1. ‘Practice Makes Perfect’ Conference 28 June 2007 Assessment Centres

2. Introduction Who are Eversheds LLP? Using assessment centres –Graduate recruitment –Higher level recruitment

3. Why do we use assessment centres? Accuracy – right person, right job Ability to observe ‘on the job’ performance Equity – fair for everyone Buy-in – for assessors and candidates Cost of poor selection – morale, retention, impact on work

4. What do our assessment centres involve? Interviews Psychometric/aptitude tests (validation) In-tray exercises Presentations Group activities Social interaction Selling Eversheds

5. What are we assessing? Assessing against competencies –Technical skills, knowledge and commercial awareness –Communicating and influencing –Tasks and decisions –Working in teams and leadership –Being client centred How candidates interact with each other and trainees/people from the business

6. Under review Are we assessing the skills that the business requires? Do the exercises accurately assess those competencies we want to assess? Are assessors being regularly trained and kept up to date – do they represent all areas of the business? Refreshing materials What is the candidate’s experience - are we selling Eversheds effectively?

7. © EVERSHEDS LLP 2006. Eversheds LLP is a limited liability partnership.