Career Essentials: What are assessment centres?

Summary

In this informative video, Andy Walsh from Queen Mary University's career service explains how to excel at assessment centers. He outlines the typical activities involved, such as group work tasks, interviews, and practical challenges, emphasizing the importance of teamwork, negotiation, and communication skills. Walsh dispels common myths about assessment centers, highlighting that being a contributor is more crucial than leading. He also provides resources for practice, including psychometric tests and mock interviews, encouraging candidates to engage with company representatives during unassessed activities. The video aims to equip viewers with the strategies needed for successful assessment center performance.

Takeaways

• 😀 Assessment centers are a crucial part of the recruitment process, often following application forms and interviews.
• 👥 Activities at assessment centers typically include group work tasks, interviews, and practical challenges.
• 🛠️ Common group tasks may involve collaboration on projects, such as building structures with limited materials.
• 📋 Individual interviews at assessment centers often involve panel assessments, including hiring managers.
• 📧 E-tray exercises simulate prioritizing emails, testing candidates' organizational skills and alignment with company values.
• 📝 Unassessed elements like company presentations and networking lunches play a significant role in leaving a positive impression.
• ⏳ Candidates should practice speed reading and summarizing key information in a limited time frame.
• 🗣️ It’s essential to contribute actively in group discussions without dominating the conversation.
• 🤝 Supporting peers and building on their ideas fosters teamwork, which is critical in group assessments.
• 📚 Resources such as practice psychometric tests and mock interviews are available through the university's career services.

Q & A

What is the purpose of an assessment center?

Assessment centers are designed to evaluate candidates through various activities, determining their suitability for a specific role within a company.

What types of activities can candidates expect at an assessment center?

Candidates can expect group work tasks, individual interviews, practical exercises like e-tray tasks, case studies, and self-introduction presentations.

Why is group work important in assessment centers?

Group work assesses candidates' teamwork, collaboration, negotiation, and persuasion skills, which are vital in most professional environments.

What should candidates focus on during group discussions?

Candidates should actively contribute to the discussion, build on others' ideas, and support the group's consensus rather than trying to dominate the conversation.

What are some common myths about assessment centers?

Common myths include the belief that you must be the leader to succeed, that you should always present the winning idea, and that fellow candidates are competitors rather than allies.

How should candidates prepare for interviews at assessment centers?

Candidates should practice mock interviews, understand the company's values and projects, and be ready to discuss their experiences and skills relevant to the role.

What role do unassessed elements play in assessment centers?

Unassessed elements, like company presentations and lunch interactions, help create an overall impression of the candidate and provide opportunities to show interest and ask questions.

What resources are recommended for assessment center preparation?

Candidates are encouraged to use resources like Graduate First for practicing psychometric tests, Short List Me for CV feedback, and the QM Careers Hub for information and practice interviews.

How important is timing during group tasks?

Timing is crucial; candidates should aim to contribute to the conversation within the first 30 to 90 seconds to establish their presence and influence the discussion.

What is the significance of showing enthusiasm during informal activities?

Demonstrating enthusiasm during informal activities, like lunches with current employees, helps candidates make a positive impression and shows genuine interest in the company.