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Assessment Centers: Exercises and Preparation

Definition, Explanation

Assessment Centres are designed to observe candidates in certain situations and to evaluate their skills. These centres are often used to be able to make a first choice in terms of potential applicants for a job, but they are also utilized in human resource development and the evaluation and choice of executive managers.

Usually a single AC consists of 6 – 12 participants, who are then evaluated by a number of observers using certain defined criteria. The observers can be personnel consultants, personnel managers and/or special team leaders. A facilitator usually co-ordinates the event, which can take from one to three days. Different tests and exercises are used to assess the candidates in relation to the skills necessary for the job. These may include the capacity for team work, managerial skills, customer service skills, assertiveness, presentability etc.

The most well-known tests are:

• Self-presentation
  The participants introduce themselves briefly together with their full name and current job. In some ACs the candidates interview and then present each other.
• Structured Interviews
  All the questions are basic questions and the same for every candidate. The order has already been defined. Candidates have to decide between the various answers supplied.
• Discussion Group
  Participants have to discuss a special topic and will eventually have to agree on the results of their discussion. Sometimes the candidates have to play different roles, e.g. seller, buyer, member of the worker’s council or manager.
• In-tray Exercise
  This is a test consisting of various exercises in written form (phone notes, e-mails, letters). Participants have to prioritize them, decide which have to be dealt with first and how to deal with them. (e.g. Delegation)
• Role Plays
  Typical situations relating to the vacant position will be simulated. This can include customer complaints via phone, acquisition dialogues, conflict discussions or appraisal interviews. The candidate will play a defined role; another candidate will play the partner role.
• Presentation / Speech
  Alongside a prepared presentation about a certain topic, many ACs require an off-the-cuff speech. The candidate has only a couple of minutes to prepare his speech and then has to speak on a certain topic
• Psychological Testing
  Within ACs, personality tests such as the Bochumer Inventar zur berufsbezogenen Persönlichkeitsbeschreibung (BIP) are often used.

After the AC the results are evaluated; the candidate will receive a feedback on his results a couple of days later. He will be told about his strengths and weaknesses.

Assessment Centres are controversial. Only good preparation by the company and adequate training of the observers can guarantee usable results. Whether, and to what extent, the AC is able to determine the personality traits and competences required (for the job) is also subject to controversy. On the other hand, there are no methods which can be regarded as more informative, and the use of assessment centres is widespread.

Tips, Checklist

• Prepare yourself well for the AC. Practice the tests by reading appropriate literature or attend trainings, e.g. offered by universities. Practise off-the-cuff speeches. Include methods of presentation
• Gather information about the requirements of the job you will apply for. What skills are required? Teamwork or management skills?
• Focus on the exercise itself. Do not worry too much about the observers
• Do not act arrogantly or try to dominate. Listen carefully and make your points clearly
• Try to control your nervousness
• Ask, if you did not understand the exercise properly
• Remember you are being watched all the time. Unfriendly or rude behaviour is therefore inappropriate
• Think about your clothing style. Common business wear will always be a good choice, while casual clothing might not be
• Keep calm. All of these tests are defined to put you under stress and time pressure. Remember that every other candidate has to deal with the same struggle
• Do not try to play a role. Be yourself!
• Should you receive negative feedback, ask yourself if the AC is a reputable one. Remember that your results could be completely different with other ACs and with different exercises

• Checklist for an assessment center

Literatures

• A preparation guide for the assessment center method by Tina Lewis Rowe

Last update: 06/18/2010