A selection of candidate’s who have made it past an initial round of screening and possibly interviews, are invited to partake in various activates. These activities are aimed to highlight both strengths and weaknesses. The recruiter can then assess the candidate’s skills and compare their performance and ability against other candidates. Here is a brief summary of the tests within an assessment centre based recruitment process.
Psychometric testing – Psychometric testing is designed to establish a candidate’s personality traits and behavioural patterns. There are lots of multiple choice answers, none right or wrong, in order to build an idea of the candidate’s personality. Tests of this nature, and the answers they produce, are also used as the basis of questioning in an interview. For example, if the tests highlight that a candidate prefers to work in a team rather than individually, the recruiter can then ask questions relating to how the candidate would feel if they had to work alone.
Candidates are advised to answer psychometric tests without much thought and as honestly as possible. Questions can often appear to be ambiguous, but they will ask the same type of question continuously in order to build a consistent picture. Therefore, candidates are urged to remain relaxed and to not fret about any one particular answer that they have provided.
Verbal and numerical reasoning – Verbal reasoning focuses on testing a candidate’s use of language and their ability with words, whereas numerical reasoning focuses on a candidate’s ability with numbers. Most people are either stronger in their verbal or numerical abilities. Performance in these tests is particularly important in the graduate recruitment process, where recruiters often compare candidates to the norms and expectations of a role.
Candidates are also advised to answer relatively quickly when partaking in verbal and numerical reasoning. The questions, much like those of psychometric tests, are often unambiguous. Therefore, repeatedly reading a question doesn’t necessarily mean that the question will be any clearer and just wastes time. There are many books available in the market which contain practise questions, which can be very beneficial for candidates about to undergo verbal and numerical reasoning.
Presentation – The majority of graduate recruitment processes and assessment centres allow very little preparation time for a potential employee. Candidates are expected to think on their feet. Although daunting, an advantage of this is that recruiters don’t expect highly polished content. Instead they focus on the way you structure what you produce and how you present. The presentation process of a candidates scanning should be highly polished. They should appear confident, making eye contact with each board or audience member. They should also cite clear objectives at the beginning of their presentation, followed by a structured and informed body and a conclusion. Candidates who are also prepared for questions to be asked appear to be knowledgeable and confident.
Group exercise – Many candidates feel that being the loudest and most talkative results in them being remembered and therefore, asked back by the recruiter. However, this is not always the case. When more than one candidate feels this way, a group discussion can quickly escalate into an argument, creating the wrong impression for everyone involved. Candidates should instead focus on what other people say and acknowledge their contribution. This highlights a candidate’s ability to operate productively within a group or as part of a team.
Panel interview – Graduate recruitment panels usually consist of 4 or 5 members. Candidates must remember that even if just one or two interviewers dominate the interview, it is all 5 that will make the decision. Therefore the candidate must involve all panel members, and maintain a level of consistent eye contact with all. One of the quiet’ ones may actually be the decision maker.
The main aim for assessment centres is to provide recruiters with a clear understanding of a candidate’s personality, strengths and weaknesses. Candidates should relax, appear upbeat and confident and remember that they are being watched all day.
