Assessment Centre practice

In our opinion we prefer to offer free practice materials and practice tips are free. We hope you enjoy using them for your assessment centre practice.

Assessment Centre Practice Books

Assessment Centres

How to Succeed at an Assessment Centre

Step-by-Step Guide to Succeeding at Assessment Centres

Our Free Practice Assessment Centre Resources

These are divided by assessment centre exercise:

Other practices sites also offer practice assessment centre materials so you can practice assessment centre components:

Defamiliarization assessment centres

These use defamiliarisation exercises to take candidates out of their comfort zones to really test their abilities. The only true way to assess someone’s natural capabilities is to take them out of their comfort zone . These cannot be prepared for since there is no obvious right or wrong approach. Candidates must rely on their natural strengths and innate abilities.

Virtual assessment centres

It’s important for graduate applicants to demonstrate they can collaborate across country borders. Online, “virtual” assessment centres provide a realistic job preview of team working in a digital age. Efficient virtual assessment centres are becoming increasingly popular.

Flash Mob assessment centres

Most University campuses have careers fairs in which graduate employers can attract final year students. The term “flash mob” is applied to assessment events run at such specific locations.

Your Assessment Centre Day

Assessment Centre Tips

Our advice is to follow these assessment centre tips:

  • Firstly, ask yourself as you read the instructions:
    1.  What are the key things I am being asked to do here?
    2. How can I demonstrate that I have the right skillset?
    3. What should I avoid doing?
  • Also, don’t ask for any hints or assessment centre tips of that nature.                                  
  • Don’t skim read any of the Instructions.
  • Plus, work calmly and steadily through each exercise.
  • Do not spend too long on a single part of each exercise.
  • Finally, keep a positive attitude..

Assessment Centre Feedback

Receiving assessment centre feedback is a key learning opportunity for you. Firstly, you should always accept this gratefully. Secondly, stay engaged in the process.

Finally do not do any of these: criticise any exercise; compare your performance with the other candidates; or assume that the feedback is your opportunity to improve the overcome.

Psychometric Profile Interpretation

Remember, the following points about your personality profile:

  • First, there is limited time in your feedback interview so an overview is always given.
  • Second, a personality test measures your behavioural preferences. How you typically behave.
  • Finally, may think of instances when you behaved differently to a particular personality trait. That’s fine. It’s how you typically behaviour that the personality test profile relates to.

Development centres

Development centres use the full range of assessment exercises (role plays, in-trays, written exercises, psychometric tests etc) to highlight managers’ development areas, or to select internal candidates for specialised training. As with an assessment centre exercise matrix, there are multiple assessment techniques used in a development centre. Unlike in an assessment centre, the developmental exercises in the development centre matrix are integrated to maximise learning opportunities.

Best practice in development centre design and application

– As with the best practice for an assessment centre, there is a need for objectivity, reliability, validity and fairness. However the ethos is different, with effective feedback underpinning the key priority of exploring each participant’s areas of personal development.
– A personality questionnaire is typically completed prior to the development centre and the results fedback on the development day, or as part of a subsequent day’s coaching session.
– Feedback is a key part of any development centre. Performance may be discussed after individual exercises, fed back in a one-on-one session held post-event, and/or used to kick-start a coaching or individual development programme. Other forms of feedback, such as 360-degree feedback, are easily incorporated into the development centre process.
– Developmental exercises are tailored.

Assessment exercise validity

Rob Williams Assessment has extensive experience in this field, having reviewed and evaluated individual exercises – as well as overall assessment centre designs – in order to suggest improvements to clients and to promote best practice.

The sort of questions that can be asked as part of an assessment centre evaluation are:

How much of the rating scale is each assessor using?

How independently are assessors rating each exercise, and each competency?

What is the range of ratings received for each exercise?

Which exercise contributes the most to the overall competency ratings?

Situational Strengths Test

There is a specialised form of situational judgement test called the Situational Strengths Test. An excellent example of CAPP’s Situational Strengths Test can be found here. One company that uses this test is Lloyds pharmacy, where the CAPP Situational Strengths Test is used to recruit pharmacists.

SJTs have these advantages (in any context):

–Easy to administer to large audience

–Relatively strong validity

–Can assess sample of the relevant KSA’s

–Refreshed items possible

–More difficult to fake responses

Bespoke VBR Example

  • 3-4 scenarios will assess each value, giving approx. 15-16 questions
  • Provides accurate and meaningful feedback to each respondent
  • This practical job preview has the advantage of using the same SJT format

Values-Based Interview(s)

Structured interview(s) comprising:

  • Values,
  • Competency and
  • Technical questions

Simulation Exercises

  • Scenarios from job analysis used to design simulation exercises
  • Parallel version developed to maximise exercise integrity and minimise risk of applicants sharing details of tools and compromising the validity of the assessment process

Values-Based Interview

  • We propose a structured interview comprising values, competency and technical pharmacy questions
  • Collaborate with job incumbents to design technical questions / scoring guide.