assessment centre guide psa

8/12/2019 Assessment Centre Guide Psa

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www.psacareers.co.uk 1

The AssessmentSurvival Guide

Steps to SuccessTips on preparing, practising and performing effectively atGraduate and Industrial Placement Assessment Centres


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page

Introduction:...................................................................4

Preparation

THE JOURNEY BEGINS: Choosing a career path andselecting which organisation to apply to...5

PRACTICE MAKES PERFECT: Preparing yourself practicallyand psychologically for any assessment..7

COMPETENCY INCOMPETENCY: Understanding what

employers are looking for8

The Recruitment Process

APPLY WITH CAUTION: Producing a good quality application form......10

VARIETY IS THE SPICE OF LIFE:Unravelling the mystery of Assessment Centres..12

UNDERSTANDING PSYCHOBABBLE:Preparing and performing effectively in psychometric tests14

ITS WHATS INSIDE THAT COUNTS:Understanding the personality questionnaire....16

SNOWED UNDER: Coping with the in-tray exercise...17

PUTTING ON AN ACT: Remaining focused in the role play..18

ALL FOR ONE AND ONE FOR ALL:Making yourself stand out in the group exercise...19

PLAIN SPEAKING OR MIXED MESSAGES:Delivering the perfect presentation..21

UNDER THE SPOTLIGHT: Excelling in the interview hot seat..23

Conclusion

LEARNING CURVE:Learning from experience and improving performance...27

HINDSIGHT IS A WONDERFUL THING:

The things no-one ever warns you about...29

TIME TO SPREAD YOUR WINGS:Do you have the drive?................................................................................32


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Assessment centres and interviews can be a dauntingprocess. Even the whisper of those words sends a shiverdown your spine. You imagine the nightmare scenario, adarkened room, the board of glaring assessors, theunanswerable questions, and you begin to panic.

STOP!

Assessments dont have to be like that. In fact, if you know

how to handle them, you can actually almost enjoy them!Assessments give you the opportunity to show anorganisation what you are made of, why you are the idealperson for their job, and why their organisation would notbe able to function without you. It is also an opportunity foryou to assess them, to find out if it is the right organisationfor you.

Competition for work placements and Graduate jobs is now

fiercer than ever. Each organisation may receive hundreds,if not thousands, of applications for one vacancy. Having adegree is no longer an assurance that you will receive aninterview. In fact, it is no longer even an assurance thatyour application will be read! Drastic action needs to betaken to ensure that you remain head and shoulders abovethe rest.

This guide provides useful hints and tips to help you to

know what to expect from any assessment, how to avoidthose potential pitfalls and how to prepare and performeffectively.


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The Journey Begins

Choosing a career path and selecting whichorganisations to apply to

The assessment begins with deciding which career pathyou want to pursue. Before attempting an application formor CV, carry out a self-review. This involves analysing yourlife and experience in terms of the skills you have acquired.

Look at the following areas:

It is one thing telling a potential employer that you were thechairperson of the Student Union, but more useful if youdescribe the skills and responsibilities you learnt, and howthese would aid you in their organisation.

Dont underestimate the importance of workexperience.

Remember that work experience is invaluable, even if itseems to bear no relevance to your chosen career. Forexample, that job at Tesco may have given you anunderstanding of customer service, handling money,resolving complaints, working under pressure and usingyour own initiative.

This analysis may seem strange, but will help you to see

how much you have already achieved, identify the areasyou enjoy working in and any areas to develop furtherbefore applying for jobs.

Academic achievements Positions of responsibility Projects Work experience Voluntary work

Extra-curricular activities (clubs/societies)

Choose your

path

carefully


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What is important to me?You then need to decide which career you want to pursue.Take your time with this decision and make sure that youmake the right decision for the right reasons.

Your ideal career will be the one which matches your skills,interests, ambitions and motivation. The highly paid,fashionable careers may seem glamorous, but are theyreally the right career for you?

Ask yourself which skills you enjoy using, whether youwant to work with people, if you are willing to travel,and how important a high salary is.

So much choice... so little timeOnce you know the career path you wish to follow, the nextstep is to decide which organisation you want to work for.For assessors it is easy to pick out those candidates who

have thoroughly researched their organisation and whogenuinely want to work there, from the ones who sendhundreds of speculative applications without realising whatthey are applying for.

Take the time to research and send a few qualityapplications for the positions you really want.

5

Areas to research

The recruitment processMinimum requirementsType of schemeBenefits/RewardsTraining/DevelopmentVariety of experience offeredSponsorship for professional

qualificationsCulture of the organisation

Sources of information

Careers service employerinformation files

Careers guides, e.g. ProspectsCompany websitesOnline job boards, e.g. MilkroundSearch engines, e.g. GoogleNewspapers and Magazines

Careers fairsSpeaking to existing employees

Take time to

research


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Practice makes perfect

Preparing yourself practically and

psychologically for any assessment

Preparation is a key part of the assessment process, as itwill help you feel more confident about yourself, controlyour nerves, and deliver a better impression to theassessors.

There are three main areas to cover in your preparation:

The challenge is to give the assessor the impression thatyou have done thorough research and are the ideal personfor their organisation, without repeating pre-prepared

responses parrot-fashion. Make sure that you knowenough about the organisation, the role and yourself tothink on the spot.

PSYCHOLOGICAL

Have I prepared throroughly?Have I done my research on the

job, the organisation and the jobindustry?

Have I practiced answeringquestions with friends?

MENTAL

Why do I want this job?Why do I want to work for this

organisation?

What experience and skills doI have?

What do I know about thebusiness environment?

What questions should I ask?

PRACTICAL

What is the assessment format?Do I need to prepare?Where is the assessment?How do I get there?What should I take?What is the dress code?

Improvise

and

innovate


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Competency IncompetencyUnderstanding what employers are

looking forMost Graduate employers will assess candidates aroundcertain desired behaviours, or competencies. These alloweach candidate to be assessed against an objective set ofcriteria. Competencies are defined as:

Sets of observable behaviours made up of

personality traits, abilities, interests and motivation.

Organisations usually have details of their competencieson their websites.

Although competencies may vary in name across differentorganisations, fundamentally they may include areas like:

Problem AnalysisInfluencingCommunicationTeamworkCreativityLeadership

Planning & OrganisingMotivationInitiativeFlexibilityBusiness Awareness


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Before you attend any assessment, identify thecompetencies and try to predict some general questionswhich may be asked for each competency. This will enableyou to think about an experience you have had which is anexample of this competency.

It is useful to break down your response into smaller areas.For example.....

7

Another useful way of structuring your answers tocompetency questions is the STAR Method.

Building a relationship with othersListening to different points of viewEncouraging the contribution of othersWorking towards a common goal

Tell me

about a time

when?

Situation:give an example of a situation you were involved inthat resulted in a positive outcome.

Task:describe the tasks involved in that situation.

Action:talk about the various actions involved in the situationstask.

Results:what results directly followed because of your actions.


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Apply with caution

Producing a good quality application formIt is increasingly popular to apply for vacancies online. Itcan be quicker, easier and more manageable both for youand the assessors. However, it can also be a frustratingand confusing process. Make sure you follow the tipsbelow to produce an effective application.

Getting Started

Check the format of the form:Some online forms allowyou to scroll through the form, complete certain sectionsand then return to them at a later date to edit them beforesubmitting. If this is not the case, you need to ensure thatyou are satisfied with your responses on each page beforeyou proceed to the next.

Understand the work involved:Make sure you allowyourself enough time to complete the application. This will

prevent you from beginning a form and then realising 5minutes before the deadline that you have to write a 500word essay on that organisation!

Draft responses before completion:Print out a copy ofthe form and prepare draft responses in Microsoft Word,then you can spell check and paste each response into theapplication form.

Save a log of answers for future reference:Make sure

that each response answers the question and is specific tothe organisation. Assessors at PSA Peugeot Citron wontbe impressed if your responses describe how you reallywant to work at Ford!

Completing the form

Be personal not generic:Avoid using we in yourresponses: the assessors want to know about your ownindividual experiences, and may not be able to give you

credit for the situation you have described if you have notmade your personal contribution clear.

Check your

work

carefully


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Answer all the questions!Make sure you answer thequestions in detail rather than giving one word responses.If the question asks Is there anything you would dodifferently? dont say no! This may be a chance for youto pick up extra marks by suggesting limitations andimprovements.

Stick to the word count:Assessors may have thousandsof forms to mark and may stop reading your responsewhen it reaches the stated word count.

Print a copy of the completed form:Keep a record of

your responses to help you at interview.

Here are a few frequent application worries.....

How many applications should I complete?It can be tempting to cut and paste answers into hundredsof application forms. However, the assessors will be able tofilter out those candidates who are motivated for theirorganisation, from those who are just serial applicants

trying their luck with anyone. Spend time completing asmaller number of high quality application forms, for theorganisations you would really like to work for.

When should I apply?Obviously, you need to apply before the deadline, but doesit really make a difference if you apply the night beforerather than the first day the advert appears? If it is a rollingrecruitment it is advisable to apply earlier, as the

organisation may begin to mark applications and carry outinterviews before the deadline. You may find that by thetime you apply, the majority of positions have already beenfilled.

Should I chase my application?If you are worried about whether your application has beenreceived, call the organisation. If they tell you that they willcontact you when they have made a decision, dont keep

ringing every day! Dont forget that they probably havehundreds, if not thousands of other forms to mark inaddition to yours!

Its quality

not quantity

that counts


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Variety is the spice of life

Unravelling the mystery of Assessment

CentresMany employers now use Assessment Centres towardsthe end of the recruitment process. But what exactly arethey?

Assessment Centres usually take place over one or twodays at the companys premises, and will usually consist ofbetween 6-12 candidates who are involved in a variety ofexercises.

Is an interview not enough?Assessment Centres are the most reliable way ofpredicting potential, as they give a number of assessors achance to see you over a longer period of time and indifferent situations, than is possible with a single interview.It is more representative of the actual environment in which

you may be working and the situations you will encounter.

How do I benefit?Assessment Centres give you the opportunity to prove thatyou are how you described yourself in your applicationform. They also allow you to demonstrate your strengths ina variety of exercises, which means that if you think youhave performed badly in one exercise, you may have theopportunity to compensate for it later on. In addition, as

they are usually held on Company premises, you will get afeel for the atmosphere and work culture of theorganisation.

Its not a competition!

You will usually be assessed against aspecific set of competencies, rather thanagainst the other candidates, so rather than

wasting your energy trying to competeagainst them, make sure you demonstratethe qualities the assessors are looking for.

Im never

going to

beat the

others!

The

interview is

only one

piece of the

Assessment

Centre

jigsaw


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If there is an overnight stay, or social event included in theAssessment Centre, make the most of this opportunity tomeet other candidates, employees and assessors, and tofind out more about their own experiences in theorganisation.

Which exercises will I face?

Your Assessment Centre may have a combination of anyof the following exercises:

Guidance on how to prepare and perform effectively in allthese exercises can be found in the next section of thisguide.

What happens now?You will usually hear the outcome of the AssessmentCentre within a few days. In some cases, you may beasked to return for a final interview. This usually happens ifthere are two applicants who are both suitable for theposition, or if someone else needs to meet you before theposition is offered.

Psychometric TestingInterviewPresentationGroup ExerciseRole PlayIn-tray Exercise

Personality QuestionnaireSocial Event


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Understanding Psychobabble

Preparing and performing effectively in

psychometric tests

For many of us, a long time has passed since we satMaths and English exams, and to be honest, we haveblanked those experiences from our mind, thinking that wewould never need to recite Shakespeare or use

Pythagoras theorem ever again! Now is the time to dust offthose textbooks!

What are psychometric tests?

Psychometric aptitude tests are timed tests which areusually taken under exam conditions. The most commontypes are verbal and numerical tests, althoughdiagrammatic tests (identifying patterns in a sequence) are

often used for IT positions. Aptitude tests are often used asan initial screening tool after the application form, to enableorganisations to filter out candidates who do not meet thelevel they are looking for.

Aptitude tests measure the ability to acquirefurther knowledge or skills

What does it involve?

Tests are usually multiple-choice in format, and before thetesting session begins, you will have the opportunity towork through some example questions to make sure youunderstand how to approach the questions. Make the mostof these examples, and dont be afraid of asking forclarification if you are stuck.

Timed tests

under exam

conditions


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Its whats inside that counts

Understanding the personality

questionnaire

Psychological profiling may sound like something only theCIA would do, but a growing number of organisations areusing it as an extra assessment tool. Dont worry, they arenot trying to catch you out! Employers use personalityprofiles to assess your preferred working style, to identify

how you would fit in with the culture of their organisationand whether you would work well in the role.

What does it involve?

The personality questionnaires can be administered in-house, or online, and although there are various types,they usually involve you studying various groups ofstatements, and saying which ones are most and least likeyou. Such statements may include:

I like working with people I thrive under pressure

No prior knowledge or preparation is required.

It is not a test, therefore it is not usually timed andthere is not one right answer.

The tip is to answer the questions as quickly as possible.Dont start thinking about each question in detail, or tryingto second-guess what the employer is looking for, as thistends to skew the results of your profile. If you dont

answer accurately, you may find yourself in a role whichyou do not enjoy.

Can I explain my responses?

Some organisations use the personality questionnaire asthe basis for a feedback interview, where you have theopportunity to discuss your responses in more detail.However, some do not, so make sure that you answeraccurately. It is unlikely that a selection decision would bemade based solely on the outcome of a personalityquestionnaire, as it is usually used as a supporting tool forother exercises.

How well do

you know

yourself?


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Snowed under

Coping with the in-tray exercise

The sound of these words probably makes you think of acramped office with an overflowing, never-ending in-trayand a phone which is constantly ringing. Youve hit the nailon the head! Learning to manage the work effectively is thekey to success.

In this type of business simulation exercise, you are given

a range of memos, messages, reports andcorrespondence, together with information on theorganisation. You will be asked to make decisions on eachitem, including drafting replies, delegating andrecommending action to supervisors.

This exercise assesses your problem analysis andjudgement skills, together with your communication andresilience. It is a good way to see who can get a grip of the

main issues under time pressure.

Make sure you manage your time effectively readthrough all the documents quickly at first, thenprioritise the most important information.


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Putting on an act

Remaining focused in the role play

Its not what you think! Role plays are another businesssimulation exercise, where you are given a particular briefand assigned a role to maintain throughout the exercise.This is usually a 1-on-1 exercise, where the assessor alsoassumes a role. In some organisations, actors are usedwhile the assessor observes.

For example, if you are applying for HR, you may be askedto simulate a review meeting with a poor performer and todecide whether you should take disciplinary action.

Assessors are watching the way you analyse the situationin order to get to the bottom of the issue. They also assessthe way you express your ideas, whether you develop arelationship with the other person, and the extent to whichyou are able to influence them.

One word of warning! Dont get so carried awaywith acting your role that you forget to remainfocused on the brief you have been set. It is stillYOU who is being assessed.


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All for one and one for all!

Making yourself stand out in the group

exerciseAs most jobs involve working with others, the majority ofAssessment Centres include an element of group work.

You may have heard those stories about the classicshipwreck group exercise where you decide which unluckyperson you are going to throw overboard.

Dont worry, many organisations now use group exerciseswhich are more relevant to the organisation.

The good thing is, you dont have to be the personwho shouts the loudest to perform well in a groupexercise. In fact, it is often the candidates who taketime to reflect on the problem and involve otherswho come out on top.

What are assessors looking for?

Whether you are asked to complete a practical task(building a bridge out of straws and elastic bands), or aretaking part in a leaderless group discussion, the assessorsare looking for your ability to analyse a problem, developcreative solutions, and work well with other people. Yourown contribution to the team process will normally be moreimportant than the outcome of the exercise.

Even if the chatterbox does not listen, the assessors

will give you credit for trying to resolve the situation.Remain calm and positive.

Participate,

Communicate,

Negotiate

How do I deal with the know-it-all?

The worst thing to do is to try to shout over a dominant teammember. Listen to what they have to say, and then suggestthat other team members may have other ideas to contributeto the discussion. If that person is delaying the progress ofthe discussion, reiterate the agreed objectives of the groupand the time remaining, in order to regain the direction.


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How should I behave?Here are some tips on how to be effective in a groupexercise:

DO

Try to develop a relationship with the group - usetheir names and encourage quieter team members

Remain calm when challenged Be confident to speak out tactfully and assertively if

you disagree

Provide clear and logical arguments Keep an eye on the time to ensure the task is

completed

Remember that the quality of what you say is moreimportant than how often you speak!

Try to give structure to the group discussion bysetting objectives and sticking to the brief

DONT

Keep reiterating the same point if the group is notlistening - if you feel it is important, wait for a quietmoment then raise the point again

Be impatient or angry with other team members Talk over others

Blend into the background - the assessors cannotgive you credit if you dont speak!

Whatever happens, dont be put off or intimidated by adifficult team. Try to get to know people before the exercisebegins, and then you can adapt your behaviour to suit thegroup.

Dont try to be someone that you are not. Dont be theleader if youre not comfortable in that situation. Beyourself.


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Plain speaking or mixed

messages?

Delivering the perfect presentation

Presentations are the ideal way for organisations to assessyour confidence, problem analysis and communicationskills. They range from pre-prepared presentationswhere you are asked to research and prepare a talkaround a particular topic, to case study presentations

where you are presented with information to analyse on theday.

Presentation Tips

Content

Have a clear introduction and conclusionOffer a logical, balanced argumentOffer creative solutions to problemsCheck it matches the brief

Language

Clear and conciseSuited to the audience (slang / jargon)Speak at a suitable volumeVary your pitch and intonationPause to reflect

Preparation

Take time to understand the objectiveResearch information thoroughlyDont ignore detailed analysisIdentify key issues for discussion

All eyes are

on you


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Visual Aids

Keep it simple! Use 4/5 bullet points per slidePractice using the equipmentPrepare prompt cardsUse current imagery (check logos, products, etc.)

Body Language

Make eye contact

Talk to your audience not your notesUse the space around youHold notes to stop you fidgetingSMILE!

Make sure you follow the golden rule:

The secret is to make your presentation stand out. Make sure it is for theright reasons.

Be creative. Be calm. Be confident.

Tell them what

youre going to say Say it!

Tell them what

youve said


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Under the spotlight

Excelling in the interview hot-seat

The interview is the classic assessment tool and unlessyou are really lucky it is probable that you wont get that jobwithout going through an interview.

Types of Interview

There are various types of interviews which you may

encounter. Here are some tips on how to perform in eachscenario.

Chronological Interviews

These take you through your life to date, and are oftenbased around your CV or application form. They may askyou questions about why you chose your degree subjectand the extracurricular activities you pursued.

Case Study Interviews

You will be set a brief or a problem to solve, and willusually be given a large amount of information to readthrough and absorb. A good tip is that you are notexpected to remember everything and not all theinformation will be relevant, so concentrate on skimmingthrough the information pack to ensure you have an overallgrasp of it, rather than spending hours over one page.

Although there is not usually one right answer, the

organisation will be assessing how you analyse theproblem, sift through the information, identify key issuesand develop creative solutions to the problem you havebeen set.

Competency-based Interviews

The most common type of interview, the competency-based interview puts the onus on you to provide examplesof desirable characteristics, such as teamwork or

communication, by referring to previous situations oractivities. They will probably reflect the responses yougave on your application form.

Review your

CV and

application

form before

the

interview


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Telephone Interviews

Many organisations use the telephone interview as aninitial screening method, and will usually inform you inadvance when they are going to call.

Its quite easy not to take a telephone interview seriously.You may think that the assessor wont know if you are satin your pyjamas watching Big Brother repeats while youread your notes in response to their questions. But in fact

you couldnt be more wrong!

You need to remain as professional and focused as youwould in a face-to-face interview.

How can I prepare?

It is important to understand what the employer is looking

for. This could be...

Evidence of research for their industry, theirorganisation and the role you have applied for

Enthusiasm and motivation for their organisationGenuine, logical, clearly communicated responses

22

Make sure the message on your answer phone is suitable Take your time to think of appropriate answers, rather than

reading pre-prepared notes

Stick to the point Keep your application by the side of the phone to refer back to Be aware of how you sound practice with a friend

Do your

research


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It is important to try to predict the type of questions you willbe asked. The interview may consist of:

General Questions

Why are you applying for this job?

These are often used as icebreakers at the beginning of aninterview, and also to ascertain how motivated you are forthe role you have applied for.

Competency Questions

Tell me about a time when you have worked as part ofa team

The assessor will be looking for a specific example whichdemonstrates how you personally fit the competency.

When preparing for competency-based interviews, followthese stages...

Identify the competencies the organisation is looking forThink of possible questions for each competencyThink of a specific example from your own experienceBreak down the example into the main points you want to

make

Dealing with NIGHTMARE questions

Youve probably heard the nightmare questions, like, Is aJaffa Cake a cake or a biscuit?

Its only natural that theremay be questions which completely flummox you. Here area few tips on how to deal with them.

The Completely Irrelevant Questions

If you were a biscuit, what would you be?

The assessors are not really interested in the response,but want to see how you behave under pressure and

whether you are able to develop a logical argument.

Find the

dream

response in

thosenightmare

questions


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The Shoot Yourself in the Foot Questions

Whats your biggest weakness?

The trick is to remain calm and turn the question aroundinto a positive. It shows that you recognise that while youmay not be perfect and have a weakness, you haveadapted your working style in order to benefit from it.

Falling at the last hurdle

You know the scenario: you spend hours on the train

thinking of brilliant questions to ask the assessors, andthen at the end of the interview you have either forgottenthem all, or they have already been answered! Take timeto think of interesting questions to ensure that you end theinterview on a high note and leave the assessors with agood impression.

Prepare your question, weave in your own uniqueselling points, and use it to confirm your enthusiasmfor the role.

A few words of advice...

Dont be afraid to ask for clarification or take a moment tothink

Listen carefully to the assessorsProvide evidence to back up your responsesUse examples from several different experiences

Stick to the following suggestions and you cant go wrong!

1 What are the most and least enjoyable aspects of the role?

2 What training opportunities do you offer?

3 Where could my future lead in this organisation?

4 How does my role relate to the overall structure of the organisation?

5 How would you describe the work culture here?

6 How would you measure and review my performance?

7 How do you think the recent issue of *** will affect your organisation?

8 What is the attrition rate in terms of your Graduate programme?

Be honest.

Be positive.

Be yourself.


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Learning curve

Learning from experience and improving

performance

Unless you are extremely lucky, the truth is you may not besuccessful first time round. Or even the second time. Orthe third. It can be difficult at first, but treat each applicationas a learning experience. Each one is a step closer to yourideal job. Here are some ideas of how to get over those

hurdles.

Not getting interviews

If you are not getting past the application stage, re-examine your application form. Have you:

Answered the questions specifically?Given detailed examples?Demonstrated motivation for the organisation?Demonstrated an understanding of the role?Met the minimum requirements?

Ask a friend to read through your form to see if it is anaccurate and fair reflection of how you are.

Getting 1st interviews but not 2nd

interviews

You can assume that on paper, the organisation considersyou demonstrate a range of competencies they are lookingfor, but that your performance at interview did not meettheir expectations.

Did you back up and substantiate everything youdiscussed on your application form?

Did you present a professional, confident image atinterview?

Dont

undersell

yourself. Be

positive

about whatyou have to

offer.


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Getting to Assessment Centres but not

getting offers

You will probably have a general idea where you wentwrong, but it is useful to ask for detailed feedback from theorganisation. You may find that it is one particular exercisewhich lets you down, and which you may be able to workon for next time.

The importance of feedback

Sometimes the last thing you want to do when you havenot been successful is to speak to the assessors again.

They recognise the amount of time that you put into yourassessment, and want to help you to improve your

performance.

Feedback is an invaluable part of the assessment processand may highlight small changes which could have anamazing affect on your future performance. They may saythings that you dont want to hear, but they are saying themfor a reason.

Be proud of their compliments, and learn from theirsuggestions.

Only you can turn a negative experience into a positiveone for next time.

Replay the interview in your mind, and make a note of any

questions you struggled with.

Arrange a mock interview with your local careers service, toidentify where you are going wrong and obtain their advice.

Why do I need to be reminded

of where I went wrong?

I just want to forget it!

Take it back

a gear and

learn from

your

experience


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Hindsight is a wonderful thingInsider tips on the things no-one ever

warns you about!

How many times have you done something wrong, andthen wished you could have looked ahead and preventedit?

Here are some of the secrets that no-one ever tells you!

Desirable but not essential

It can be confusing when job adverts say that it isdesirable but not essential to have a particular skill orlevel of experience. If you have it... fantastic. If not, dontignore it. Try to sell yourself by describing similar skills. Forexample, if it asks for GCSE French, but you only haveGerman, tell the assessor that you have demonstrated theability to learn a foreign language quickly and would

welcome the opportunity to develop this skill further.

Salary secrets

Its frustrating when an organisation describes its salary ascompetitive, but doesnt state the exact figure! Contactthe organisation before applying, to check the salary range,but dont raise it at your first interview, as it could seem thatsalary is the only thing you are bothered about. If you areasked what salary you would accept, put together areasonable figure based on other salaries you have seen,but emphasise that other areas of the role, i.e. training andprogression are also important.

Special circumstances

Let the organisation know before the Assessment Centre ifyou have any special requirements, e.g. if you havedyslexia or English is not your first language, and then they

can make any necessary adjustments to their selectionprocess.

Should I say

Im fluent in

French in

order to get

the job?


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Passwords

Make sure that both your password and email address aresensible, as if something goes wrong, you may have togive them to the organisation to access your account, andyou will feel a bit embarrassed if the password you havechosen is something you wouldnt happily whisper to yourgrandma!

The watchful eye

You are always being assessed: it is too easy to relax andlet your hair down between exercises. Even though youmay not officially be assessed, any negative or excessivebehaviour may be noted and may undermine your overallperformance.

Keep a diary

It is useful to keep a log of all the assessments you have

attended, and any useful notes from the day. Jot down anytricky questions, then you can prepare responses to themfor the next time.

Inappropriate questions

There is no reason for an assessor to ask you a personalquestion, like Are you married?, or Which political partydo you support? You are completely within your rights tosay that you do not feel comfortable answering such

questions and do not see their relevance to the positionyou have applied for.

Employers

may not

appreciate

having to

email

someone

called fluffybunny

CREATIVE

TECHNOLOGIE


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Last chance

If an exercise goes horribly wrong, the assessors may askyou how you thought it went. This is your opportunity toturn the situation around. Dont grit your teeth and say thateverything went well. Admit where you and the group wentwrong, and how you would improve the situation next time.

Accepting offers

Accepting an offer is not a decision to be taken lightly -your first career step is an important one, so take the timeto consider the decision and make sure the organisationis the right one for you. You do not need to accept the firstoffer out of panic.

Mmmm we worked really well

together no problems at all


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Time to spread your wings

This guide is only the beginning.

Youve seen all the pitfalls, read all the tips and unearthed all thesecrets.

Now it is time to put it all into practice.

See each assessment as an experience, as an opportunity todevelop new skills, gain a wealth of knowledge and improve yourperformance.

Have confidence in your own abilities and others will haveconfidence in you.

Be honest. Be positive. Be yourself.

Good Luck!

Do you have the drive?


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