Oxford University Careers Service, September 2012, www.careers.ox.ac.

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ASSESSMENT CENTRES


WHAT ARE ASSESSMENT CENTRES?
Many employers do not believe that individual interviews can tell them enough about candidates,
especially how they work with other people, and so prefer to use a range of selection techniques.
This series of selection activities is often known as an assessment centre, they are considered by
many employers to be the fairest and most accurate method of selecting staff; this is because they
give different selectors a chance to see a variety of candidates over a longer period of time than is
possible in a single interview. It gives them the opportunity to see what you can do, rather than
what you say you can do, in a variety of situations.
Assessment centres last from half a day to two days and sometimes longer. The types of activities
ran at these assessment centres vary according to the employers, but can include aptitude tests,
personality questionnaires, business games, case studies, group discussions, presentations, one-to-
one interviews, socialising and meeting trainees. Assessment centres are usually held either on
company premises or in a nearby hotel. An organisation is likely to be running a number of these
assessment centres and will invite a small number of candidates to each.
Selectors at assessment centres will measure you against a series of competencies, and each
activity will be carefully designed to assess one
or more of these areas. It is also worth
remembering that you are being assessed
against these competencies and not against the
other candidates, so rather than trying to
compete against them as individuals, make sure
that you demonstrate the qualities the
organisation has highlighted as important to
them. It is not unheard-of for an organisation
to select every candidate from one assessment
centre and no one from another.

Most of the advice given in the Interviews
Information Sheet will be useful if you are
preparing to attend an assessment centre. You
may also wish to attend one of the assessment
centre workshops given in Michaelmas and
Hilary Terms at the Careers Service. Also look in our Employer Files for any information we may
have about the exercises used by the organisation to which you have applied.
HOW DO ASSESSMENT CENTRES SELECT CANDIDATES?
A combination of the following activities may be used:

SOCIAL EVENTS
These give you the opportunity to meet a variety of people including other candidates, the
selectors, recent graduates or senior management. They are excellent opportunities for you to find
out more about the organisation and to ask questions in an informal setting. Although these events

THE
CAREERS
SERVICE

TOP TIPS - How will I be assessed?

The employer will have a checklist of abilities, skills
or competences against which they will assess you
during each exercise and interview. These could
include:

Creative problem-solving
Teamwork skills
Effective communications skills
Handling complexity
Business/commercial awareness
Drive and motivation
Initiative



Oxford University Careers Service, September 2012, www.careers.ox.ac.uk 2

may be billed as informal and not a part of the assessment process, you should still behave in a way
that will reflect well on you - don't use drink as a crutch for failing nerves!


INFORMATION SESSIONS
These provide you with more information about the organisation and the job roles available; listen
carefully, as such information is likely to be more up-to-date than your previous research.
If you are unclear about anything - ask.


INTERVIEWS
These could range from competency
based to technical (depending on
the roles). They may use the
opportunity to probe any doubtful
areas that may have emerged at a
first interview, so reflect back and
think about how to handle them.
Although you are more than likely to
have had at least one interview by
the time you get to an assessment
centre, you will probably encounter
another one-to-one or panel
discussion at this stage. Interviews
at this stage are likely to be much
more in-depth than those you
experienced during the first stages
of selection, and could be with
someone from the
department/division to which you are applying, or even with the person with whom you would work
if you get the job. Questions may refer back to assessment centre activities or to aptitude test
results; be prepared to be challenged on your answers, but keep calm, consider your answers, and
avoid being defensive. On the other hand you may be asked many of the same questions that you
were asked at first round; don't assume that your interviewer is familiar with the answers you gave
at that stage, but treat this subsequent discussion independently.


PSYCHOMETRIC & APTITUDE TESTS
These are timed tests, taken under examination conditions, designed to measure your
intellectual capability for thinking and reasoning. The tests should be carefully designed for
the role for which you have applied, and are meant to be challenging, but will not depend on
you having prior knowledge or experience of that role. Most tests are multiple choice in
format, and you should be given sample questions with your letter of invitation. Before the
testing session begins, you will have the opportunity to work through some example
questions; these will not be taken into account when the tests are marked, but are there to
ensure that you understand what is expected of you. Most companies will have an example
test that you can look at online so spend some time practicing these.

Make sure you:
Pay careful attention to the instructions
Ask for clarification if you don't understand the examples
Work as quickly and accurately as you can
Practise working without a calculator, as you may not be allowed to use one, and revise
basic mathematical operations if you haven't done numerical work for a long time.

A typical timetable for an assessment centre

08.4509.00 Arrival and registration
09.0009.30 Company presentation and overview of the day
09.3010.00 Interview
10.0011.00 Group exercise
11.1512.15 Prepare and give presentation
12.1513.00 Lunch with employees and gradate trainees
13.0013.45 Case-study interview /
in-tray exercise / written exercise
14.0015.00 Psychometric tests
15.0016.00 Panel interview
16.00 Depart



Oxford University Careers Service, September 2012, www.careers.ox.ac.uk 3

For more information see the psychometric testing information sheet.
PERSONALITY INVENTORIES
These assess what you are like as a person and how you might react in different situations. They are
not usually timed, have no right or wrong answers, and are often used to help ensure you would 'fit'
into the employing culture or to identify the working situation that would best suit you. You cannot
practise for these tests, but you should answer honestly and avoid trying to second-guess 'correct'
answers. Pretending to be anyone other than you are during the recruitment process may later lead
to disappointment for both you and the employer. There are several personality inventories
available on the internet, but these are of variable quality and won't, in any case, affect your
performance in a recruitment situation.


IN-TRAY EXERCISES
This exercise is now commonly carried out on a computer. You will have access to an email in-box
full of messages, reports and telephone queries. You will be expected to take decisions on each
item: deciding priorities, drafting replies, delegating tasks or recommending action to superiors and
so on. The exercise is designed to test how you handle complex information within a limited time, so
organisations will be looking to see how you perform under pressure. Make sure your written
answers have a clear logical structure. Some organisations will also want to know why you have
made certain decisions, and may ask you to annotate items or discuss your actions in a follow-up
discussion.
See: http://faststream.civilservice.gov.uk/How-do-I-apply/Example-e-Tray-Excercise/ and
www.assessmentday.co.uk/in-tray-exercise.htm for further information.

CASE STUDIES
In this kind of exercise you will be given a set of papers relating to a particular situation, and be
asked to make recommendations in a brief report or presentation. The subject matter itself may not
be important you are being tested on your ability to analyse information, to think clearly and
logically, to work under time pressure, to exercise your judgement and to express yourself on paper
or verbally (see presentations below). Case studies are often designed so there is not one obvious
right answer and the selectors will be looking to see how you have come to your solution / decision
and that you can justify your recommendations. Sometimes a case study will be used as the basis of
other aspects of the assessment centre; a presentation, role play or group discussion.

For information on Management Consultancy case study interviews see the Case Study
information sheet.


GIVING PRESENTATIONS
You may be asked to prepare a short presentation to the other candidates and the selectors at your
assessment centre. Sometimes you will be asked to bring a prepared presentation to the
assessment centre, but usually it will have to be prepared on the day. You may be given a subject or
have completely free choice. Whatever the case, try to avoid talking about anything too
commonplace or technical, but remember that you could be asked supplementary questions, so it
will need to be a subject on which you have further information to hand. Again, the subject matter is
not necessarily important - the organisation wants to know whether you can structure a talk and
communicate information effectively.

Planning
Plan your presentation carefully along A-B-C lines:
o A tell them what you're going to tell them
o B tell them
o C tell them what you've told them


Oxford University Careers Service, September 2012, www.careers.ox.ac.uk 4

Limit your points to three to six main messages.
Pitch the level of your talk at your audience and keep it clear - don't give too much detail.
Support your ideas and themes with (brief) anecdotes, examples, statistics and facts.
Consider your timing, and note how long each part of your presentation should take.

The Presentation
Aim for a conversational delivery and avoid memorising, or reading from a full script of
notes.
Talk to the group not at it.
Speak clearly, don't gabble or mumble, and talk a little more loudly than you think necessary.
Keep to time. Bear in mind that your nerves can speed you up or slow you down on the day.
Make eye contact at some point with all members of the group.
Be aware of your body language and don't fidget as you talk.

Visual Aids
Flipcharts and Powerpoint slides can greatly enhance your presentation, but should be used
with care - let them illustrate rather than repeat what you are saying.
Images are generally more effective than words.
Don't overcrowd your visual aids - you want your audience to be listening to you, not
reading!
Avoid reading your visual aids out loud to your audience.

Questions
Handle any questions using the mnemonic TRACT :
o Thank the questioner
o Rephrase the question for the rest of the audience
o Answer the question to the group
o Check with the questioner that they are satisfied
o Thank them again

GROUP ACTIVITIES


It is important to remember that good team work
is not necessarily about getting your ideas taken
forward, but also listening to, acknowledging and
following through the ideas of others in the group.



Most graduate jobs will involve you working with
other people in some way, and most assessment
centres involve a substantial element of group or
teamwork. Whether you have to complete a
practical task or take part in a discussion, the
selectors will be looking for your ability to work
well with other people.




An example Group exercise Scorecard:

Competencies Candidate x,
y, z
Team Work
Understands the importance of good team
work. Listens, motivates & encourages
quieter members. Defined role in team.

Initiative
Makes suggestions on how to tackle the task.
Generates logical ideas. Builds on others
ideas. Decision maker.

Drive & Motivation
Is energetic and enthusiastic in pursuit of the
goal. Progresses the team towards a
successful outcome. Consistent participation.

Organisation
Structures the task. Is aware of time
constraints. Takes an organised approach.
Creates a project timeline.




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There are some basic rules to follow in this type of exercise:

Get a good grasp of any information you are given, but don't waste time on minute
details.
In light of the information given, decide your objectives and priorities, then make a
plan and follow it. This will ensure the group does not stray away from the original
brief.
Be assertive and persuasive, but also diplomatic be tactful even when faced with an
idea you think is weak. Try to speak with conviction about your ideas.
Listen to what everyone else has to say and try to get the best contribution from
everyone in the group. Don't assume that shy or quiet members have nothing to
contribute.
Find the balance between taking your ideas forward and helping the group to
complete the task constructively.
Make sure the group keeps to time.
Keep your cool and use your sense of humour where appropriate.

PRACTICAL TASKS
Occasionally you may be asked as a group to use unfamiliar equipment or materials to make
something. The selectors are usually more interested in how the group interacts than in the quality
of the finished product, but they will also be assessing your planning and problem-solving skills, and
the creativity of your individual ideas. As with any group activity, get involved however silly you
may consider the task to be.

DISCUSSIONS & ROLE PLAYS
You may be asked to take part in a role-playing exercise where you will be given a briefing pack and
asked to play the part of a particular person. The assessors will be looking for your individual
contribution to the discussion, your assertiveness, your verbal communication skills and your
interpersonal skills. You will be given some time (usually 15 30 minutes) to read the background
information to try and pre-empt some possible challenges you may face and how you may respond.
Some scenarios for roles plays include, you are defending a decision you made to a client or more
senior member of the team, you are dealing with an angry client or customer or you are negotiating
with a supplier.

FAILING AT ASSESSMENT CENTRE STAGE?
Do not worry if you think that you have performed badly at any one stage of the assessment
centre. It is more than likely that you will have the chance to compensate later on or at least discuss
this as something you would have done differently; demonstrating that you are self aware.
If you are unsuccessful remember to ask for feedback; most firms will give you feedback on your
performance at the assessment centre stage and this will help to enhance your performance at
future assessment events. If you were faced with a similar situation again, ask yourself whether you
would react differently, and how you could better demonstrate the qualities for which they were
looking. Talk with a Careers Adviser if it isnt obvious how you could improve your performance in
the future. Youve done well to get so far and youre getting very close so stick at it!




Oxford University Careers Service, September 2012, www.careers.ox.ac.uk 6

RESOURCES
FILES
Skills, Interviews and Assessment Centres


E-BOOKS
The following e-books are available through SOLO (Search Oxford Libraries Online) -
http://solo.bodleian.ox.ac.uk
How to succeed at an Assessment Centre: Essential Preparation for Psychometric tests,
group and role play exercises, panel interviews and presentations, Harry Tolley & Robert
Wood
A practical guide to assessment centres and selection methods: measuring competency for
recruitment and development, Ian Taylor
Handling tough job interviews: be prepared, perform well, get the job, revised and updated,
Julie-Ann Amos

USEFUL WEBSITES
www.prospects.ac.uk Prospects
http://targetjobs.co.uk Target Jobs general information about psychometric tests


SKILLS SESSIONS:
Careers Bootcamp Get that job
Assessment centre practice




























Oxford University Careers Service, September 2012, www.careers.ox.ac.uk 7

GENERAL RESOURCES
CAREERS ADVISERS
Sometimes you just need a little help whether its feedback on your CV, preparation for
interviews, or figuring out what to do next. Our Careers Advisers each have areas of special
interest, but share their knowledge so that all can help with initial enquiries, and will make sure you
get follow up from a specialist if you need it. Our 15 minute sessions are first-come first-served
every weekday at 56 Banbury Road, or you can book on CareerConnect for a 20 minute discussion.
Longer sessions are available by referral, and we can give advice by phone or Skype in the vacations
too. See http://www.careers.ox.ac.uk/our-services/see-a-careers-adviser.

THE CAREERS WEBSITE
www.careers.ox.ac.uk is the central source to download all our publications, find links to other
useful sites and much more. You can see whats on at the Careers Service, read tips about
interviews at different companies, listen to podcasts, and find out what alumni have gone on to do.

CAREERCONNECT
The password protected area of our site is your portal to contact 1,700 alumni mentors, book
workshops and advice sessions, upload your CV, download books and search for jobs over 4,695
vacancies were added over the last academic year. To find out more and log-in, see
http://www.careers.ox.ac.uk/our-services/careerconnect/.

THE RESOURCE CENTRE
At 56 Banbury Road you can browse our careers library; read the latest sector periodicals; take
away leaflets, booklets and brochures from national careers publishers and see a Careers Adviser
there and then. For opening times, see our website at www.careers.ox.ac.uk.

E-NEWSLETTER
We email out a weekly newsletter in term-time - giving a summary of upcoming events by sector,
further study opportunities and ways to boost your CV. Theres always something for everyone, so
keep your eye on your inbox!

SOCIAL MEDIA
FACEBOOK
Join us at www.facebook.com/oxfordcareers to get reminders of our major events straight to your
newsfeed, as well as last-minute news from employers.

TWITTER
Want to know what those in your chosen field are talking about? Use Twitter to listen in on the
conversation, find out about opportunities or ask questions. Start by following us at
www.twitter.com/OxfordCareers to get careers related news and tips, and check out our lists to
find a ready-made batch of interesting Twitter feeds for your chosen field. Twitter is also a great
way of demonstrating your interest in a sector - theres a reason its called micro-blogging!

LINKEDIN
If employers search for your name and university, a LinkedIn page ensures they find what you want
them to know. Its a place to showcase your skills and qualifications, and to get publically
recommended by those youve worked with. Its also a phenomenal research tool to find people to
contact, and learn about the background of those in your ideal job. Theres a tailor-made user guide
for students here: http://learn.linkedin.com/students/step-1/.