Assessment centres are a selection method that has become increasingly relevant for job seekers and prospective job candidates. The objective is to test a candidate using a number of options conducted in a group environment. Typical groups may range from smaller numbers to approximately 16 people. The objective of these is to evaluate future performance by measuring candidates against the aptitudes required for the job.
Assessment centres may include the following:
- Presentation
- Group Exercises
- Competency based interview
- In-tray exercise
Presentation
As part of an Assessment Centre you may be asked to prepare and make a presentation. You will be
given the topic and perhaps some reading material. You will be expected to prepare your presentation in a short period of time. The object of the presentation exercise is to observe your communication skills. Key things that an assessor will be observing are your ability to plan, structure and deliver your presentation.
Group Exercises
Group exercises examine how individuals respond in a group and/or problem-solving situation. Normally a group would consist of 6 – 8 candidates and a number of assessors would observe from a distance. The following are some of the skills that are being assessed: Communication, Judgement, Reasoning, Influencing and Problem Solving.
Competency based interview
You will be asked a series of structured questions which will require you to demonstrate examples of where you have previously used the skills/competencies required for the role. You will need to provide clear concise examples and this can be done using the STAR technique approach.
Using this approach allows you to:
- Describe the Situation you were in
- Outline the Task you had to do
- Explain the Action you took to get the task done
- Describe the Result you got and the benefit of the result
In-Tray exercise
Participants are required to stand in for a manager at short notice and cope with the in-tray exercise as best as they can, working against the clock. The in-tray could include memos, letters, phone messages, notes, reports and press releases and you will be expected to use your planning, prioritising, decision making, delegating and managing skills to complete this exercise.
The above tasks will typically be run by trained assessors, who will observe candidates competencies, group dynamics and any other issues that may arise.
Business dress codes are standard and, similar to an interview; candidates should arrive ahead of time and ensure they are never late. The proper research should be conducted on the company and the relevant industry factors should be examined. Remember, it is difficult to predict exactly what you will be tested on, so be as prepared as you can.
Practice psychometric and personality tests ahead of time, there are a number of websites at your disposal that will allow you to practise and most operate free of charge. Scoring within the right percentile may well mean the difference between a successful and unsuccessful application. Given the ease of access to these tests and the resources available there is no reason why you should not be fully prepared for any psychometrics you may undertake. Apart from necessary practise they will also allow you to identify any strengths or weaknesses in your skill set.
Assessment Centres operate on the basis of examining a candidate’s future potential and behaviour, so remember to put your best foot forward and be as prepared as possible. Within the group environment performances are typically based around a standard
Practise anything you may think will be relevant for the job and ensure your industry and company knowledge is as strong as possible.