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CAREER ADVICEWhat current trends are employers using in their job assessment centres

Significant developments in technology, and the Internet in particular, have had a m ajor

impact on the nature ofthe recruitment market and on selection processes, particularly for

graduate schemes. Organisations receive more applications and speculative approaches,

and they have become more efficient (or ruthless!) about how they assess them.

Increased use of online and computerised tests

Psychometric and, in particular, aptitude tests are now commonly administered online by

graduate employers. These might be verbal reasoning, numerical reasoning, logical or even

personality tests. The employer invites you to sit them at the appropriate point in the

recruitment process, often within a specific time frame. You will be issued with detailed

instructions and any access codes that you need. You will usually sit the tests remotely,

although you may find that you are asked to sit similar tests again as part of an assessment

centre, so the employer can verify your performance. Some organisations may ask you to

come to their premises to sit tests on a supervised basis.

Using selection exercises as 'early hurdles'

Many employers are now using selection exercises earlier in the recruitment process to

identify candidates who meet certain minimum performance levels in areas vital to the job.

Verbal and numerical reasoning tests are commonly used as an early hurdle. It is more

efficient for the employer to focus their recruitment efforts on interviewing and assessing

candidates who are most likely to be suitable for their roles. And you won't waste further time

and energy pursuing a job that you are unlikely to be offered.

Relating selection exercises to the job and the organisation

Increasingly employers are seeking to make their assessment centres relevant to their

organisation and the roles that they are recruiting for. Particularly in larger organisations,

there is a trend towards using bespoke simulations that reflect actual work based scenarios,

in place of generic exercises. These customised assessments al low them to see how you

might actually perform at work. They also mean that new graduates will experience some

realities of the job and therefore gain a better insight into the organisation's culture. Both

you and the employer should be able to make more meaningful assessments of each other.

Linking selection exercises

You may find that several different selection techniques are used to test your skills with the

same subject matter. For example, at an interview you might be asked to discuss your

approach and the decisions you made in an earlier exercise. Or you might have formally to

present your proposals from an earlier written exercise, or to discuss your findings in a

business case study during a dedicated case interview. Employers are becoming more

sophisticated in mixing the techniques they employ, particularly when using work based

simulations.

Not just larger recruiters

Assessment centres have traditionally been widely used by larger organisations who recruit

graduates in significant volume. While this continues to be the case for the more formal

events over one or two days, some smaller businesses now use aspects of assessment and

selection testing in addition to interview to assist in their recruitment decisions.

Employers increasingly value the more objective nature of selection exercises, and the greater

insight into candidates' actual skills that they can obtain by these methods. Wider availability

of psychometric testing and the reduced cost ofadministering tests online have all contributed

to the more widespread use of selection exercises. This is a trend that is set to continue, and

it will be useful for graduates to practise some selection tests, as they are likely to be used

whichever sector you might be interested in working in.

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