1. ASSESSMENT CENTRES Bruce Woodcock University of Kent Careers and Employability Service bw@kent.ac.uk You can download a copy of this presentation at www.kent.ac.uk/careers/slides.htm

2. Career Ranking Exercise Rank the following careers in terms of their value to society: Nurse Social Worker Army Officer Bank Manager Politician Lawyer Architect Engineer Research Scientist Actor Farmer Priest Journalist Policeman School Teacher

3. What is an assessment centre? A series of exercises, carried out individually or in a small group over one or two days, designed to measure the competencies needed in graduate recruits The final stage in the selection process Good news! Normally only 5% of the original applicants will get this far

4. Who uses assessment centres? Most large graduate recruiters including: The Civil Service Local government; the NHS Manufacturing companies Banks, chartered accountants Advertising agencies Consultancies The armed forces, police etc.

5. Why do employers use assessment centres? They are one of the most reliable indicators of successful future job performance They are a fair and objective selection method They assess candidates across a number of dimensions

6. What happens at an assessment centre? Group exercises: Discussions Practical tasks Role play Individual exercises: Written tasks In-tray exercises Psychometric tests Presentations Interviews A number of different exercises, which are likely to include: Plus socialising with assessors, fellow-candidates and recent graduates

7. Selection methods of top employers in 2014

8. The most frequently-used exercises at assessment centres Interview97% Psychometric test91% Group discussion89% Personality test79% Case study71% Presentation61% In-tray exercise48%

9. How will you be assessed? By people with clipboards or iPads! On a range of competencies that are important in the job you are applying for: For marketing it might be negotiating and persuading skills For computing it might be more problem solving and analytical skills By more than one person On your own merits

10. What are assessors looking for? Evidence of the competencies needed to perform well in the job. You have already been assessed on these on paper and at first interview… The assessment centre will look particularly at your ability to work with others, influence and persuade – and how others respond to you.

11. Group exercises Discussions Practical tasks Role play

12. Group Discussions Discussion of a general topic, e.g. Should tolls be introduced on all motorways? What can be done to improve the NHS? How can the problems associated with excessive alcohol consumption be tackled? Discussion of a scenario: Assessment of bids for lottery funding Shipwreck/desert survival

13. Group Exercises Practical tasks, e.g. Constructing a Lego tower or paper chain Creating an advertising campaign for a specific product Crossing a “shark-infested river”

14. Role Play Discussion of a given topic or problem Each member of the group allocated a role, e.g. Marketing Manager/Finance Director You will have information that other members of the group do not Need to reach an agreement or produce a recommendation

15. Tips for group exercises Use your watch! There is usually a strict time limit. Be yourself, relax and enjoy. You will feel challenged, and feel very tired, but that's expected! You must speak and play a prominent part in the exercise, not just react to other people. However, do not be overbearing and listen to others. You really are marked on the key competencies they provide you withcompetencies The point isn’t getting to the correct answer but seeing how you got there One or two of the candidates tried too hard to impress and were very overbearing Take initiatives e.g. in group discussions use the flip chart, watch the time. Show enthusiasm (EY) There are always people watching so be careful about what you say/who you say it to/when you say it. Be friendly to the other candidates. (Deloitte) Encourage everyone in your group to contribute and listen to their ideas. The biggest thing that gave me confidence was the realisation that not only was everyone else nervous. The other candidates were very friendly. I chatted to people in the breaks and I actually forgot I was being assessed as I was enjoying myself! It helped to make small talk with the interviewers.

16. Selector assessment form for group exercises Criteria on which your contributions to a group exercise might be assessed. Participation Participates enthusiastically in discussion. Actively influences events rather than passively accepting. Acts on opportunities: originates action. Spoken Expression Expresses his/herself clearly and coherently. Makes a clear persuasive presentation of ideas and facts Originality of Ideas Introduces new ideas. Builds constructively an the ideas of others. Brings a fresh approach to a problem. Quality of Thought Analyses the problem well. Gets to the root of the problem: can recognise which information is important and which is peripheral. Can evaluate data and courses of action, draw sound inferences and reach logical decisions. Influence on Others Makes a point which is accepted by the other members. Influences the direction and nature of the discussion. Open Mindedness Listens to carefully to other members' views. Incorporates the points made by others into their own. Shows tact and diplomacy Facilitation of the Discussion Makes a direct attempt to help another person. Squashes a dominant interrupter to allow someone else to make a point. Judgment Discriminates clearly between the important and the trivial. Does not allow his/her feelings to sway decisions: unbiased and rational.

17. Case Studies May be one of the group exercises and discussions, often involving role-play.. … or an individual task Will need to study the information you are presented with, pick out the key points and reach decisions … … which you may need to write up in a report or to present verbally

18. Presentations

19. In-Tray/E-tray Exercises Simulates the work you will be doing if selected You will be given a number of messages – plus attached documents – that you might find in your inbox one morning Need to sort, prioritise and take or recommend action Time-limited: new emails (and even phone calls) may keep coming in!

20. Interviews Likely to be more challenging and probing than previous interviews … … but will be with a different interviewer so be prepared for some of the same points to be covered … … especially anything that has emerged as a weak point at previous interviews

21. The Social Side May include coffee breaks/lunch with the assessors and/or meetings with recent graduates Not part of the formal assessment … … but anything you sayor do could be remembered

22. How you can prepare Practise for some exercises in advance www.kent.ac.uk/careers/applicn.htm#Selection www.kent.ac.uk/careers/applicn.htm#Selection Keep up to date with current issues Think back over your previous interviews with this organisation Assessment Centre Videos www.kent.ac.uk/careers/IntVid.htm www.kent.ac.uk/careers/IntVid.htm Web pages www.kent.ac.uk/careers/selection.htm www.kent.ac.uk/careers/selection.htm

23. Assessment Centre Workshop Wednesday 18 th November (2 weeks time) 2 to 4 pm COLT 3 Practical group exercises to prepare for an assessment centre You must attend the whole workshop.

24. Careers Employability Award on Moodle Half the unemployment rate for students completing the award www.kent.ac.uk/careers/moodle.htm www.kent.ac.uk/careers/moodle.htm DP2650 Email bw@kent.ac.uk if you have problems enrollingbw@kent.ac.uk

25. www.kent.ac.uk/careerswww.kent.ac.uk/careers Telephone: 01227 823299 Email: careerhelp@kent.ac.uk Opening hours: Monday to Friday 9 to 5 including vacations Drop-in times (no appointment needed: 15 minutes): 10.30 to 12.30 and 2 to 4 pm Help given for up to 3 years after graduation Weekly careers emails every Monday afternooncareerhelp@kent.ac.uk

26. ASSESSMENT CENTRES Bruce Woodcock University of Kent Careers and Employability Service bw@kent.ac.uk You can download a copy of this presentation at www.kent.ac.uk/careers/slides.htm