ASSESSMENT CENTRES
A regular feature of graduate selection, they are more
reliable than just an interview as recruiters can observe you in work simulations. Using multiple exercises and assessors, they are an opportunity to show your strengths in a number of exercises. If you don’t do well in one exercise you may be able to over-perform in another. They can vary in length from a half to three days. Make sure you prepare and ask questions about the format in advance if you are unclear. Always listen carefully to the instructions at the
start of an exercise as typically, once started you cannot ask questions. Remember to take a watch – you may not be allowed to use your mobile as a timer and many exercises are timed.
Group Exercise Sometimes at the start of the assessment there
is a short “warm up” exercise. It will possibly be a team exercise where you have to construct an object or come to a solution to a problem quickly. Typically assessors are looking for team work, problem analysis, communication skills and time management. Some exercises allocate roles, some do not. The
topic may be relevant to the organisation or be a general discussion e.g. “should we carry ID cards?”, or a specifi c case study where each candidate may have the same or different information. Here the quality of your contribution matters – not
the person who says the most! Make sure you involve others as it shows you can engage, listen, respond and infl uence. Speak clearly and try not to talk over other people.
Presentation Prepare and rehearse in advance and be armed
with the information you need, including any statistics that will help impress the assessors – but not too much. You may be given a topic on the day and 10 – 15
minutes to prepare. In both cases they will be looking for your problem
analysis, communication, and infl uencing skills – not your knowledge of PowerPoint! Be prepared for both “standard” questions as well as some based on your interpretation of the problem. If allocated 10 minutes to present – it is 10 minutes not fi ve or 15!
Psychometric Tests & Questionnaires Often completed online, critical reasoning tests,
working styles and motivation questionnaires are regularly used. Additionally there may be some “technical” tests that are paper based to be completed. There are many websites providing information and practice opportunities.
Dinner An opportunity to socialise with staff and recent
graduates this is all about networking – it should NOT be part of the formal assessment but use caution and don’t over indulge at the free bar!!!
Neil Sampson Email:
neil@talent4results.com
Aligning talents and motivations to the goals of an organisation
Directory 2011/12 |
GradJobs.co.uk | 9
An opportunity to show YOUR STRENGHTS
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