Assessment centres
Some employers may include an assessment centre as part of their recruitment process. The intention is for the employer to get a more rounded view of how you'd perform on the job. This is also a great opportunity for you to get an idea of how suitable you are to the role.
What is an assessment centre?
In the selection process, an 'Assessment Centre' does not refer to a particular place. Instead it comprises a selection of exercises and activities that measure you on competencies and behaviours essential for the job to be successfully performed. Often these exercises and activities simulate different aspects of the work environment.
Assessment centres are viewed as providing a more comprehensive method of selecting staff given the range of assessors and assessment methods. This can also provide an insight into your fit with their workplace culture.
How is an assessment centre run?
The centre can run between half a day to two full days or longer on the employer's premises, or through a human resources firm. Each centre typically involves a group of individuals who are assessed at different intervals both separately and together depending on the exercise. Set time frames are given to complete the activities and exercises.
Common exercises and activities
In-tray testing
You are given a tray of documents, based on a job situation, to sort and process. Documents may consist of accounts to reconcile, customer enquiries, and/or letters to respond to. This is designed to test you on attributes such as your ability to prioritise, manage your time and your comprehension skills. Depending on the type of documents and the requirements of the assessment exercise, these may also test your literacy and numeracy skills.
Psychometric testing
There are two main types of tests: aptitude and personality tests.
Aptitude tests are designed to assess you on your verbal, numerical, abstract and comprehension skills. You can practice and improve your skills by completing tests online, or by working through fun activities such as brain teasers, and puzzles. Try to aim for accuracy rather than speed.
Personality tests provide information of how you are likely to behave in a role. This is important since employers often have a type of person they would prefer for the role. Bear in mind there is no one right answer, since employers are looking for different traits and qualities. Don't try to guess what they want. It is best if you answer truthfully, you are more likely to be happy in a role you are suited for.
Group exercise
Most jobs will involve working with other staff. How you would behave in a team situation can be observed by having you participate in a group scenario. This exercise usually involves working collectively through a problem. Assessors are not only interested in your ability to contribute, but your ability to listen and consider other team members. For instance having an inclusive team approach could win you more points than trying to dominate the group with your ideas.
Role plays
You may be asked to assume the role of a staff member in a particular scenario. This could include dealing with an angry customer or solving a complex problem on the job. These scenarios help the assessor gain an insight into behaviours such as how you deal with pressure, or solve problems.
Oral presentations
Presenting a short talk may form part of your assessment. Either you'll be given the opportunity to prepare beforehand or you'll be expected to put it together on the day. Having you prepare and deliver a presentation helps to demonstrate your ability to manage and present information.
Case study/ Written exercise
In this activity applicants are given a work related problem to solve. You communicate your response either through a written report and/or a verbal presentation. This task helps the assessors identify how you work through problems and deal with limited time and resources.
Interview
Expect a panel interview. Make sure you provide specific relevant examples from your background and experience to answer questions. Questions are likely to focus on the employer’s selection criteria.
For more information go to the section on Interviews.
Preparing yourself
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Know the employer's requirements. Think of examples from your background that show you are able to satisfy these requirements.
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Do some research on the employer.
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Get a friend to interview you for practice.
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Make sure you read the instructions. This includes both the information you may be given prior to the assessment centre and information on the day.
- Don't try to be someone you are not.
Practice psychometric tests
The following links will direct you to trial psychometric test websites to give you an idea of what types of questions you may encounter if you are required to undertake aptitude and/or personality tests.