ASSESSMENT CENTRES

What is an assessment Centre?

An assessment centre is usually the last stage of the recruitment process. They are
commonly used by large employers when recruiting for graduate training schemes, where
there are a large number of applicants. Sometimes known as selection centres, they bring
together a group of candidates (usually between 5 and 10) to do a series of activities and
tests which are designed to assess their suitability for a graduate role with an organisation.
Assessment centres often take place on employer premises but can also be held in hotels or
conference centres. They can last from a few hours right up to two days with an overnight
stay involved.

If you have been invited to an assessment centre it is natural to feel apprehensive but
remember you have done well to get to this stage and should be proud of your achievement.
They are costly and time consuming to run so employers will only invite candidates that they
believe show real potential of being suitable for a job – a large number of applicants will
have already been filtered out of the recruitment process. On the day, you will be observed
by trained assessors, usually a combination of managers and HR staff from the organisation.
You are not necessarily competing against the other candidates there. All of you will be
assessed against a standard competency framework which means that one, some, all or no-
one might be offered a position. Some large employers may run a number of assessment
centres until they are able to fill all their vacancies.

Why do employers use them?

Recruiting the wrong candidates is an expensive mistake for an employer, so they want to
make sure they pick the right graduates for their organisation. Research has shown that
assessment centres are a more a reliable and fairer way of predicting successful job
performance than just a traditional interview, which can be subjective and open to bias.
Because assessment centres involve a range of tests and activities, employers can make a
more thorough and in-depth assessment of candidates against the key competencies and
skills required for a role. Some exercises can also give an indication of behavioural traits and
personality making it easier to assess if candidates are a “good fit” for an organisation.

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What do they involve?

Employers design their own assessment centres, the exact tests and exercises they use will
depend on the requirements of the organisation and the roles they are recruiting for.
However, most graduate assessment centres will contain at least some or a combination of
the following activities and tests.

- group exercises
- presentations
- in-tray or e-tray exercises
- written exercises
- psychometric tests
- interviews
- social event

Assessment Centre preparation and performance

If you have been invited to an assessment centre, you are likely to perform better if you have
prepared and you know what to expect. The following provides an explanation of some of
the tasks you may face and advice on how to approach them, plus links to other resources
which will help you prepare:

Group Exercises

Group exercises are a common feature of most assessment centres. They usually involve
some form of team exercise or discussion with the assessors observing candidates from
the edge of the room. Employers can use them to assess a range a skills and
competencies, in particular how well you communicate with others, your problem-solving
and negotiation skills, and your ability to work as part of a team.

They can vary in format for example:

- a group discussion on a given topic
- a team game, puzzle or ice-breaker
- a case study, role play or work-based scenario

How to approach them

- Read all instructions carefully and thoroughly so you understand what is expected of the
group task.
- Make sure you contribute but avoid dominating discussions or interrupting others when
they are speaking.
- Encourage everyone in the group to participate and acknowledge good arguments and
contributions.
- Express your opinions with reasoning but don’t undermine others.
- Remember the exercises have been thought up by the employer for a reason. There are
likely to be conflicting briefs or solutions – be prepared to speak up but also to

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 compromise where necessary.
- Be aware of time limitations and keep track of the time.

Further reading & useful resources:

 TARGETJobs: Group exercises: what to expect

targetjobs.co.uk/careers-advice/assessment-centres/275425-group-exercises-
what-to-expect

 Psychometric Success: Group Exercises

psychometric-success.com/assessment-centers/acfaq-group-exercise.htm

 Free downloadable practice group exercise

assessmentday.co.uk/assessmentcentre/group-exercises.html

 TARGETJobs: Coping with case-studies for graduate jobs

https://targetjobs.co.uk/careers-advice/assessment-centres/275411-coping-with-
case-studies-for-graduate-jobs

 Kent Careers: Role Playing Exercises

kent.ac.uk/careers/interviews/role-play-interviews.htm

Presentations

Presentations can be one of the most nerve wracking parts of an assessment centre. Like
group exercises they come in different formats – you could be asked to do a group
presentation or it might be an individual presentation to the other candidates and
assessors or just to the assessors. The time you have to prepare can also vary, you may
be given a topic in advance of the assessment centre or it could be set on the day as part
of the exercise.

Employers use presentation tasks for a number of reasons, for example they are a good
indicator of communication skills and the ability to plan and organise key information,
which are important attributes for many graduate roles. They can also give candidates an
opportunity to demonstrate commercial awareness or knowledge of a sector as well as
their enthusiasm for the job and interest in the organisation.

How to approach them

There is a vast amount of information available about how to prepare effective
presentations and deliver them effectively. Some general tips are:

- Find out as much as you can about the presentation task. If you are given the topic in
advance, be clear about the time allocated and what/if visual aids are allowed.
- Structure your presentation clearly with an introduction (what you will cover), a middle
(your main content, limit to a few key points) and an ending (summarising what you have
covered).
- Write headings and bullet points on cue cards – using them as a prompt can help if you

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 are nervous
- Make sure you practise your presentation out loud and check it does not go over the
time limit you are given.
- You may well be asked questions about your presentation, so think about what they
might ask and possible answers.
- Take a deep breath and try to relax, remember to make eye contact with your audience,
- Keep the tone of your voice clear and speak at a measured pace.
- It sounds like common sense but smile and make eye contact with your audience!

Further reading & useful resources:

 Skills for Learning: Presentation skills

skillsforlearning.leedsbeckett.ac.uk/local/academic_communication/presentations/i
ndex.shtml

 TARGETJobs: Deliver a presentation that’s worthy of a graduate job

targetjobs.co.uk/careers-advice/assessment-centres/275423-deliver-a-
presentation-thats-worthy-of-a-graduate-job

 Assessment Centre HQ: Giving a presentation:

www.assessmentcentrehq.com/assessment-centre-exercises/giving-a-
presentation/

In-tray or E-Tray Exercises

In-tray or e-tray exercises put candidates in simulated work situations, they assess their
ability to process information, prioritise workloads and make appropriate decisions.
Carried out under strict time constraints, they can also be a good indicator of how
candidates perform under pressure.

There is little difference between in-tray and e-tray exercises. Most start with you being
given a scenario and sometimes supporting information about the organisation, e.g.
organisational chart, aims, policies etc. You then have a series of documents to work
through and prioritise e.g. emails, reports, telephone messages, memos, meeting
requests etc. (the subject matter is usually connected to the type of role you are applying
for). For an in-tray exercise, these will presented as paper-based materials, whilst an e-
tray exercise uses an email in-box. In both these exercises you will have to consider each
of the items and assess their priority. You also need to decide on the action required,
which could be arranging a meeting, responding to a complaint, telephoning a customer,
delegating a task etc. There may be multiple choice options or in some cases you might
have to draft a written response so the employer can assess your writing skills. There are
not necessarily right or wrong answers, but at the end an assessor may want to know how
you have reached your decisions, so be prepared to discuss this.

How to approach them

- Practise! There are various free practice e-tray tests available (see links below).
Obviously the content and exact format will differ but at least you can get an idea of

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 what to expect from this type of exercise.
- Start the exercise by reading through the instruction carefully so you are clear what is
expected of you. Look at the scenario and any background information, this might
provide insights into the organisation, staff roles, policies etc. which might give you clues
about what will be important.
- When deciding how to prioritise tasks think about their importance and urgency. For
example responding to a customer complaint is likely to be important and urgent but
information requests from colleagues might not need immediate attention.
- Consider the timing /dates of items i.e. when emails or letters were sent – is there a
deadline? For example the company might have a policy of how quickly they respond to
customers or suppliers so an item may need to be actioned immediately.
- Checking who has sent the request or message can also help you prioritise – is it
from a senior manager or someone external to the company – what is their importance to
the organisation?
- If you have to respond to an email or letter in writing make sure your response is
appropriate and well written. Use professional language and check spelling and
grammar.
- Keep an eye on the time and try to stay calm – remember your time management skills
and ability to work under pressure are being assessed with these exercises.

Further reading & useful resources:

 TARGETjobs: What are in-tray exercises?

targetjobs.co.uk/careers-advice/assessment-centres/275463-what-are-in-tray-
exercises

 Enterprise: 5 expert tips to get better at in-tray exercises

enterprisealive.co.uk/connect-with-us/5-expert-tips-get-better-tray-exercises/

 Assessment Centre HQ: Free guide

assessmentcentrehq.com/assessment-centre-exercises/e-tray-exercise/

Free practice tests:

 assessmentday.co.uk/e-tray-exercise.htm
 assessmentday.co.uk/in-tray-exercise.htm
 jobtestprep.co.uk/free-in-tray-exercise

Written Exercises

Some form of written exercise is common at graduate assessment centres, especially

where the job you are applying for requires a large amount of written communication.
Employers want to know if you have the ability to write effectively whether this be
producing reports, writing letters or responding to emails etc. Written exercises at
assessment centres can come in many different forms. For example, you could be asked
to analyse information or a case-study and draft a report, summarise a document or
produce a letter. Whatever the format, employers will be looking for:

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- good comprehension skills
- writing that is well structured
- key points or facts presented clearly and concisely
- writing style that is appropriate for the intended audience
- accurate grammar and spelling

How to approach them:

- As with any assessment centre exercise, read all instructions thoroughly.
- Do a plan of your writing – note down the structure and key points.
- Choose your language carefully – avoiding jargon.
- Make sure you give yourself adequate time at the end to read through and check your
work for any spelling or grammar errors.
- It sounds like common sense but if you are handwriting, make sure it is clear for the
assessors to read!

Further reading & useful resources:

 TARGETjobs: Written exercises at assessment centres: showcase your

professionalism
targetjobs.co.uk/careers-advice/assessment-centres/344910-written-exercises-at-
assessment-centres-showcase-your-professionalism

 Graduates First: Written exercises:

graduatesfirst.com/assessment-day/written-exercises/

 Skills for Learning (useful resources if you want to brush up on your punctuation &
spelling skills)
skillsforlearning.leedsbeckett.ac.uk/local/academic_communication/category_hom
epage.shtml

Psychometric Tests

Psychometric tests are widely used by employers at assessment centres but they can also
be part of the initial application process to filter candidates. There are many different types
of psychometric tests but the most common are Aptitude Tests and Personality
Questionnaires.
We have produced a separate comprehensive resource about Psychometric Tests, which
includes information about:
- What they are and why they are used
- The different types of tests
- How you can prepare for them
- Links to free practice tests and useful resources

Please refer to this resource as part of your assessment centre preparation.

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Interviews

The majority of assessment centres will include an interview, often this is with a panel and
includes at least one senior manager from the organisation. It could be a strengths-based
interview (these are increasingly used by some large graduate recruiters) or a
competency-based interview. Often the interview comes at the end of the assessment
centre, but even if it is described as an informal interview, be prepared!

Competency-based interviews: the employer has thought about what competencies,

behaviours and skills are needed to do the job – the interview questions you are asked will
be framed around these competencies. The key here is that you will need to demonstrate
you have these competencies by providing examples of when you have used them in
“real-life” situations.

Strength-based interviews: in contrast to competency-based questions where you need

to evidence what you can do, strength-based questions are designed to find out more
about your interests, what you enjoy doing and have a natural aptitude for. Obviously
employers are looking for someone who can do the job but they are also trying to find out
if you will enjoy the role and working in that particular organisation. Candidates that are
well matched in this way are likely to perform better in the role and stay in the job longer.

How to approach them:

We have produced a separate resource about preparing for interviews. A good starting
point is to have a look at this on MyHub.

- Make sure you have researched the organisation fully and re-visit your job application -
whatever type of interview you have, you will need to have a good understanding of the
organisation and the role you are applying for.
- It is worth trying to find out which type of interview you will have – check the employer’s
website and social media etc. it might give you this information. If there are no clues then
we would suggest preparing for both competency and strength-based questions.
- To prepare for a competency-based interview, look back at the job description and
person specification. Think about relevant skills and experience and how you can
evidence these with specific examples. Using the STAR or CAR techniques can help you
to prepare and structure possible answers to questions effectively (see our separate
STAR/CAR resource for more information about this.
- If you are having a strength-based interview, in some ways there is less preparation
that you can do. In fact one of the reasons they are becoming increasingly popular with
employers is that candidates are unable to come with well-rehearsed answers. The key
here is to reflect and consider what it is you enjoy doing. Think about what you do at
university and outside, academic achievements, clubs/societies, part-time work etc. –
what has been enjoyable and interesting and why. Equally you should consider what
you have not enjoyed doing and why this might be. Be prepared to talk about this openly
and honestly with employers.

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Further reading & useful resources:

Strength-based interviews

 TARGETJobs: Strength-based interviews for jobs and graduate schemes

https://targetjobs.co.uk/careers-advice/interview-types/275395-strengths-based-
interviews-for-jobs-and-grad-schemes

 Assessment Day: includes some example questions

assessmentday.co.uk/free/strength-based-interview/Strength-Based-Interview-
Questions.pdf

 Kent Careers Service: Strength-based interviews, includes example questions

kent.ac.uk/careers/interviews/strength-based-interviews.htm

 Guardian Careers: Strength-based interviews what are they?

jobs.theguardian.com/article/strengths-based-job-interviews-what-are-they-and-
how-do-they-work-/

Competency-based interviews

 TARGETJobs: Competency-based interviews:

targetjobs.co.uk/careers-advice/interview-types/275367-competence-based-
interviews

 Assessment Day: includes example questions

assessmentday.co.uk/free/competancy-based-
interview/CompetancyBasedInterview-Questions.pdf

Social event:

There is often some form of social event at an assessment centre, particularly where an
overnight stay is involved. Even if there is no specific event planned, there will usually be
more informal points during the day away from the main tests and exercises, for example
lunch / meal times, coffee breaks etc.

How to approach them:

Although the social elements of an assessment centre may not be formally assessed it is
likely that the assessors will be present. You will be keen to make a good impression so
do think about your behaviour and conduct yourself appropriately.

- Be professional at all times, it may not be obvious who you are speaking to and
often there will be senior managers, assessors and graduate trainees present.
Introduce yourself and ask appropriate questions, take the opportunity to find out more

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 about the company and the role. If you are asked about your experience at the
assessment centre, be positive with your response.
- Listen to what others have to say and show your interest in the role and the organisation.
- It may be common sense, but if there is alcohol involved do not drink to excess!
- Even if you don’t feel confident in these situations, do get involved – smile and be
friendly!

Further reading & useful resources:

 TARGETJobs: assessment centre etiquette: handling the social side

targetjobs.co.uk/careers-advice/assessment-centres/344292-graduate-
assessment-centre-etiquette-handling-the-social-side

General Tips for success

Understand the practicalities: Make sure you read (thoroughly!) any information you are
sent from the recruiter. This may sound like common sense but it will explain the
practicalities (date, start-time, location etc.) and tell you how the assessment centre will be
structured. If you are unsure of anything contact the recruiter ASAP.

Special requirements: If you have a disability that might affect your ability to participate or
your performance make sure you let you recruiter know. Do this as soon as you can so they
are can make appropriate arrangements for you.

Prepare and Practise: Make sure you spend time reading up on the activities and tests you
will be expected to do - the more prepared you are the more confident you will feel. You will
be able to practise some of them in advance for example psychometric tests and personality
tests (see our separate Psychometric Test resource for further information). If you are given
the topic for a presentation you may be able to prepare this beforehand. Have a look at the
Assessment Centre tool on MyCareer as part of your overall preparation.

Do your research: Re-visit your application and the job description beforehand and remind
yourself of the key competencies required for the job. Research the organisation, think about
its values, sector, competitors etc. Check the employer website, some put tips about the
assessment centre on their careers pages.

Plan your outfit: Again, this might sound like common sense but think about an appropriate
outfit – this should be something you feel comfortable in that is smart and suitable for an
interview. If there is an overnight stay involved which might include a social activity, make
sure you pack everything required.

On the day - relax and stay calm: If you feel you have not done well in a particular task put
it to the back of your mind and move on, you are being assessed a range of activities and
some will go better than others

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Other useful resources
MyCareer: Assessment Centre Tool tinyurl.com/jnq77v6
Information about all aspects of
assessment centres the activities you
may be assessed on and how to perform
well. You will also find useful video advice
from employers and examples of
assessment centres from more than 20
large organisations.

Inside Careers insidecareers.co.uk/career-advice/10-sure-fire-

What not to do assessment centres! ways-to-flunk-your-assessment-centre/

Psychometric Testing myhub.leedsbeckett.ac.uk/docs/305/Psychom

etric-Tests.pdf

Interview Preparation myhub.leedsbeckett.ac.uk/docs/132/Preparing

foraJobInterview.pdf

Answering Competency-based myhub.leedsbeckett.ac.uk/docs/309/Interviews

Interview Questions – STAR/CAR -STAR-and-CAR.pdf

Prospects: prospects.ac.uk/careers-advice/interview-
Assessment Centres tips/assessment-centres

Further help & support

We hope that you find this resource helpful. If you need further advice or you would like to
book an appointment with one of our Careers Consultants you can contact us on 01138
125995 (City) or, 01138 127335 (Headingley Campus). Alternatively, you can book via
MyHub: https://myhub.leedsbeckett.ac.uk/students/appointments/app/

MyHub is home to a wealth of careers resources. For a useful summary and

links to the main ones, take a look at Careers FAQs:
myhub.leedsbeckett.ac.uk/students/faqs/detail/198/careers-faqs

Connecting with employers

Our team can connect you to a wide range of employers, we also provide up-to-date
information about the labour market and what employers are looking for in our
students and graduates. When you use MyHub to search for vacancies make sure
you check the employer information – this is where we record any specific hints / tips
or “extra” information about their recruitment and selection processes. You can do
this when you look at individual vacancies, or when you are researching particular

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companies or organisations.

We have an active calendar of employer events on campus throughout the academic

year. These include our Annual Careers Fair and a number of smaller sector-specific
careers events that focus on a particular industry. You can also meet employers at
information stands, presentations and our new Spotlight On series. For full event
listings and information check our What’s On page and the MyHub events section.

Careers Information Team: January 2016

Last updated: July 2017

We endeavour to update this factsheet annually. However, if you do find any broken links,
please report them to careers@leedsbeckett.ac.uk.The Information Team would also
welcome your feedback on this resource. If you have any comments, please send them to
the above email address.To request this leaflet in an alternative format, please contact
us.

For further information on the Employability & Job Shop team please go to www.leedsbeckett.ac.uk/studenthub/careers
Alternatively you can contact a member of our team on:

0113 812 5995 (City Campus), 0113 812 7335 (Headingley Campus)

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