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Introduction to Assessment Centres
Common Assessment Centre Exercises
Assessment Centres have been proven to be the most effective way to recruit. They
work because it allows the employer to see the candidate’s actual behavior in a ‘work
like’ situation and gets beneath the skin of the ‘interview façade’. It also is
a fantastic opportunity for the candidate to get to know the company, and the hiring
managers, before making the decision that the business is right for them. Defined
as ‘a series of multi-
Traditionally Assessment Centres used to be used purely for junior sales or graduate sales roles however employers are now using them to recruit at all levels. Assessment Centres are a broad term and many, including Aaron Wallis, facilitate Assessment Centres for just two or three applicants, particularly if it is a senior role and the ‘centre’ typically consists of a few hours of formal testing.
Obviously there is no such central point in England called the ‘Assessment Centre’ rather it is a generic term for a hiring process that involves a series of tasks and tests to draw out the required competencies to succeed.
Assessment Centres should be enjoyable if they have been well constructed. A good
facilitator will put all of the delegates at ease and within half an hour you should
tend to feel totally comfortable in the environment. Assessment Centres typically
last a half day, or a day, and for a sales role will normally involve a sales presentation,
a one-
Assessment Centres should be in a comfortable unbiased environment, which is why they normally take place in a hotel, conference suite, training centre or recruiters office. After the event a good Assessment Centre facilitator will offer you full feedback on your performance.
Assessment Centres are costly things to put together and the very fact that you have been selected to attend shows that the employer is interested in your background and experience. If you are confident in your own ability and you know your strengths and limitations then you have nothing to fear. Now you simply have to stand out!
The History of Assessment Centres
The history of Assessment Centres date back to the middle of the Second World War where they were utilised by the British MoD to select officers from the ranks. Originally they were hated by the upper echelons of the military as the officers selected did not have the educational and social background of the ‘traditional’ officer that progressed from public school via Sandhurst into the forces. As a consequence many of the officers selected were ‘returned to unit unfit for use’!
However those that stayed demonstrated the leadership characteristics in the field that they had demonstrated during the Assessment Centre. It therefore soon became a formidable selection tool for the forces and remains in place today. The assessment methodology for selection was transferred into the civil service during the 1950’s and 1960’s before progressing into the commercial sector during the 1960’s and 1970’s. Initially used in the commercial sector by large corporations primarily to screen their graduate intake, Assessment Centres are now widely used by companies of all sizes as a recruiting and selection method. Assessment Centres are now also used to assess existing staff for training, promotion and development.
Common Assessment Centre Exercises
In-
Typically you are given a series of facts and figures and asked to assimilate and present the information. For instance, you may be asked to be ‘Marketing Director of ‘Widgets ‘R’ Us’ and given a whole series of data on market trends, future projections, budgetary restraints, social trends, current spending and historical investment effectiveness, etc. You could then be asked to put together a broad overview for a yearlong advertising campaign together with broad budget and expectations. It sounds daunting but you will be given full instruction and guidance to the exercise.
The exercise will tease out i) are you a ‘bigger picture’ or a ‘detail’ person; a strategist or a tactician, ii) How quickly do you work, iii) How efficiently can you work, iv) How do you problem solve, v) How do you think laterally vi) How flummoxed do you get with given ‘information overkill’ – can you ‘sort the wood from the trees’, vii) How do you explore different outcomes and eventualities, viii) How do you prioritise ix) How do you ‘crunch’ the information to the key facts x) How effectively can you present the final data.
Group Exercises
You will be given a scenario for which there are a multitude of potential solutions. The key here is to manage your time effectively by delegating and splitting into smaller teams. If you are the ‘leader’ then you must ensure that you effectively ‘chair’ the discussions and don’t allow one individual to takeover (which invariably happens); debate each issue but don’t be afraid to be autocratic to get the task completed within the timeframe.
Group exercises are looking for i) How you contribute to the team (interpersonal skills) ii) How willing you are to accept ideas from others (negotiation, tact, diplomacy) iii) How forthright you are in sticking to your own viewpoint (communication, persuasions) iv) How practically minded you are (applying common sense, logical thinking) v) How you plan and delegate vi) How you follow instructions, process, procedures and rules (compliance) vii) How easily you can be distracted from the task (focus, discipline) viii) How you engage and involve others (team working) ix) How you come to and present the outcome (problem solving, creative thinking, presentation skills) and finally x) Is the conclusion logical, plausible, effective, etc.
Presentations
If you haven’t been asked to prepare a presentation beforehand normally you will be asked to prepare a sales presentation on a subject of your choice. Normal presentation rules apply (see day 15 of the ‘Career Success Masterclass’ for hints and tips) but keep it short, make it engaging and present to the whole room not just the facilitators/assessors. Invite questions and if possible use visuals such as flip charts.
Presentations are looking for i) How confident you are in public speaking ii) How fluent and articulate you are iii) How you can think on your feet (the facilitator will normally ask a question) iv) How you compose yourself, your body signals (see day 9 of the ‘Career Success Masterclass’ for greater information on body language) v) How you present your case and support it with facts and figures vi) How you plan and prepare – does the presentation follow the format ‘tell them what you’re going to say, say it and say it again!’ i.e. agenda, body and conclusion, vii) How do your prioritise and stick to the key facts vii) How do you engage your audience, and finally viii) How do you perform under pressure.
Role-
As a sales professional I’m sure you’ve had your fair share of role-
Role-
Debates
Normally the subject is either an obscure one or a controversial one, i.e. either the ‘features and benefits of a ping pong ball’ or ‘Nuclear Power – good or bad’. Debates give you the opportunity to demonstrate your ability to get others to see your way of thinking and can be a powerful demonstration of your communication and persuasion skills. However, don’t be too dogmatic, keep your cool whatever happens, listen to the opposite argument, make notes and carefully articulate your points.
The Panel Interview
On Assessment Centres you may be interviewed by the panel as a whole or be interviewed
by a several different key decision makers on a one-
If it is a panel interview ensure that you have eye contact with each of the interviewers
and present your answers to each and every one of the interviewers -
Psychometric Profiling and Skills Testing
Various forms of profiling and testing take place during a typical assessment centre.
For hints and tips refer to Day Ten of sales ‘Career Success Masterclass’,
· The day will have been designed around the requirements of the job. So if you are able to get a copy of the formal job specification this will help as it will detail the ‘core competencies’ or qualities/values/skills and experience required to succeed in the role.
· Once you know the required competencies you can adapt your gameplay accordingly BUT it is imperative that you be yourself!
· Ensure that you are planned – Do you know where the Assessment Centre is taking place, the time of start, the duration, the dress code, etc. Do you have to prepare anything beforehand?
· Ask for the format of the day, who will be assessing, what are the expectations, what qualities are they looking for?
· Research the company in the same way that you would do for any other interview – see day 6 of sales ‘Career Success Masterclass’. Being well researched and planned will give you confidence.
· Don’t forget that an Assessment Centres is a great opportunity for you to get to know the company and hiring managers in greater depth. Ask lots of questions and build rapport.
Hints, Tips, help and advice for Assessment Centre Success. History, common exercises and more
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