What are assessment centres?
The assessment centre (AC) is usually the last part of the selection process and only about 5% of applicants get this far. Any combination of the following may form part of the programme in any order.
- Interviews
- Ability/personality tests
- Group exercises/team games
- Case study/problem solving
- Giving a presentation
- In-tray exercise
- Social events
- Site visits/office or factory tour
Most ACs involve an interview. All the same rules apply to interviews at the AC as for other interviews: though you will probably need a greater level of care and preparation because second interviews tend to be even more challenging.
Tests fall into two main types: ability tests and tests of personality. Ability tests explore what you can do, commonly measuring verbal and numerical reasoning. There is also a range of more technical ability tests that assess your ability with two or three dimensional shapes, mechanical operations or diagrams, in various combinations.
Common features of ability tests are:
- Tests begin with chance to work on one or two sample questions.
- Answers are right or wrong.
- They are time-limited, usually designed so you will not answer all the questions.
- Questions start easy and get harder.
There are several things you need to succeed in tests. Primarily, you should have matched yourself well to the skills needed for the job. You also need information about the different types of test, guidelines on how to do well and an opportunity to practice. In order to perform really well you need to feel refreshed and alert, so don't be tempted by free beer in the bar the night before!
The Graduate Career Handbook contains a whole chapter about testing and provides an opportunity to take practice tests in verbal reasoning, numeracy, abstract reasoning and mechanical reasoning, as well as explaining personality questionnaires.
- Good presentations are well-structured.
- Keep to time limits, don't try to say too much.
- Be aware of the importance of both content and presentation.
- Write and prepare are a simple, ten-minute presentation beforehand.
- Practice giving presentations before the assessment centre.
In-tray exercises
This exercise is designed to test your ability to absorb a large volume of complex information quickly, to work out what would be priorities and make decisions. You will be given a large amount of information and a set of instructions and a time limit. The documents usually include a pile of letters, memos and phone messages plus some background about the organisation (contact lists, personnel files, budgets, etc).
Group discussion
It is common for an assessment centre to include some form of group debate or discussion. These can be in the form of a Leaderless Discussion Group (LDG) or follow a format with each candidate taking turns at being in the chair. The purpose of a LDG is to assess your negotiation and influencing skills, it is normally only used where this is a key part of the job. As well as leaderless groups, it is also common to be given an exercise that requires you to work together and find a solution to problem. These can be in the form of cases studies sometimes referred to as 'situational decision making'.
Team games
Another variation of the team and group work exercises is team games. You are invited to join in a team game, usually but not always competing against another team, or against the clock. Typical examples include being provided with a box of basic equipment (such as three newspapers, a bucket, string and a roll of sellotape) and then having to construct a rocket, a bridge or a sculpture. It is important that you accept the task if it is given. There will be other opportunities for you to demonstrate your other talents!
The social event
There will be many opportunities to socialise at an assessment centre, over coffee but especially over mealtimes. The selectors will want to use this time to do one of 3 things.
- To see how you mix with others.
- To give you an opportunity to relax and unwind.
- So, you can ask probing questions of recent graduates and managers.
Be careful though, the social may be part of the assessment. I know of Solicitors practice that uses its recent graduate staff to provide refreshments and a guided office tour to candidates. Information gleaned under this informal setting is then discussed with the partners prior to any decisions about job offers.
This material has been taken from the Graduate Career Handbook, published under the FTPH imprint © Pearson Education Ltd.
