Assessment Centre Success Michael Nathan, Emerging Talent Resourcing Consultant, Lloyds Banking Group

AGENDA

§ Introduction § Overview of Graduate Recruitment Processes § Understanding Recruitment Criteria & Competencies § Assessment Centres – Overview & Preparation § Group Exercises § Presentations § Interviews § General Hints and Tips

GRADUATE RECRUITMENT PROCESSES

Managing

Large numbers of applicants

Selecting the best candidates

TYPICAL GRADUATE RECRUITMENT STAGES- LARGEST RECRUITERS

Online Application/Submit Letter and CV Online tests (Numerical/Verbal/Psychometric) Phone Interview Assessment Centre The numbers significantly decrease as the process continues; e.g. 10000 applicants for the major Graduate Recruiters

50% potentially eliminated at Initial application stage 25% get through to Phone interview 5% get to assessment centre

Getting to an assessment centre is an achievement in itself….

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RECRUITMENT CRIERIA AND COMPETENCIES

§ Recruitment Criteria are used at all stages of the Recruitment Process - is a list of requirements of the suitable person for the role that is being recruited for.

§ Factual criteria will be assessed in early application stages e.g. academic achievement, right degree subject (if applicable) etc.

§ Behavioural criteria tends to be the key differentiator that

employers will use to differentiate applicants – especially where there are large numbers of applicants with similar levels of the ‘factual criteria’

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EXAMPLES OF COMPETENCIES

§ Problem Solving

§ Analytical Skills/Logical Thinking

§ Team Working Skills

§ Communication – Oral and Written

§ Negotiation/Influencing Skills

§ Planning and Organisation

§ Drive and Ambition

§ Motivation/Interest

§ Commercial Awareness

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WHAT DO LLOYDS LOOK FOR?

§ Undergraduate Degree 2:1 or above § 260-320 UCAS points – Application Stage § Judgement* § Drive § Execution § Influence § Commercial Awareness § Motivation and the ability to motivate others. * assessed at application, interview and assessment stage

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WHY USE AN ASSESSMENTCENTRE

§ Provides a more holistic view – proven to be a more effective method of assessment

§ Provides an opportunity to inform candidates about the

company § Advantages for applicants:

§ Gain a better insight into the organisation § Assess the organisation for a fit with your values and

career aspirations

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A TYPICAL ASSESSMENT CENTRE

§ Normally a one day (9-5) event – some organisations will include an overnight stay

§ Assessors will be a mix of Human Resources Managers and Business leaders from across the business

§ Often current/former graduates will attend and hold a

networking session § The Assessment Centre is normally the last stage in the

recruitment process

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ASSESSMENT CENTRES - HINTS AND TIPS

§ Unless told otherwise: Business Dress is the best option:

§ Make sure you have a pen and notepad if not provided § Listen to the introduction, especially if tips are given

about the day. (do not just repeat what you hear during one of the exercises)

§ Prepare some questions for:

§ Current graduates (about the programme) § Senior assessors (about the company/industry)

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BEFORE THE ASSESSMENT CENTRE

§ Research, Research, Research both the Organisation and the Industry

§ Follow joining instructions carefully and make sure you bring all materials that are requested.

§ Plan travel carefully to get there on time § Make sure you have contact information in case of

unexpected travel delays

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TYPES OF EXERCISE

§ Combination of some/all of the following: § Group Exercise(s) § Individual Exercise (s) § Online/Paper based Tests § Interview

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COMMON FEATURES OF A GROUP EXERCISE

§ Brief will contain a significant amount of information – or at least key information

§ The objective for the Group to achieve will be usually quite clear

§ There will be a time limit § Assessor(s) will be physically present, usually silently

observing and making notes

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THINGS TO THINK ABOUT

§ What behaviours will help the group succeed? § What are the pitfalls that a group need to avoid? § How would you describe the behaviour of an individual

group member who made a strong contribution to the team’s success to this exercise?

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A STRONG GROUP EXERCISE.....IN OUR OPINION

Good Performance:

§ Be actively involved in group conversations § Balanced with active listening § Help keep the group on track – when necessary § Take on a share of any physical work . E.g. note taking § Maintain consistent energy and involvement Really good performance – all of the above plus: §  Ideally identifies the correct and relevant detail §  If required, generates the best idea(s)/solutions (s) § Leads the group in an empowering way

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§ Use flipchart if provided, ideally with clear tidy writing

§ Outline the structure of the presentation at the start

§ Maintain eye contact with the assessor

§ Be prepared for a limited amount of time to prepare

§ Expect to be challenged/questioned by the assessor

§ How you deliver the presentation can be as important as the content of your presentation

PRESENTATION EXERCISE

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§ Can be the best opportunity to demonstrate knowledge of

company and industry § Be prepared for the ‘how do you want your career to

develop?’ question § Do not assume that the assessor would have seen your CV/

application § For competency based questions use the STAR model of

answering: SITUATION/TASK/ ACTIONS/ RESULTS

INTERVIEW

§ Be conscious that this is a day long interview – apply yourself to all parts of the day.

§ Treat everyone from the employer and fellow candidates

with courtesy

§ Take the time to reflect if this employer is the one for you.

§ Ask questions when you get the chance – The more interested you seem the more the employer will be interested in you.

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ASSESSMENT CENTRES - HINTS AND TIPS

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