detail, ability to grasp the task in hand and stick to it ❙❙ enthusiastic participation in discussion, ❙❙ willingness to take on a leadership role, ❙❙ evidence of thinking problems through, ❙❙ ability to listen to, and communicate with others, ❙❙ flexibility and the ability to change direction at short notice and accept different views.
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in-tray/individual exercises: This could involve sorting through a folder of information from various sources including letters, memos, telephone messages and be asked to find a solution to a particular situation using this information. This is also often done via an email inbox (e-tray exercise). The recruiter will be looking for evidence that you can assimilate details, prioritise, make effective decisions, work quickly and accurately, communicate in writing and work under pressure.
presentations In most cases you will be given advanced warning of this and asked to prepare a presentation on a specific theme to a set timescale. Your presentation should be engaging, well structured and researched ideally using a wide range of resources. You must strictly adhere to the time limit and demonstrate that you are able to communicate with the audience. Be prepared to answer questions at the end. It is important to rehearse your presentation and to seek feedback from a member of the Careers Team team or family and friends. You will also need to check what equipment is available to you and bring copies of your presentation in both electronic and hard copy format as back up.
interview Any interview(s) at this stage will explore your experience in more depth and will typically assess you against a list of pre-agreed competencies linked to the role. It is useful to refer back to your original application and anticipate more probing questions into your technical knowledge, motivations for joining the company, reasons for applying for that particular function, and possibly discussion of your actions and experiences at the Assessment Centre.
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preparation: next steps Access LJMU’s free assessment centre testing practice portal LJMU subscribes to the Graduates First portal allowing LJMU students to practise ability tests, personality questionnaires, numerical tests, e-tray exercises, interview questions and a wealth of other assessment tools used by graduate employers free of charge. The portal features tools which monitor your progress and give expert feedback reports, allowing you to see your areas of strength and development so you can focus your practice before doing the test for a real application. Register for an account today (using your LJMU email address) at:
http://portal.graduatesfirst.com/cp/ljmu/login.aspx The Careers Team run an assessment centre webinar (online class) offering the opportunity to gain insight and experience of typical assessment centre activities. Please register via our events page:
https://worldofwork.ljmu.ac.uk/events
useful links: ❙❙ https://www.prospects.ac.uk/careers-advice/interview-tips/assessment-centres ❙❙ www.targetjobs.co.uk/careers-advice/assessment-centres ❙❙ www.careerplayer.com/tips-and-advice/general-advice/assessment-centers.aspx
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what students think
“
Let me take this opportunity to thank
the Careers Team for all of your support throughout my job hunting process. The various workshops I did certainly helped me to know what to expect at the assessment centre. The mock interview especially helped me to think about and develop a ‘pool’ of situations to draw examples from. Your detailed feedback was most useful, and is a service I am strongly encouraging my university friends to take advantage of!
“
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Graduates First INTERVIEW, PSYCHOMETRIC TESTS AND ASSESSMENT CENTRE PRACTICE PORTAL
Tests and reports developed by Chartered Psychologists and Psychometric Consultants to help you navigate employer screening tests FEATURES INCLUDE:
❚ Numerical, verbal and logical tests ❚ Employer tests ❚ Assessment centres ❚ Interviews ❚ job advice and tools ❚ Progress monitor ❚ Expert feedback reports TO ACCESS GRADUATES FIRST GO TO 'CAREERS ZONE 24/7' ON THE LJMU CAREERS WEBSITE:
www2.ljmu.ac.uk/careers
LJMU CAREERS TEAM 0151 231 2048/3719 || careers@ljmu.ac.uk
www2.ljmu.ac.uk/careers