Assessment centres: How to cut it at assessment centres

An assessment centre is used to eliminate candidates in the last stage of the selection process. It is not a physical centre, as the term suggests, but a rigorous programme of exercises designed to assess a candidate's performance and suitability for a particular job. Typically, assessment centres take place over the course of one or two days and involve up to 12 candidates. Get through this round and you'll most likely receive a job offer.

Why are they important?

Assessment centres are seen as one of the most effective ways of identifying top candidates who'll get on well with others and make a good team and cultural fit. According to the Chartered Institute of Personnel and Development's Recruitment, Retention and Turnover 2004 Survey, three in 10 UK employers - 34 per cent - now use assessment centres when recruiting managers, professionals and graduates. This figure will inevitably grow as organisations seek to make more accurate selection and promotion decisions.

Where do I start?

Many strong candidates underachieve on the day as they have failed to properly prepare for it and are unsure of what to expect. At the very least you need to have good background knowledge of the sector, the organisation and its products and services as well as the specific challenges of the business. Alison Gill, co-founder of talent management consultancy Getfeedback, also stresses the value of fully understanding the role and the job family into which you are being recruited.

"In order for you to be successful, it's important that you understand what will be required from you in the job upfront and can describe your experience and skills in line with this," she says.

Prepare in advance

Selectors, looking for specific competencies to match the job vacancies, will closely monitor your performance in a variety of situations. This may include practical tasks, psychometric tests, presentation, group exercises and role-playing. It is worthwhile rehearsing as much as you can at home. "Thoroughly prepared candidates will have considered challenging questions, typical role-play activities and how they plan to approach group exercises," says Gill. "This preparation shows commitment to the role and ensures the best possible chance of demonstrating skills and behaviour that the assessment centre is selecting against."

Exhibit team behaviour

Showcasing your talents when everyone else is attempting to do the same can be difficult, but remember you're not in competition. Employers are seeking candidates who show evidence of being team players and who fully commit to the tasks they are set. You can't be a shrinking violet, but you do need to curb any extrovert tendencies that may be lurking. For example, don't interrupt or take over the discussion. Also, don't try to outmanoeuvre others or dismiss opposing points of view. "Although it's important to make an impression and stand out, take care not to derail the exercise for others as this will reflect poorly in your observation and behavioural ratings," says Gill.

Gain an edge

Some exercises will require a group leader. When it's your turn to take charge, be sure to adopt a consultative approach rather than a directive one as your aim is to establish consensus. Listen to others and encourage participation from quieter group members. Be adaptable in your thinking and recognise other candidates' good ideas. Express your own views clearly and concisely. Employers will be swayed by persuasive communication skills so if your opinion or approach is challenged, don't back down. You can notch up extra points by talking candidates around to your way of thinking. An ability to resolve conflict within the group will also get you noticed.

Remain positive

Don't lose heart if you've had a poor showing in one exercise as this could be counteracted by an exceptional performance in another.

Make a good impression

Keep in mind that you are being assessed from the time of arrival and everyone you encounter is likely to be forming some sort of opinion about you. So although company tours and social events like dinner and drinks may be regarded as informal, you still need to behave in a way that reflects favourably on you. Getting drunk and becoming garrulous will only earn you black marks.

Where can I get more info?

Books

- How to Succeed at an Assessment Centre

Harry Tolley, Bob Wood

Kogan Page

£7.99

ISBN 0749434783

- Succeeding at Assessment Centres in a Week

John Sponton, Stewart Wright

Hodder Arnold

£6.99

ISBN 0340857676

If you only do 5 things...

1 Thoroughly prepare

2 Commit fully to the tasks set

3 Interact and work as a team

4 Don't strive to be the constant focus of attention

5 Act in a professional manner

Expert’s view: Alison Gill on assessment centres

Alison Gill is co-founder of talent management consultancy Getfeedback, which specialises in developing assessment centres for large or complex organisations. Clients include Vauxhall, BAA Terminal 5, Energis and Bayer 

What is the most challenging aspect of the selection process?

There are two key challenges. First, the sheer volume of challenging activities can take its toll as the assessment centre progresses. Candidates who can mentally 'park' each exercise before moving on to the next will find it easier to stay fresh and sharp. Interaction is crucial to scoring well in observed behavioural competence. Dominant or retiring candidates will not shine. Those who strike a balance then need to ensure that they distinguish themselves from the group in another way - perhaps by asking open questions, and creating win-win solutions where conflict exists.

How can I get more out of it?

Use the opportunity to demonstrate your ability to think strategically. The assessor may plant seeds of ideas at the outset and watch how candidates use this information. Those who think strategically will build on the ideas and use them to their advantage. Others will fail to capitalise on any additional information. So stay observant.

What role should HR play in an assessment centre's development?

HR is both guardian and ambassador of the process. It protects the integrity of the assessment process. It is also the interface between the assessment centre and the rest of the business. It is HR's responsibility to help the business understand the value of the assessment centre, and get feedback on what the business needs from the process.

Have assessment centres changed?

Organisations interact internally and externally with increasing complexity, requiring individuals who can operate in both complex and ambiguous circumstances. The assessment centre needs to reflect this. Also, measuring candidates' 'will do' attitude in addition to their 'can do' ability is becoming key to predicting and unlocking future in-role performance.

By Scott Beagrie