Graduate Assessment Centres - What You Need to Know
Assessment centre is a form of testing process mainly used by employers in recruiting graduates. It is often the final process in most graduation application processes, performed either at the employer's office or private assessment centers. This is where
candidates are evaluated using multiple individual and group tasks,
and all of which are aimed at giving the employer a profound and accurate profile of candidates' competencies and a prediction of their future performance.
and all of which are aimed at giving the employer a profound and accurate profile of candidates' competencies and a prediction of their future performance.
Recruiters use assessment centres to find out how candidates perform in
various situations, in particular group situations, which are often
modelled on real life work-based scenarios. They are most frequently
used by large graduate employers who want to hire a relatively large
number of people for a similar job role, such as a graduate scheme.
Assessment centres usually consist of a four to eight-hour schedule over one or two
days, although, mass recruitment campaigns can sometimes be a three-day
process. The exact schedule for each employer's Assessment Day can vary
according to the position for which the Assessment is being
held. Imagine the situation - sitting in a room, with a group of
unfamiliar people, usually competing for the same job, facing new and
very challenging tasks with ambiguous instructions from assessors who
continuously observe your behaviour while taking notes.
Below are key
activities and exercises administered at assessment centres. Learn the
concepts of each task and acquire practice tools with JobTestPrep's
online psychometric test practice.
Verification tests
Nowadays,
most ability and reasoning tests are part of the preliminary online
application process. In most cases, only candidates who successfully
pass these tests will be summoned to the assessment centre. However,
verification tests are expected at the beginning of the assessment day;
you will asked to sit a shorter version of your numerical reasoning,
verbal reasoning or non-verbal reasoning test to validate your previous
performance.
Case studies
In
these exercises, you are given a set of papers relating to a particular
situation and are asked to make recommendations in the form of a brief
report. The subject matter itself may not be important (and even
ridiculous at times). However, you are being tested on your ability to
analyse information, to think clearly and logically, and to exercise
your judgment.
In-tray exercises
These
are business simulation exercises in which you are given a full in-tray
or electronic inbox with e-mails, company memos, telephone and fax
messages, reports and correspondence, as well as information about the
structure of the organisation and your place within it. You are expected
to take decisions, prioritise your workload, draft replies, delegate
tasks, recommend action to superiors, and so on. This exercise is
designed to test how you handle complex information within a limited
time frame; the exercise allows you to demonstrate your organisational
and planning skills. Some employers also want to know why you have made
certain decisions and may ask you to annotate items in the tray or
discuss your decisions later. In-tray exercises are often a core element
of the assessment centre.
Presentations
Some
employers will ask you to prepare a short talk or presentation. You may
be asked to bring a prepared presentation to the Assessment Centre but
usually it must be produced on the day. You could be given a topic for
discussion or have free choice; the subject matter is not necessarily
important – the assessor wants to ascertain whether you can structure
and communicate information effectively, deliver a concise, fluent and
coherent flow of ideas, and be ready to tackle related questions without
hesitation.
You may be asked as a group to use equipment or materials to make something (how to move a golf ball from one table to another using a paper clip and pipe cleaner, for example). The selectors are more interested in how the group interacts than in the quality of the finished product. They will also be assessing your planning and problem-solving skills and the creativity of your independent ideas.
Role plays and Scenarios
You may be asked to take part in a role-playing exercise where you are given a briefing pack and asked to play a part which is related to the future position you are applying for. The setup might include a few "actors" in the scene involving a day-to-day dilemma, placing you as the decision maker who is expected to cope with the dilemma and offer solutions. The assessors are looking for your individual skills, as well as your verbal communication and planning skills
You may be asked to take part in a role-playing exercise where you are given a briefing pack and asked to play a part which is related to the future position you are applying for. The setup might include a few "actors" in the scene involving a day-to-day dilemma, placing you as the decision maker who is expected to cope with the dilemma and offer solutions. The assessors are looking for your individual skills, as well as your verbal communication and planning skills
Interviews
Interviews
are a crucial part of the selection process. In some cases, the
assessment day includes more than one interview. The interviews are
conducted by hired assessors, members of the recruitment team and/or by a
senior member of the team/department you will be joining. Good
interview performance can change the overall impression you make, and
even cover for other areas in which you have demonstrated low
performance. It is highly important to follow some basic guidelines and
internalise recommended courses of action.
Source: JobTestPrep
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With your post I got the various information of the graduate assessment centers... I hope these assessments are helpful in career growth...
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