Assessment Centres
Some employers use Assessment Centres to assess graduates, rather than relying on traditional, individual interviews alone; this is particularly true for those recruiting for graduate training positions or hiring lots of graduates.
Assessment centres group activities together and invite groups of candidates to take part, in both joint and individual exercises.
This allows employers to assess several candidate attributes in a variety of ways and lets them take individual personalities into account. Assessment centres, traditionally run in person (either on employer’s premises or in local hotels) are now increasingly run on virtual platforms.
They typically last for a half or a full day, though in very rare cases they might extend over multiple days. The longer time allows employers to find out much more about the candidates through a series of exercises.
The most common activities used are interviews, presentations and group exercises. However, if you’re not told in advance what sort of activities to expect you can try to work it out. The clues are in the job description and person specification. Each exercise is designed to assess candidates against specific competencies.
Expect a test to measure this. If you need to display self-confidence in the job, they may ask you to give a presentation in order to assess this or to undertake a role play exercise to see how you respond in certain situations relevant to the role.
These are commonly used and designed to find out how well you communicate in a group, usually of 4-8 people. One or more assessors will watch the group interact and record notes on each candidate.
The format most frequently used is a leaderless discussion group. A leader is not appointed as the assessors want to see the different roles members of the group naturally take, for example: leader, ideas person, timekeeper, diplomat etc.
Typically, you are given a case study or topic to discuss or problem to solve within a time limit. Sometimes you are given the information in advance but usually not. In order to replicate the workplace, the recruiter may offer additional information relating to the scenario during the exercise itself to see how candidates respond to changing information and/or priorities.
Alternative approaches include a group where each member is assigned a role to play, or there may be a practical team exercise; for example, the group may be asked to build something with restricted materials and teams may be in competition with one another.
First, say something early on; the longer you leave it to speak, the harder it can be to contribute. If a candidate doesn’t join in the discussion it is difficult for the assessors to make any positive judgements about them.
Second, if you feel shut out of the discussion at any stage you can come back in fairly easily, for example by complimenting someone on a view or an opinion which they've expressed, or by asking them to clarify something they've said. Avoid interrupting or talking over other participants as employers may mark you down, but do actively seek ways to contribute.
If one person is dominating the discussion, it may be helpful to summarise the situation at convenient opportunities. Acting as time-keeper is another way to stay involved. You will be marked positively for these kinds of contributions because they are seen as moving the group along in a supportive way.
Third, if you are leading the discussion you should aim to: introduce the topic; set down any guidelines such as encouraging only one person to speak at a time; establish and get agreement on how the group is to approach the task, curtail overbearing contributors if you can, whilst involving those on the edge of the discussion. Finally, steer the group towards a point where you can make a short summary of the discussion. Be aware of the time because you need to complete the task in the time allowed.
Finally, whilst it’s important to be noticed in discussion groups, don’t try to be someone you are not. You don’t have to be loud to be effective in a team. Think in advance about the strengths you could bring to a group. Are you good at finding creative solutions to problems, or perhaps, an effective organiser? Focus on highlighting and demonstrating your strengths to the group and consider how they can be used to positively impact the session.
Personality tests measure different aspects of your character to help assess your suitability for the role. They are not usually timed. It is best to answer these honestly and try not to give the answers which you think the employer wants you to give.
Aptitude tests have a different purpose. They are used to measure your ability in relevant areas for the job role such as numerical, verbal or abstract reasoning. For example, how good you are at working with figures, your pattern recognition, your reasoning with words, and so on.
It is easy to see why so many recruiters want their applicants to be good at writing. Whether it’s a report, an email, a memo or an article for publication, it is important to express your thoughts clearly and accurately. The format varies but the three most common are:-
Drafting a letter Typically you respond to a letter of complaint - it could be from a colleague or a customer. Detailed circumstances will vary, but there are general guidelines. Make sure you convince the recipient that you have understood their problem. Consider whether an apology is required or whether an explanation would be enough. Avoid responding aggressively; try instead to be both polite and tactful.
Case study/Analysis exercise This involves analysing a lot of information from various sources (e.g., company reports, market research data, internal memos, news articles) before presenting a reasonable solution to a problem. There aren't necessarily any right or wrong answers.
The assessors are mainly interested in knowing whether you have understood the issues and whether your proposals are well thought out. Whilst the written part of this exercise can be minimal, it is still important to present your recommendations clearly and logically.
E-tray exercise You may be asked to play the role of a manager, for example, who has returned from holiday to find a lot of work waiting to be dealt with. You have to separate urgent tasks from non-urgent and important tasks from the unimportant. The key to doing well is to skim all the papers very quickly at first.
After your initial skimming, attempt an early prioritisation of papers. The written summary of your recommendations is, once again, fairly brief, but should be clear, logical and concise. Ensure you leave enough time to write your summary. If you are short on time, it can be better to summarise using bullet points rather than leave the task incomplete. You will probably be asked to explain why you have prioritised tasks in a certain order.
With all these exercises, be sure to read the instructions very carefully.
Employers include this kind of exercise to measure your clarity of expression, time-keeping, self-confidence and ability to structure material. Typically candidates are allowed five or ten minutes for delivery.
You're often told the subject in advance. It could be on a prescribed topic or a subject of your choice (perhaps a leisure interest or a university project) or it could be related to the job you're applying for. It can be helpful to write out the key points on a series of numbered index cards. If you use PowerPoint, keep the content of each slide to brief points.
Practise your talk in advance. Get a friend to listen and give feedback. Ensure that you fit the talk into the allocated time. Project your voice and make eye contact with each person in the room during your talk. Making a remote presentation still requires the same grounded confidence to ensure you come across well. Practise remote delivery to be sure you are comfortable with the platform where possible.
Role plays are sometimes used to assess how a candidate might respond to typical situations linked to the job. Actors may be used for this activity or more likely members of the recruiting organisation or selection panel.
Examples of possible scenarios might include dealing with a dissatisfied customer for a role in retail or an under-performing member of staff for a job in management. Dealing with a role play activity requires an element of thinking on your feet so it’s important to keep calm, listen carefully and to try and address the problem in a positive and professional manner.
Although you might have had an interview before being invited to the assessment centre, you are likely to be interviewed again as part of the longer assessment process. There may even be several interviews. Our Job Interview resource will help you to prepare effectively.
During the selection process you may dine or have refreshment breaks with the recruiter’s staff and other candidates; sometimes these are mirrored on remote platforms too. Although it is a good thing to use these opportunities to relax and catch your breath, it is important to actively engage in conversation and retain an air of confidence and composure.
These moments are all part of the assessment centre. Your interpersonal skills will likely be observed during these times. This can be a great opportunity to find out about the organisation from the people who work there and your interest is viewed very positively by the assessors.
Always behave courteously and professionally (including the way you greet and speak to security and reception staff, if you are attending a centre in person).
Although you will be trying to perform well at every stage, some activities may go less well than others. Candidates are seldom rejected based on just one exercise. If you focus and concentrate on doing well in the remaining exercises, there is no reason why you shouldn’t still get through. You may even get extra marks for demonstrating that you can remain calm under pressure.
Finally, assessment centres are not ‘competitions’. You will be assessed against the key skills required for the job and it is very unlikely that there will be a quota for the number of job offers made at each assessment centre. Concentrate on engaging positively with all the activities and this will help to ensure that you do the best you can.
Those with disabilities including neurodivergence, are entitled to ask for reasonable adjustments during all stages of the application process. These accommodations vary widely, and examples could be additional time to complete tasks, augmented and alternative communications or assistance with access. For further information on requesting reasonable adjustments, please visit Acas. If you would like help when requesting reasonable adjustments, EmployAbility can support you.
Assessment Centre tool
Assessment centre talks and workshops, details advertised on Pathfinder.
Assessment Day has free materials including a useful guide: please note that some of their products involve a cost
The University of Surrey library has a reading list with relevant books.
Prospects
Target Jobs
Virtual assessment centre - Target Jobs
Virtual assessment centre - Prospects webinar
Assessment Day
The answers can be accessed here
Job Test Prep has a free In-Tray exercise here plus general advice
These are often used by management consultancy firms.
Boston Consulting Group
McKinsey
Preplounge An online bootcamp for case study interviews, a case interview library and ‘CASE Maths’, a tool to help practice mental arithmetic.
Bain
I Got an Offer articles and resources on preparing for Case Studies
Many sites have paid-for options; you should be able to prepare successfully and effectively just using the free versions and seeking support from Careers staff.
Don’t forget we are always happy to help you with every aspect of your career planning and development, wherever you are in your journey. If you are unclear about where to start or what to focus on first, just make an appointment with a Careers Consultant via Surrey Pathfinder and we can help you develop a plan for moving forward.
Visit our Equality, Diversity and Inclusion careers resources to find out more about diversity initiatives, employer perspectives and support at Surrey.
If you would like more information, visit MySurrey Help to find answers to the most common questions and details on how to ask us a question if you require more support.
