Assessment Centres – An Insider's Guide

What is an assessment centre?

An assessment centre (or assessment day) is an interview stage that comes towards the end of the recruitment process. It can take anywhere from half a day to two days to complete, and consists of a variety of tests and activities.

The employer will usually cover the expenses if overnight stays are required. Only the candidates who have been shortlisted will attend, so expect to be facing other talented peers. Be mindful that not everyone will be going for the same role.

The term ‘assessment centre’ refers to the process rather than the venue. An employer may host the assessment centre if they have the room and facilities; otherwise, hotels and conference centres are commonly used.

Some companies prefer to use virtual assessment centres which are managed via video conferencing software. The candidates log on remotely and participate in activities and assessments adapted from in-person events.

Virtual assessment centres typically last for a few hours and provide opportunities for refreshment breaks and social contact. A virtual event is often considered to be less intense for the candidates, due to the shorter duration and being in the comfort of their own surroundings.

The typical structure of an assessment centre

The specific activities included in an assessment centre are dictated by the nature of the role to be filled, plus the knowledge, traits and skills expected of the successful candidate. The standard exercises include psychometric testing, group exercises, written tests, individual or group presentations, case studies, role play and in-tray tests.

Psychometric testing

The psychometric tests used might include numerical, logical and verbal reasoning, and personality questionnaires. The types of tests are selected according to the skills the employer wishes to assess. No prior knowledge is needed for these tests, as they are designed to measure natural aptitude and personality traits.

Group Exercises

Group exercises show the assessor how effectively candidates can communicate and work as part of a team. Companies often create scenarios that reflect real situations to observe how the candidates behave in the workplace.

In a group exercise, participants take on different roles, with some displaying natural leadership qualities and others motivating and driving the team, or quietly focusing on producing results.

Sometimes a group exercise can take the form of a discussion, whereby the team are given a topic area or current affairs issue that they have to analyse and discuss.

Occasionally, groups are asked to complete a more hands-on task such as solving a puzzle or designing a structure.

Written Exercises

Where the job role in question requires a high level of written communication skills, candidates may be asked to take part in a writing exercise. The timed tests cover grammar, spelling and language mastery, and may involve writing an email, press release or report.

In a group situation, you may be asked to critique a peer’s work or contribute to a joint project.

Presentations

Assessment centre presentations are often focused around the candidates themselves. The employer wants to get to know more about you while also assessing your communication skills, confidence, and ability to think on your feet.

The assessors will often provide you with topic areas before the day itself, so you have time to prepare.

Case Studies

A case study is an opportunity for the employer to see how well candidates perform in a work situation. The case study will reflect a typical situation in the company. You may be presented with a company report, review, or market research findings, and tasked with analysing the situation and presenting a response, either in writing or as part of a group presentation.

Role Plays

Role plays are popular when recruiting for customer-facing roles that require a level of quick thinking and diplomacy. The employer will be looking for calm, polite behaviour and clear communication.

In-Tray Tests

An in-tray exercise tests your ability to organise and prioritise workload and focus on the task in hand. Candidates are presented with a set of tasks that reflect a real work scenario and must work through the tasks in order of importance, explaining their rationale and decision-making process.

An example assessment day schedule

You will be sent details of the assessment centre event with your invitation. This should outline the venue, what to bring with you, and the timings of the day.

The employer will decide which activities to include, so no two itineraries will be the same. The following is an example of what you can expect throughout a one-day event:

• 09:00 Arrival, meet and greet, collect name badges, coffee
• 09:30 Introduction to the day, housekeeping and ice-breaker activity
• 10:00 Psychometric tests
• 11:00 Coffee break
• 11:30 Personality/situational tests
• 12:30 Break for lunch
• 13:30 Individual task: In-tray exercise
• 14:30 Group task
• 15:30 Refreshment break
• 16:00 Individual presentations
• 17:00 Debrief and evaluate
• 17:30 Finish

What are recruiters looking for?

Assessment centres have a proven track record of finding the most suitable candidates for the job. Employers are looking for competencies that indicate how suitable a candidate is for the role.

An assessment centre gives the candidates the opportunity to demonstrate the following competencies:

• Communication skills – be confident and open, using both verbal and non-verbal communication with your peers.
• Being personable – be friendly, polite and approachable.
• Leadership – speak up in group tasks and don’t hold back from taking the lead in situations where you feel it will benefit the team.
• Teamwork – employers want someone who can contribute confidently and fairly. Don’t be too shy to speak up, or too overbearing to let anyone else get a word in.
• Problem solving – all roles have some element of problem solving, and the employer will want an idea of how you approach scenarios in work situations.
• Influencing – articulate your ideas clearly and persuasively to influence peers to support your ideas.
• Creativity – creative thinking among employees can drive a company forward, so use any opportunity to show that you can approach situations from new angles.
• Negotiation – a group challenge is a good opportunity to show your skills of negotiation as you and your peers work out how to combine ideas for the best result.
• Time management – timed tasks simulate the pressures of the workplace, so stay calm and focused to complete tasks in the specified time frames.
• Planning – approach every task methodically. Effective planning can make the difference between the success or failure of a task.
• Organisation – an in-tray exercise is the ideal opportunity to demonstrate solid organisation skills, which are highly regarded in any workplace.
• Analytical thinking – practice analytical reasoning tests before your assessment centre to help refine this skill.
• Customer service skills – the employer will be looking for calm and professional behaviour throughout the day. Candidates who are seen to be hot-headed or impatient will be considered too risky for stressful customer-facing roles.

The employer is looking to see how you handle a busy day under pressure, as this will simulate a day in the real job. The advantage of an assessment centre is that if you underperform in one area, you can make up for it by excelling in others.