Assessment Centres for International Students Ellen O’Brien International Careers Consultant

e.obrien@bham.ac.uk

What this session is about

• Why UK employers use assessment centres/selection centres

• Key components of assessment centres: group activities, presentations, e-tray exercises, interviews, tests

• What assessors are looking for • Preparation and performance management-

UK cultural behaviour • Key resources

Assessment centres – why do employers use them?

• Objective method of assessing candidates against combinations of competencies required

• Allow selectors to assess candidates in a range of situations over an extended period of time

• Exercises likely to simulate types of situation graduate entrants to the organisation will actually face

What’s involved?

• Usually a one or two day event with 6-10 other candidates

• Likely to be held at employer’s head office or hotel • Usually involves a combination of the following

• Group discussions and/or exercises • Individual exercises (eg e-tray or in tray) • Presentation • Social events • Selection interview or interviews • Psychometric assessment

ASSESSMENT CENTRE EVALUATION SUMMARY Name of candidate ………………………………………………………..

SUCCESS FACTOR

HR interview Technical interview

Group discussion

In-tray exercise Presentation Psychometric tests

TOTAL SCORES

1. Drive for results (determination)

2. Innovation (being creative, having new ideas)

3. Strategic capability (seeing the big picture)

4. Dealing with ambiguity (coping with incomplete and contradictory info)

5. Withstands pressure

6. Interpersonal effectiveness (communication skills)

TOTAL SCORES

Adapted from ICI Assessment Centre Procedure as shown in AGCAS video The Assessment Centre IG Oct 2004/Activities and Services/Careers Ed/By Topic/Selection Process/Handouts

What might a typical assessment centre look

like?

Day 1 5pm Introductions 6pm Evening meal Day 2 9am Breakfast 9.45am Group exercise 1 10.15am In-tray exercise 11.15am Break 11.30am Interview 12.15am Presentation 1pm Lunch 2pm Aptitude tests 4pm Group exercise 2 5pm Assessment centre ends

Assessment centres – key points Aim to find out as much as you can in advance

Prepare through research on employer/sector and

tactics

Practice your presentation building your confidence

Reflect on your ‘normal’ approach to group tasks and how it matches up to what you need to project

Enjoy the experience if you can…and learn from

reflection

Assessment centres – key resources Key websites include:

Graduate Prospects http://www.prospects.ac.uk/cms/ShowPage/Home_page/Applications__CVs_and_interviews/

p!eefmd#Interview%20tests%20and%20exercises Targetjobs http://targetjobs.co.uk/general-advice/assessment-centres.aspx

Other resources include: Successful Presentation Skills – Andrew Bradbury Employability Skills – David Hind and Stuart Moss AGCAS DVD – At the Assessment Centre

Group Exercises

May take the form of: Ice breaker – get involved and share information Discussion group – not usually given time to prepare so keep up with

company/industry trends and current news events Business case studies/scenarios – eg product launch by

management team may include

• Assigned roles – each participant given a role/position to represent with some aspects of brief common to all

• Non-assigned roles – all participants given the same brief and the group will be left to organise itself.

Group exercises – possible discussion topics/challenges

Allocating lottery funding Dealing with traffic congestion Finding your way out of a jungle Building a Lego tower

Group exercises – positive behaviours In relation to task: • Go for quality not quantity of contributions – provide

input that makes important points • Aim to provide original insights • Be prepared to summarise discussion or move it on • Help to get the task completed in the time available • If you need to establish a role look for who is doing

what and see where there might be a gap that needs filling.

Group exercises – positive behaviour

In relation to other group members:

Support other group members Build on points made by other

group members Involve members who aren’t

making a contribution Argue your case persuasively –

but be prepared to compromise where appropriate

CONTRIBUTE

Group exercises – negative behaviours Don’t: • Criticise or put down other group members • Dominate discussion • Talk over or interrupt other group members

(unless you have to in order to make your contribution)

• Become overly focused on reading the paperwork

• Be shy

What are key competencies assessors are likely to be looking for?

• Interpersonal skills • Leadership • Communication • Focus on results, drive, goal orientation • Working with others – teamwork and confidence

In-tray and e-tray exercises – what are they?

• Exercises designed to replicate a ‘typical’ manager’s daily tasks and challenges

• Tests of your ability to

prioritise, multitask and manage time effectively

In-tray / e-tray exercises – how do they work

• Consist of a series of letters, memos, phone

messages, emails etc a manager might face on arriving at their workplace

• May be presented with a scenario (eg covering for a sick colleague, organising an event or taking over a project)

• Additional emails may be introduced as the task progresses

In-tray and e-tray exercises – what to expect

Contents: Memos Reports Articles Telephone messages Emails/letters Policy documents Complaints Staff diaries

Possible tasks

Delegating roles Drafting customer responses Analysing reports Recommending actions

In-tray or e-tray exercises – how to deal with them – research and preparation phase

• Read all information given quickly identifying key points • Check priority of all tasks – it may be unrelated to the

date • Check for timings given and stick to them • Scan attachments of all emails to check importance and

priority • Consider the bigger picture and consequences of action • Manage expectations – be aware of what the

organisation can do

In-tray or e-tray exercises – how to deal with them – completing the task

• Be imaginative in your recommendations • Be prepared to make ‘informed guesses’ working

with partial information • Don’t expect to deal with everything – prioritising is

critical • Decide your course of action – and be prepared

to justify it

In-tray and e-tray exercises - what

competencies are the assessors looking for ?

• Analysis and problem-solving • Organisation and prioritisation • Delegation • Time management • Ability to read and understand information

quickly • Written communication skills

ASSESSMENT CENTRES WORKSHOP

EXERCISE 3 - INTRAY EXERCISE

The situation You are a production manager returning to work after a fortnight on holiday. You are asked to stand in for a colleague who has been suddenly taken ill. In her in-tray you

find the following items: A phone message from the Trade Union Co-ordinator asking for a meeting to discuss

the next pay round A letter of complaint from a major customer accompanied by a note requesting action

from the Director of Operations A draft press release on a product launch which the PR Department wants you to check

before being sent to the national media A report from the departmental Health and Safety Co-ordinator requesting urgent action

on damaged safety guards on equipment and pest infestation in the factory canteen. An application form for attendance at a major Trade Fair where competitors are

exhibiting An email from the Sales Director asking for your views on how production targets would

fit in with projected sales for the next quarter A message from your flatmate to say that your bedroom has been flooded. How would you prioritise the tasks? What decisions could you make quickly?

How would you explain the rationale behind your approach?

In-tray and E-tray exercises Check out some samples Assessment day practice tests http://www.assessmentday.co.uk/in-tray-exercise.htm KPMG/University of Edinburgh http://www.careers.ed.ac.uk/STUDENTS/Applications_Intervie

ws/AssessmentCentres/in-tray%20exercise/intray_exercise.htm

WebCT • www.weblearn.bham.ac.uk • Self enrolment module ‘Careers – E-tray Exercise’

Presentations at assessment centres

What are the employers assessing:

Planning and research Communication skills Self confidence Time management Ability to handle questions/think

on your feet Team/group work skills (in group

presentations)

Presentations at assessment centres - types

• Individual or group presentation • Prepared in advance or prepared at the

assessment centre • Assigned topic (usually

company/sector-specific or your suitability for position) or free-choice

Presentations at assessment centres - preparation

Structure – beginning (including purpose), middle and

end (including conclusion/summary/recommendations)

Content – audience-related

Audio-visuals – determined by technology available and your confidence/skills

Handouts – best given out at the end of presentation

Presentations at assessment centres

Practice… Essential for testing timing, your impact and body

language Try to do it with friends or family – ask for feedback

…and delivery Voice – projection, tone and loudness Timing – pace yourself and don’t over-run Body language – engaging your audience through eye

contact Questions – anticipate these in advance and back up

your case in answering them

Effective Interviews - Tips What are they looking for? • The right person • Competencies • Knowledge • Experience • Motivation How will they assess this? • Your answers and how you answer • Your evidence/examples • Your body language • Your attitude

Advice from Recruiters The interviewer is watching to see how you respond. Be positive, be enthusiastic and maintain eye contact” (BT) Remember that difficult questions are only easy questions in disguise, if you prepare well there is nothing that can be asked that will be a surprise” (KPMG) Whether an interview in person or on the telephone, it is the content of your responses that is important (Shell www.shell.com )

How to be effective at Interviews

Preparation Re-read application Reflect on what you said previously Consider how you will handle difficult questions

Research Role, organisation, Industry/sector in more depth

Consider examples/evidence re competencies

Be enthusiastic, convey confidence and interest Tone of voice Body language Your questions to them Your answers

Common failings at interview

Lateness Inappropriate dress Arrogance Rudeness Limited answers Lack of preparation Lack of evidence Rambling answers

Psychometric Tests

Personality Profiles

• Assess personality/how you may react in certain situations

• Not usually timed • No right or wrong answers • Answer honestly

• Ability Tests Numerical, Verbal reasoning Technical, Logical reasoning

Psychometric Tests: TIPS

Pay attention to instructions Work quickly but accurately Skip over questions you are stuck on Record your answers in the correct boxes Use our on-line packages Use the websites we recommend Use our ref books/loan library

Assessments: Key is to prepare

• Research role/employer/ sector • Consider questions and answers • Gather evidence/examples • Practice psychometric tests • Consider questions to ask them • Practise your presentation skills • Evaluate your group work skills • Seek advice • Be confident (they are interested in you) • Be enthusiastic ( show them you want this job)

Further help • Other resources • www.diagonalthinking.co.uk • www.morrisby.com • www.profilingforsuccess.co.uk • www.psl.co.uk • www.psychtesting.org.uk • www.shldirect.com • http://www.wikijob.co.uk/forum/accounting-professional-services/new-ernst-and-young-

assessment-centre?page=8 • www.targetjobs.co.uk/careers-advice/job-hunting-tools-downloads • Vark questionnaire - • https://birmingham.instructure.com/enroll/H4FG4N Canvas VLE psychometric tests for UoB

students • https://intranet.birmingham.ac.uk/as/claddivision/clad/weblearn/index.aspx In-tray exercises • http://www.careers.manchester.ac.uk/students/applicationsinterviews/assessmentcentres/

www.wikijob.co.uk www.prospects.ac.uk

FINALLY They want you to achieve You are there because they see potential Use every opportunity to convince them of your suitability Use all the support available to you

Seek feedback if possible

GOOD LUCK!