APPLICATION ESSENTIALS
Assessment centres Many employers believe that individual interviews can’t tell them enough about candidates and prefer to use a range of selection techniques incorporated into an assessment centre. What to expect
Assessment centres (ACs) tend to be a few hours to a full-day in length and will consist of a range of selection methods such as aptitude tests, personality questionnaires, case studies, group discussions, spoken presentations, one-to-one interviews, socialising (which is still observed!) and meeting recent joiners. In 2020–21, companies successfully moved ACs online and we expect many will continue to use virtual ACs in future. Applicants will usually be assessed against selection criteria based on the company’s competency framework, which defines the core abilities, skills and behaviours judged to be necessary for the role. These competencies are likely to include key transferable employability skills as well as company-specific competencies and/or technical skills for some roles. Typically, competencies include areas such as: Creativity, analytical skills and problem solving. Effective communication skills and teamwork. Business/commercial awareness. Ability to influence/persuade. Drive, initiative and flexibility.
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A typical one-day assessment centre may consist of: Introduction and company presentation. Psychometric testing. In-tray exercise. A presentation. Lunch/socialising informally. Group exercise, solving a work-related problem. Interview(s): ranging from strengths-based to competency-based interviews. The assessors will keep notes of how each candidate performs. Try to stay focused and in the moment throughout the day and stay positive even if you feel you under-performed in an exercise as most skills will be assessed in more than one exercise and assessors are evaluating your overall performance.
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More information
www.careers.ox.ac.uk/assessment-centres
www.careers.ox.ac.uk
