Professional Documents
Culture Documents
Assessment Centres
Assessment Centres
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Chapter 1:
Assessment Centre Basics
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Chapter 1: Assessment Centre Basics
For role play exercises the assessors decide on scores. Each candidate at
often bring in professional actors to the assessment centre will be
play the part of an awkward examined against their individual
customer or dissatisfied client. These score sheet and you will not get to
actors are very good at adopting a see your scores; the assessors often
role and because they create a complete it when you are out of the
realistic scenario, candidates often room. The score sheet will be
find it easier to behave in the way matched to the set of competencies
they would in real life. Ultimately, the employer is looking for. It is
the employer is using an assessment essential that you have an idea of
centre to simulate the kind of what competencies the employer is
situations you might encounter in looking for before you attend the
the job, and measure how well you assessment centre, so you know
deal with them. what they are looking for. A good
way to find out what values or
The assessment centre will consist of competencies the employer is
a range of selection and assessment looking for is to check on their
exercises. Typical components of an website or the original job posting. If
assessment centre are: you really want to make sure, try
asking the company's HR
- Presentation by the employer department, although they might
- Group exercises (including case not tell you explicitly.
studies and presentations)
- Individual exercises (including
aptitude tests and psychometric
tests) Almost all
- Interview (technical and employers are happy to
personal)
- Role play and simulation provide you with
exercises feedback after the
assessment centre.
Throughout the assessment centre Sometimes the assessors
you will be examined on a score also ask your opinion of
sheet filled in by an assessor. the day to help them
Typically at least one assessor is
assigned to each candidate on each
with designing future
exercise, and then they rotate assessments.
through the day. At the end of the
day the assessors discuss their
opinions with each other to
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Chapter 1: Assessment Centre Basics
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Chapter 1.1:
One-day assessment centre example
• Analytical Thinking
• Achieving Goals
• Assertiveness
• Creativity Remember you can
• Interpersonal Effectiveness be marked for only what
• Oral Communication the assessors see. If you
• Teamwork
have a good thought,
Group exercises at assessment make sure you articulate
centres are measuring your ability to it.
work in a team, contribute, delegate,
and solve problems. Assessors are
looking for candidates who can listen
to other people's ideas, be positive,
and articulate their own ideas. In
short, they measure the skills which
are useful in a real working
environment. Hopefully you can see
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Chapter 2: Group Exercises
You may have heard all sorts of struggling supermarket that needs a
wacky stories from other people way to survive, it might be a natural
about what they were made to do at disaster which needs cleaning up and
an assessment centre, but modern dealing with. The scenarios are
assessment centre group exercises varied but whatever the exercise is,
tend now to follow a format which it will require team work and
simulates the sort of work you will collaborative discussion with the
have to do in the job. The days of other candidates at your assessment
building bridges out of Lego and centre.
paper cups are coming to an end, in
favour of case study type exercises The group exercise will have an
which are a more fair and accurate assessor in the room; try to ignore
assessment. To avoid discrimination, them and certainly don't engage
the employer should be assessing them. The assessor will be watching
only skills which are relevant to the to see if you can participate in group
job role you are applying for. negotiations, think on your feet,
behave courteously towards your
peers, act confidently without being
dominant, and encouraging of others
in your group. Overall, they are
If you notice a assessing how you will perform in
everyday working life, which involves
member of the group is getting on with people in a group.
getting ignored, make a Often discreet cameras are recording
point of asking them the exercises so that your
performances can be watched
their thoughts. This will remotely by assessors. Note:
demonstrate your assessors rarely re-watch candidate
ability to work performances, any cameras are there
collaboratively with for people siting in another room (or
country even). Assessors like to make
others. their notes and scores live instead of
re-watching any videos as this gives
them a more realistic impression of
candidates’ performances.
During the case study, the group at
your assessment centre will be
presented with a scenario or a
business problem. It might be a
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Chapter 2.1:
Icebreaker group exercises
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Chapter 2.2:
What assessors look for in group exercises
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Chapter 2.3:
Assigned roles vs. open group discussion
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Chapter 2.3: Assigned roles vs. open group discussion
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Chapter 3:
In Tray Exercises
In-tray exercises are basically a pile in-box and you have to meet certain
of fictional documents, from which imminent deadlines. Candidates are
you must answer questions and typically faced with an in-tray
decide on courses of action. The containing 12-20 items and a time
documents, or 'items' are limit of 90 minutes. The in-tray
deliberately unordered with exercise is almost always done on
important issues and irrelevant your own.
chatter nestled alongside each
other. AssessmentDay have a free
practice in-tray exercise to try on
our in-tray exercise page. The instructions
will remind you to do
Typical competencies assessed in
the in-tray exercise are: this but always read
through all the items
• Analytical Thinking before starting to
• Assimilation of Information
• Customer Focus
respond to any of them.
• Prioritising Tasks A classic mistake is to
• Time Management respond to one item only
• Working Under Pressure to then notice conflicting
A classic example is to be told you've information in another
just returned from holiday to a full document.
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Chapter 3: In Tray Exercises
Here are some examples of the type Your responses to the in-tray
of documents which will be in your exercise will be compared against a
in-tray. scoring sheet which lists the actions
you should have considered taking
• Letter from the Managing for each item. Sometimes your
Director confirming his visit later answers are entirely written but
in the day. often candidates have to talk
• Photocopied newspaper article through their decisions with an
about a competitor with a post-it assessor at the assessment centre.
note saying "how can we Talking through your observations
emulate this" from your line with an assessor generally gives you
manager. more opportunity for demonstrating
• Email from HR asking you to fill what you picked up on, compared
in a survey on employee with a simple written exercise where
benefits. you overlook writing down all your
• Missed call note from your thoughts.
secretary. Something about a
marketing company not paying
their invoice.
• Copy of the company's monthly
sales figures and target
projections.
• Email saying a new colleague is
joining tomorrow and they need
a work plan.
• Email from your manager asking
you to attend meeting later
today.
• Email-string about a colleague
dispute about responsibilities. Pay attention to the
• Email from IT support about dates of items.
essential maintenance.
• A customer complaint letter.
Supposedly medium-
• Memo on an urgent health and urgency items may now
safety bulletin. be very urgent since
returning from your
fictional holiday.
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Chapter 3: In Tray Exercises
Some assessors will award you marks In one assessment centre you might
simply for allocating the correct find that all exercises are based
priority to something. Perhaps more around the same fictional scenario,
important than the priority you for example a new product launch,
assign, is your reasoning for it. If you organising a company event, or
give good logic for your priority managing a new direction for the
rating you are likely to score well. company. Sometime the in-tray
Other marks are awarded for taking exercise will be on an entirely new
the appropriate actions. To scenario.
benchmark model responses to each
item, assessors usually use existing The in-tray exercise is mainly a test
managers from the recruiting of how well you prioritise
company. If your responses are information overload and how well
similar to existing successful you connect apparently unrelated
employees, you must be a good fit! items. For example one document
might contain a solution for a
In-tray exercises are popular at the problem which turns up later in the
assessment centre because they are series of documents. A good tip for
a good simulation of the demands of helping to order your responses is to
the job. They can also be easily lay out the in-tray items in
integrated with other assessment chronological order, highlighting
centre exercises if based on the same important or urgent items.
fictional case study information.
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Chapter 3: In Tray Exercises
• Recognising hierarchy of
seniority. Who requires a more
urgent response?
• Do events clash with one
another? Who could you send
instead?
• What tasks are acceptable to
delegate, and to whom?
• Can you link interconnecting
pieces of a puzzle?
• Do you treat customer
complaints with the urgency and
importance they deserve?
• Are you creative and insightful
under time pressure?
• Do you know when it's best to
meet someone in person vs.
phone, vs. email?
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Chapter 4:
Situational Judgement Tests
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Chapter 4: Situational Judgement Tests
Example question:
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Chapter 5:
Presentations
• Oral communication
• Organisation and Planning
• Professional Style
• Presenting Information
• Time Management
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Chapter 5.1:
Planned vs. On the Spot Presentations
An effective saying
goes "own the time". It's
your presentation and
you have the floor.
There's no need to rush.
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Chapter 5.2:
Preparing for your Presentation
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Chapter 5.2: Preparing for your Presentation
Too much boring bullet point text Too much information on one slide
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Chapter 5.2: Preparing for your Presentation
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Chapter 5.3:
Giving Your Presentation
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Chapter 5.4:
What presentation assessors look for
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Chapter 6:
Role Play Exercises
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Chapter 6: Role Play Exercises
The role player will also be given a for achieving the outcome your
brief they have to follow, they may fictional character wants. Before you
be trying to reach an outcome walk into the room get your mind
different to the one your brief gives. into character, otherwise you will
In this situation the challenge is to appear flustered.
negotiate your way to an amicable
resolution in this fictional situation.
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Chapter 6: Role Play Exercises
Walk into the role play exercise But I’m no actor! It is important to
positive and cheery; you want to be yourself in a role-play exercise.
project a positive attitude to what Although it is called a role-play
might be a fractious conversation. exercise, this does not mean that
Start with social pleasantries and try you should be playing a role or
to establish rapport with the role acting. These exercises are designed
player instead of taking a hard line so that you can demonstrate your
from the off. You may score marks skills in a more real-life scenario.
for reducing the friction and keeping Think of it as a first-date; you’re not
the situation amicable. You will also acting as someone else but you are
come across well if you end the role emphasising your qualities.
play exercise by reaffirming anything
you think you agreed with the role Always take the actors seriously and
player. It’s all to easy to shy away always address them as the fictional
from bringing up contentious issues character they are playing. Rest
again, but before you leave the room assured that most role play actors
you want to consolidate all that hard are professional and try to make
bargaining you did. candidates forget they are in a
fictional scenario, thus allowing the
candidate to focus on deciding how
to handle the situation.
Whilst the situation
is fictional, don't Role play exercises are used because
there’s no better way to accurately
pretend you are assess how you behave in a difficult
someone you are not. situation, short of getting you to deal
The assessors are with a real angry customer!
interested in your
ability, not your acting
skills.
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Chapter 7:
Case Study Exercises
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Chapter 7: Case Study Exercises
Skills you will require for the case The sort of questions you will have
study exercise include: to make recommendations on, in the
form of a brief report or an interview
• Interpreting lots of data in with an assessor are topics such as:
varying formats and from
various sources • Which of the three proposals
• Analytical and strategic analysis from the consultant should be
of problems implemented, and why?
• Formulating and committing to • Should the business invest in
a decision product X, and why?
• Commercial and entrepreneurial • Is the joint venture a good idea,
insight into a problem and why?
• Oral communication skills for • Is the way forward online
discussing your presence or increased high
recommendations street outlets?
• Which market has the largest
Employers like to use case study revenue potential and why?
exercises because they can easily be
bespoke to the company and offer an Information from the case study
accurate test of how you might get exercise lends itself to be used as
on in the real job. scene-setting for other exercises at
the assessment centre. It is common
to have the same fictional setting
running through the assessment
centre, to save time on having to
It has been known describe a new scenario for each
for employers to use real task. You will be told in each exercise
live projects for the case if you are expected to remember the
information from a previous exercise,
study exercise with but this is rarely the case. Usually the
sensitive information only information common to
swapped for fictional multiple exercises is the fictional
scenario; all data to be used in each
examples.
exercise will be part of that exercise.
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Chapter 8:
Psychometric Tests
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A huge thank you to the assessment centre designers and
employers who helped put together this guide on attending
an assessment centre.
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