Some organisations, in particular the large graduate recruiters, run a set of further selection tests called Assessment Centres.

Their main purpose? To provide an environment in which candidates can be put to the test in demonstrating a set of key work-related skills.

When do they take place?

Assessment centres take place after the initial application stage. It can vary from employer to employer when exactly this is; it could be after a round of online tests such as online aptitude tests or video interview, or it could be immediately after the application. They usually precede the final selection interview.

Where do they happen?

In a variety of places. It might be in a hotel or conference centre or within an organisation’s own premises. They can take from a half-day up to two full days to run so might involve an overnight stay if you have to travel far to the site.

In light of COVID employers have continued to use assessment centres – but have moved to a virtual assessment centre approach. This looks like it will be something that in many cases will continue in the future.

What happens at them?

You will be given various tasks throughout the process ranging from group activities to independent pieces of work. The actual process will vary between employers but common tasks include:

• Group activities (which could be formal work-based tasks or something a bit more fun!)
• Case studies
• Role play
• In-tray/E-tray exercises
• Presentations
• Interviews
• Ice-breaker activities and social events

What will they be looking for?

They will assess your transferable skills related to the job, so things like teamwork, communication, leadership, problem solving. They might also assess specific work-based skills that are required in the job.

As well as skills, remember that they will be trying to assess you as a person too and seeing if you would fit in at the company. So remember – you will always be getting observed, even during social events such as lunch, coffee breaks, dinner and drinks.

Are there any key tips?

Yes –

Remember you are being observed at all times so don’t switch off and hide in a corner during breaks. Make the most of the opportunity to network with other candidates and company employees. Look interested!

In team activities make sure you participate. However, you don’t need to be the one who dominates the group! Try and include others who are maybe not contributing to show you are a real team player.

Be yourself! Trying to act like someone you are not may not come across well. If you have the right attributes for the job let them come out naturally.

Are there any useful resources?

For more useful tips on how to be successful at assessment centres have a look at TargetJobs assessment centres

You can also find examples of some of the individual activities at assessment centres at AssessmentDay

This video, delivered by graduate recruitment experts SRS Recruitment, for UoD students, gives an overview of Assessment centres you may face and tips on how to succeed. The video is 27 min 59 sec. Captions available.

Online Tests

When applying to certain employers, particularly the large graduate recruiters, you may find that you have to complete a series of tests called psychometric tests. This is an umbrella term for a range of different tests which can be broadly categorised into two types – aptitude/ability tests and personality tests.

What are they and why are they used?

Psychometric tests are standardized tests designed to assess your skills, abilities, knowledge and personality in order to assess your suitability for a specific job. Recruiters use them as they are deemed to be a fair method of assessing suitability for a job and a good predictor of future job performance.

Employers often use them to sift candidates when there are large numbers of applications, helping them reduce numbers that are invited to the next stage such as assessment centre or interview.

 

When do they happen?

They can be used at different stages of the recruitment process.

• After you have submitted your application you may have to do an online test before getting invited to the next stage. This helps employers sift candidates and reduce numbers that are invited to interview/assessment centre when faced with a large number of applications.
• At a later stage such as an assessment centre. This could be online or in paper form.

 

What types of tests are there?

There are numerous different types of test designed to assess different types of ability that you will require for the job. You may face one of them or numerous types. Common types of aptitude tests are:

• Numerical reasoning
• Verbal reasoning
• Diagrammatic/inductive reasoning
• Logical reasoning
• Critical thinking
• Technical

Some types of test assess a candidate’s response to work-related scenarios. This includes:

• Situational Judgement Test

In some places you might also face a personality test which will assess how you would behave and react to different situations and whether you would be a good fit for the company culture.

To find out more about the individual tests have a look at Prospects and Target Jobs.

 

How can you prepare?

By their very nature aptitude tests are designed to measure natural ability and are not things you can necessarily study for. However you could help prepare things like your numeracy by practicing basic mental arithmetic, practice doing puzzles and logical mind games or reading different types of literature to enhance your vocabulary.

However the best thing you can do is PRACTICE. Get used to doing these tests, know what to expect, time yourself doing them and develop techniques and approaches.

There are several websites which offer free practice tests (and paid ones if you wish) most notably AssessmentDay and Jobtestprep.

 

This video, delivered by graduate recruitment experts SRS Recruitment, for UoD students, gives an overview of the range of online tests you may face and tips on how to succeed. The video is 16 min 48 sec. Captions available.