Guide to
Assessment Centres
This article has been developed by the Careers & Cooperative Education team of the University of Western Sydney.
Last reviewed February 2006.
This article and other articles in the series may be accessed from CareerHub
by registered students and staff of UWS.
www.uws.edu.au/careers
Table of Contents
What is an Assessment Centre? 1
Benefits of Assessment Centres 1
What is required of applicants? 1
Qualities and competencies sought by employers 2
Tips for applicants 2
Types of Assessments 3
Psychometric Tests 3
General ability tests 3
Numerical reasoning 3
Verbal reasoning and comprehension 3
Diagrammatic or abstract reasoning 3
Mechanical reasoning 3
Spatial reasoning 3
Analytical thinking 3
Personality tests 3
Work-Based Activities and Simulation Exercises 4
Case studies 4
In-tray exercises (also called in-basket) 4
Tests of productive thinking 4
Group discussion 4
Presentations 4
Fact-finding exercises 4
Problem-solving projects 4
Role plays 4
Proposal 4
Interest inventories 4
Physical exercises 4
Useful Websites 5
Books 5
Video 5
UWS Careers & Cooperative Education - Guide to Assessment Centres
Guide to Assessment Centres
What is an Assessment Centre?
The term Assessment Centre refers to a range of assessments or evaluation techniques normally undertaken by several candidates while observed by trained assessors as a part of a recruitment process. The assessors evaluate performance based on pre-determined criteria.
An invitation to participate in an Assessment Centre is usually very positive step. It means that the company (either directly or through a recruitment agency) has short-listed you for the position and they want to take a closer look at your skills, aptitudes and potential. Generally, the recruiter has checked your job application, resumé and academic results. Alternatively, some companies have used assessment centres or on-line assessments as a means to perform a first cull of applicants. Some companies conduct networking functions as an early stage informal assessment process. Applicants are encouraged to make enquires about the recruitment stages used for each vacancy.
The assessment centre process may occur before or after the initial interview stage. The recruiter may want to do some more investigation before they make a final decision about selecting the best applicant(s) for a position. It is likely they will contact the referees listed in your resumé and have a chat with them over the phone about your abilities and experience. A portfolio of your work is also important to make available to the company.
The assessment centre process may occur in-house at the company or at an independent venue organised by the recruitment agency engaged by the company to perform the assessments.
Benefits of Assessment Centres
There are a number of benefits of the assessment centre process for the company. The initial cost and time involved can save the company money in the longer term as they can generally make an informed selection decision as a result of the assessments. In a nutshell, the aim is to employ the best applicant for the job.
Assessment Centres:
□ Provide a more comprehensive overview of an individual’s strengths and weaknesses than any single method of recruitment eg application form, resumé or interview
□ Are standardised, so every candidate has the same opportunities to demonstrate their skills
□ Are more objective than interviews alone, which may be biased by the interviewers’ interpretations
□ Allow the applicant to demonstrate many abilities in a variety of different situations; performance on the range of exercises is taken into account
□ Can be tailored to suit the position and the type of person or skills required by the company
□ Can provide excellent information to place successful candidates in the appropriate section of the organisation and to assist the applicant to build a career development plan
What is required of applicants?
Generally, you can’t prepare for the assessments. They are not tests for which you can study and mostly they are not pass/fail situations, apart from numeric and literacy tests. You may request a sample assessment from the recruiter or alternatively a referral to a website that contains sample assessments. Most recruiters recommend you get a good rest the night before, have a good breakfast and turn up 10 minutes early and ready for anything.
You may be asked to attend anywhere from one hour up to two full days, and possibly longer if the employer is the armed forces or police. There may be 6-10 other candidates involved although larger groups of up to 20 have also occurred. There is a facilitator and up to six assessors who may include a combination of line managers and HR professionals. A range of assessments are conducted during the assessment centre process, such as written tests, group work, timed tests and a one-on-one interview. Each assessment is designed to simulate situations in the workplace and to determine your current or potential competence based on your behaviour during the assessment process. The best advice is to be yourself and answer the questions or perform the tasks as you would in a work environment. Don’t try to guess the answers you think they want to hear.
Remember that the entire process is an assessment. You will be observed during group work and it is wise to behave appropriately during breaks. If you take on a leadership role in a group, don’t be overbearing. You will also be assessed on your communication and interpersonal skills in terms of how well you participate, listen attentively, clarify instructions, summarise discussion and contribute to decision-making. Other aspects of your behaviour being assessed are your adaptability (in style or argument to reach a solution), and your strategic thinking, negotiation, conflict resolution and presentation skills. Companies may also be looking for candidates with some commercial knowledge.
You should be given some information in advance, so that you have a general idea of what assessments are involved. Ask for this information if you are unclear.
Qualities and competencies sought by employers
Each company will define the specific requirements they have for the position vacant. Check the job advertisement and position description carefully. Speak with the contact officer or someone who already works in a similar environment to gauge what is involved in the job. In general, companies are looking for the following qualities:
Intellectual Strategic thinking, analysis and judgement, planning and organising
Interpersonal Managing others, assertiveness, oral and verbal communication
Adaptability Versatility, resilience, creativity, dealing with ambiguity
Results Orientation Energy and initiative, achievement motivation
Social Persuasiveness, confidence, multicultural sensitivity, values and integrity
Tips for applicants
□ Be yourself and relax, remember to take some deep breaths and clear your thinking
□ Advise the centre beforehand if you require any special provisions eg if you have a disability, or require medication that may affect your performance
□ Go with the intention of enjoying the process and to learn about yourself
□ Make sure you understand the instructions for each activity and manage the allocated time effectively
□ Practise sample verbal and numerical reasoning tests to gain familiarity with this type of test
□ Work through personality tests quickly and generally stick with your initial response
□ Use the resources in the room eg whiteboard for group discussions or presentations
□ Don’t be disheartened if you think you performed poorly on one assessment as the entire range of assessments is taken into account
□ Treat other candidates as colleagues rather than competitors – there may be several positions available
□ Ask for feedback at the conclusion of the Assessment Centre process
Types of Assessments
Assessment Centres are part of a broad recruitment process, including biodata (a screening of personal details and career history) and well as an interview stage. The assessment centre stage uses a range of psychometric tests and work-based activities.
Psychometric Tests
Psychometric tests include ability/aptitude tests such as numerical reasoning, verbal reasoning and comprehension, diagrammatic or abstract reasoning, mechanical reasoning, spatial reasoning and analytical thinking. They may also include personality tests or profiles which can be used to help employers understand how you generally approach your work, your strengths in a team environment and how you might behave under certain circumstances.
General ability tests
For certain types of positions, skills in numeric, language or logic are important. More specific tests are in mechanical comprehension, visual estimation, classification and computer checking. These tests require a combination of speed and accuracy. Listen carefully to the instructions and don’t sacrifice accuracy for speed.
Numerical reasoning
These tests assess ability to deal with numbers and understand numerical relationships. Tests may include analysis of tables of figures and graphs as well as basic arithmetic such as percentages, proportions and ratios. Generally, you will not be allowed to use a calculator.
Verbal reasoning and comprehension
These may include identifying exact meaning of words and making logical deductions from paragraphs or sequences of written information.
Diagrammatic or abstract reasoning
These may include identifying patterns within a series of diagrams or symbols.
Mechanical reasoning
Tests of this type assess understanding of basic mechanical principles and knowledge of the physical world. If part of a battery of general aptitude tests, they tend not to rely on specific mechanical knowledge, training nor mechanical experience. Test items usually contain a diagram or picture to refer to, such as a piece of machinery or pulley system.
Spatial reasoning
Tests of spatial reasoning require identification or mental manipulation of objects. Tasks may involve transposing a picture or diagram (two-dimensions) into an object (three-dimensions); rotating three-dimensional objects to another perspective; or identifying incompatible shapes in a series or group of shapes.
Analytical thinking
Tests assessing analytical thinking or critical reasoning may be used for selection at managerial and executive levels and are designed to reflect the cognitive processes performed in these positions. Intellectual skills regarded as important for successful job performance include information-seeking and discrimination of essential information; analysis and interpretation of material; determining validity of information; identifying bias in reasoning and organising work tasks and people through the application of logical and ethical principles. Information may be written, numerical or presented in graphs and tables.
Personality tests
These inventories or instruments aim to assess preferences, attitudes, personal qualities and preferred behavioural styles. They are usually not timed, are often in a questionnaire format and there are no correct answers. The test results may describe leadership, communication and thinking styles. The company may have a profile of the type of person that best fits with the type of work offered and use of these tests is based on the assumption that personality and behavioural traits are (to an extent) predictable from one situation to another. These tests are a good starting point for performance plans for successful candidates.
Work-Based Activities and Simulation Exercises
These tests may include any of the following:
Case studies
You will be presented with a scenario which outlines a situation and the people involved. There are often a number of questions to consider, either individually or in a group. You may be asked to look at the situation from the perspective of each of the key players and to comment on what could or should happen next. The assessors are looking at your ability to synthesise information, how well you can support your analysis and your use of problem-solving strategies.
In-tray exercises (also called in-basket)
You’re asked to deal with a representative sample of a day’s correspondence and other documents typically found in a manager’s in-tray (letters, e-mail, memo, faxes, reports). The assessors are looking for your ability to identify the problem or issue for each document, prioritise the in-tray contents and to make appropriate decisions or action plans for each item. There may be time limitations or interruptions to simulate the reality of a busy workplace and to assess your ability to work under pressure.
Tests of productive thinking
You are presented with open-ended questions relating to various problems and situations, and you are asked to generate responses within a time limit. These tests look at the volume, diversity and originality of your ideas.
Group discussion
May be of a general nature or focused on a particular problem which needs a group solution. There may be a common brief or assigned roles with hidden agendas. You may have to give a presentation on the solution afterwards or prepare a written response to the problem. Assessors will be looking for evidence of participation and contribution; analysis and presentation of a reasoned argument; communication and listening abilities; and negotiation, cooperation and consensus decision-making.
Group exercises
This is a timed discussion, where you work in a group with other candidates to solve a work-related problem or to perform a physical activity (such as creating a tower). This is a consensus activity requiring an agreed solution. The assessor is looking for teamwork and group interaction. The solution may be less important than the group process and your participation in it in order to derive the answer.
Presentations
You will be asked to do a short presentation, either on a subject of your choice or as part of the feedback following a group exercise. Plan your key points, speak clearly, stick to the time limit and don’t forget to smile.
Fact-finding exercises
You are asked to reach a decision using the given information. The aim is to decide what information has been omitted in order for you to make an informed decision. You may need to question the resource person to extract relevant information.
Problem solving projects
You may be given a complex logistical or technical problem to resolve. There will be a number of facts which you will select and decide priorities. You may be asked to write your solution and justify the plan in a presentation. Pressure may be created by additional information regarding unexpected circumstances or limited resources. Assessors are looking for comprehension and clarity of thought; ability to analyse and to make decisions; ability to set priorities, plan and think the consequences through; ability to take options through to conclusion; determination; confidence in own judgement; creativity and imagination; written and oral communication; presentation skills; mental agility and reaction to pressure.