I’ve made it through the first interview stage for a new job; now I’ve been asked to attend an assessment centre with other candidates. What should I expect to happen?
Assessment centres are an integral part of the recruitment process for many employers. By observing group behaviour, they can better select for final interview. Group exercises reputedly smooth the progress of only the loudest, most aggressive candidates. But assessors don’t just seek leadership potential (which in any case needs more than a pushy attitude) – they also want to see and hear reasoning, planning and listening abilities, and a flair for thriving under pressure.
Groups are typically given a series of tasks and instructed to appoint a leader or facilitator. Don’t feel you’ll be at an instant disadvantage if you stay out of the leadership bun-fight – watching and waiting can be a perceptive points-winning strategy. With several hours ahead, assessors form opinions on much more than everyone’s opening gambit.
Play to your strengths: volunteer to take the minutes, explain your ideas patiently and concisely, give and accept helpful criticism. And know when to urge everyone on, gently or assertively as required, time management being a desirable skill. It can be tempting to help out struggling team-mates but be warned: in the real world, there will always be instances when it makes business sense to ditch lost causes, be they people or activities. Assessors are not looking for charitable instincts – judge your rescue efforts carefully. Don’t help others at your own or the group’s expense.
Assessment centres are all about being yourself, but you can still prepare. Study the job and person specifications. Review notes from the first interview. What characterises the ideal candidate? By imagining how you would demonstrate those qualities in a group scenario, you’ll minimise the chances of being taken by surprise and equip yourself to make an excellent impression.