Downloads. Assessment centres Information. What is an assessment centre?
Assessment centres are often used by employers as part of the recruitment process. A group of candidates are brought together to perform various group and individual tasks – usually including an interview. This gives the employer a more rounded view of the candidates than just an interview. Assessment and Psychometric Tests books. The graduate's guide to assessment centres. Assessment centres are a regular feature of the recruitment process for graduate schemes.
Employers bring together a group of candidates who complete a series of exercises, tests and interviews that are designed to evaluate their suitability for graduate jobs within the organisation. This format makes it much easier for you to showcase a broader range of skills and competences than you would have opportunity to demonstrate in an interview.
For this reason they are a much fairer and more effective way to select graduates than traditional interviews. Assessment centres. Performing well in demanding competency-based interviews requires good preparation.
Following these tips will increase your chances of success come assessment day... What is an assessment centre? Selection centres assess your suitability for the job through various tasks and activities, allowing employers to test skills that aren't necessarily accessible in a traditional interview. They’re hosted over a one-, two- or three-day period, and you'll usually be joined by six to eight other candidates. It's often the final stage of the selection process for large graduate recruiters. Assessors - usually a mix of HR consultants and line managers - score your actions against competency frameworks. Assessment centres advice for graduates. Assessment centres: an overview. What is an assessment centre?
Many companies run a series of extended selection procedures, often called assessment centres. These centres allow organisations to assess the candidate’s ability and whether they possess the skills to join their organisation. Also referred to as selection centres, they present candidates with a mixture of online tests, group/individual exercises, case studies and presentation exercises. This type of process usually lasts a day or two. They take place following the first round of interviews and before the final selection. What is involved? Psychometric tests Employers today are using psychometric tests more than ever in the graduate selection process. Assessment centre guide. Downloads. Assessment Centres no cropmarks.
Imperial College London. Why assessment centres?
Employers use assessment centres to obtain a more rounded view of candidates. Assessment centres commonly follow a successful first round interview, although sometimes they can form your first face-to-face contact with the employer. What differentiates an assessment centre from an interview is that you will interact with other candidates, allowing a wider range of activities to take place than in traditional interviews. In particular, employers are interested in how you interact with others. Assessment Centres. How to prepare and perform to your best at assessment centres 15 02 03. 10 sure-fire ways to flunk your assessment centre. Love them or loathe them, assessment centres are here to stay.
Companies love them because they’re both cost effective and far more reliable indicators of whether a candidate is up to the role than the traditional interview process. But they’re not anywhere near as popular with applicants, especially those who sometimes struggle to make a positive enough impact when going through them. So let me take you through ten assessment centre behaviours that you must avoid… Not trusting the competition – There will be more candidates than jobs so the tendency with some is to view other applicants as ‘enemies’.
Assessors will soon clock this and – if one of the skills they are looking for is ‘working with others’ – you’re certainly not going to be making the right impression. Look at me everybody! Don’t look at me everybody! Time out? I’m just not listening – Many instructions for exercises are given verbally. Time for a rest – Remember that assessors will be watching you most of the time. How to be your best self at graduate assessment centres. Here are our top tips on how to behave at assessment centres for graduate jobs: 1.
Be professional Arrive on time and look the part. Be friendly but polite. The assessment centre is partly a social exercise, so do chat with the other candidates at coffee breaks and over lunch. 2. Don't stand back and don't turn your nose up. 3. It's going to be a long and tiring day, so try to make sure you have a good night's sleep beforehand as you'll need to stay alert and engaged. Assessment Centres - Careers Service. Preparation Assessment centres give the employer the chance to observe you and see what you can do, rather than what you say you can do, in a variety of situations.
Most large graduate recruiters include assessment centres as part of their recruitment process, typically lasting one or two days. As with interviews, a key to success is preparation and presenting yourself in a positive way. How the Careers Service can help you prepare. Assessment centre feedback. Information Tree. Interview tests and exercises. Employers can set many different interview tasks, so get the competitive edge by preparing for what you might encounter Presentations These assess your ability to communicate clearly and formally, testing your skills in timing, persuasion, analysis, public speaking and creativity.
Interview presentations usually last 10-20 minutes, and are prepared in advance using Microsoft PowerPoint. Employers using assessment centres may set impromptu presentation tasks based on an exercise you've already completed. You'll be given around 30 minutes to prepare, which tests your response to pressure. Discover how you'll be assessed;focus on your primary aims and desired outcomes, tailoring your presentation accordingly;include an introduction, main section and conclusion;minimise visual prompts, highlighting key messages using figures, bullet points and short sentences;prepare for questions by familiarising yourself with background information. When giving your interview presentation, ensure that you: Selection and Assessment Centres. What are assessment centres? Selection centres (also known as selection centres) consist of a number of exercises designed to assess the full range of skills and personal attributes required for the job.
Why hold assessment centres? They are one of the most reliable methods of assessing candidates. Interviews, or any other method, taken alone, may be as low as 15% accurate. However, when scores from a number of different selection exercises are combined, their accuracy can rise to over 60%. Nottingham AssessmentCentres. How to prepare for an assessment centre. Practice Assessment Centre Exercises. Experts reveal all: assessment centres explained This free guide to assessment centres is an authoritative manual on how assessment centres work and what knowledge candidates should take into the assessment centre with them.
Nerves and unfamiliarity are the biggest culprits of underperformance. Activities at an assessment centre. Each employer will use different exercises to assess your skills and abilities.
We've put together some hints and tips on facing some of the most commonly used exercises. Group activities What to expect These will involve all or a group of candidates, including yourself, and will normally be a discussion with certain defined objectives. You will be observed by the assessors throughout, so make sure to focus on the activity. Structured - you will be given a designated role such as IT specialist; you may have information that nobody else has and vice versa, and may be set personal objectives that will partly conflict with the rest of the group. Do Join in - once you get started any nerves will rapidly disappear.Contribute - there are no points for having good ideas that you don't communicate.Listen - listening carefully is as important an element in good communication as what you say yourself.
Business exercises. Business exercises What should you expect? These exercises are usually closely related to the role and will assess the skills required for the job. They are usually based on real business situations and will test skills such as organisation, problem solving, data analysis, planning and decision making.
File107382. Written Exercises no cropmarks. Role Play Exercise. Role-play exercises and how they work Role play exercises are among the most popular assessment tools used by graduate recruiters at the assessment centre stage of the recruitment process. Role play exercises are very common in graduate recruitment scheme selection, and are particularly useful when assessing candidates for client facing positions such as consulting, sales and law. Although many group exercises may incorporate aspects of role-play, typical role play exercises are conducted one to one, either with a member of the recruitment team or an actor. Candidate’s performance will be observed throughout the exercise and their performance will be assessed, noting the candidate’s strengths and weaknesses.
The content and context of role play exercises will vary considerably depending on the role and the organisation, however typically candidates will be role-playing the position in which they have applied, and will need to act out a common workplace scenario/problem. 1. 2. 3. 4. 5.
Presentations. Psychometric tests. Can I prepare for the Assessment Centre Social Event?