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Research shows the assessment centre to be one of the most effective recruitment methods there is. For jobseekers, though, it can be a puzzling practice, so here is what it involves and what to expect.
A well-run assessment centre session is not only a way of making sure the best candidate is chosen; it is also a chance for candidates to learn their own strengths and weaknesses, and so to find work that matches their competencies.
The shortlisted candidates (usually four to eight) are invited to a session lasting several hours, during which they complete set tasks, both individual and group.
How they tackle the tasks is judged by assessors – specially trained recruiters or managers who observe the session closely.
What does assessment centre mean?
An assessment centre is a method of evaluating candidates’ competencies, used in selecting the strongest among them.
It allows information about participants’ knowledge, skills and attitudes to be gathered in a standardised way. Competencies typically assessed include teamwork, communication, leadership and time management.
What does an assessment centre session involve?
The shortlisted candidates (usually four to eight) are invited to a session lasting several hours, during which they complete set tasks, both individual and group.
How they tackle the tasks is judged by assessors – specially trained recruiters or managers who observe the session closely.
Assessment centre – tasks and example exercises
You now know what an assessment centre is. You may be wondering what a session actually looks like. There is no single formula that suits every recruitment. That said, an assessment centre may take the form of:
- A case study: candidates are presented with a business situation, real or hypothetical, and asked to solve a problem or make a decision based on the information available.
- A group exercise: participants work together on a set task. What is usually assessed here is teamwork, communication and the ability to resolve conflict – and, for management roles, leadership.
- A simulated client conversation: candidates are asked to role-play clients or partners in business conversations. The exercise is designed to test interpersonal skills, such as the ability to persuade.
- A presentation: candidates prepare a presentation from materials supplied and then deliver it to the assessors.
Assessment centre – how do you prepare?
Preparing for an assessment centre session can be decisive. Here are a few pointers:
- Understand what to expect: read the job advert carefully. It will give you a reasonable idea of which competencies will be assessed.
- Use your imagination: think about the situations and challenges the new role will put in front of you. Think like a recruiter and anticipate the tasks that might come up.
- Consider your strengths and weaknesses: think about how best to bring your strengths to the fore.
- Relax: try to keep stress and tension in check. Use relaxation techniques that will help you stay composed during the assessment.
- Be ready for feedback: remember that an assessment centre often ends with a feedback session, in which you will learn your strengths and the areas to work on. Be open to it and ready to learn from your mistakes.
