1. Assessment Centres Gemma Traquair and Claire Tanner

2. What is an Assessment Centre A number of exercises designed to assess the full range of skills and personal attributes required for the job. They may include:  Group activities  Delivering a presentation  E-tray exercises  Role plays  Tests Page 2

3. Why do employers use assessment centres? They are one of the most reliable methods of assessing candidates They offer a thorough, in-depth assessment Observe candidates over an extended period of time See how candidates react under pressure Watch how candidates work with others and how they interact in social situations Covering LettersPage 3

4. Standard Application Process Application form 3000 Psychometric Testing 600 Video Interview 150 Assessment Centre Offer View, Master, Slide Master to change this text to the title of your presentation Page 4 96 30

5. What are they looking for? People that actively contribute People that listen People that demonstrate leadership qualities People that communicate Skills can be demonstrated by taking a role LEADER TIMEKEEPER SCRIBE DELEGATOR Page 5

6. More specifically, they are looking for… A demonstration of the competencies and values described in the job description How candidates work under pressure or as part of a team That candidates have a voice and will be heard That candidates are inclusive

7. Typical Assessment Centre Tasks 1-1 Interview Group Interview Group Task Individual Presentation Group Presentation Role play / acted scenarios Online simulations E-Trays Online tests (or paper tests) Report-writing / analysis ‘Soft’ assessment during social times Covering LettersPage 7

8. Tasks as a way of capturing a range of skills Group task or role play:  Inclusivity  Communication  Timekeeping  Delegation  Fairness  Compromise  Negotiation  Teamwork  ‘Likeability’ and interpersonal skills Report-writing or analysis / written tests:  Calmness under pressure  Critical thought  Written English  Innovation and creativity  Basic skills tests (e.g. numeracy)  Logical thinking View, Master, Slide Master to change this text to the title of your presentationPage 8

9. Competency / Skills-based Tasks Many FTSE 500 companies and public sector organisations such as the Civil Service apply a set of competencies or behaviours to their graduate recruitment processes Often these are made explicit to candidates during the application process and if this is the case, preparation is key “We give out our competencies as an act of transparency and fairness, but also to show that there is no hidden agenda here. The best candidates are very familiar with these and have prepared accordingly” (CSFS Assessor, 2015) View, Master, Slide Master to change this text to the title of your presentationPage 9

10. Assessment Centre Exercise Practice Covering LettersPage 10