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The Assessment Centre: How to perform well?

A program that executives utilise to holistically appraise all aspects of a candidate due to the time constraints and narrow agenda of interviews. This procedure only occurs post success in online tests and telephone dialogue. Assessment centres are a competitive setup to filter the cream of the cream and contenders are put to the test, with only the top percent present due to the opportunity costs of time and various other resources.

How do I succeed in such an environment?

  1. Sleep well the night before, and enter the battlefield with a liberal outlook, practising in advance to reduce your nervousness.
  2. Speak to your University’s Employment Office to ask for individual and group-based tips. You might be able to look through free resources – psychometric assessments, assessment centre books/materials, etc. – and there might be mock programs for students to practice.
  3. Conduct a thorough internet research. Read about past student accounts of their experiences, as well as what companies have to say about the structure of their Assessment Centres. The Corporation will send you some preparatory material that you should pore through thoroughly, noting down the venue, timing and date of the program, the organisation of events, and information about how to be ready.
  4. Plan out your Assessment Centre ‘To-Do List’ and finish all your tasks ahead of time. Clarify if there is any work to be done in advance – do you have a presentation to create?
  5. Always revise your knowledge on the firm you have applied to. Remember vital points about the company as well as the position you aspire to be selected for.
  6. Practice interviewing and speaking to authorities in front of the mirror, or with a friend. Practice makes perfect, and this will improve your confidence, especially during the individual exercises at the Assessment Centre.
  7. The most prosperous candidates are quick on their feet, adaptable, and understand their strengths versus their weaknesses. Focus on being exactly who you are, and tackle assignments under that framework. It might mean coming out of your comfort zone. For example, a reserved person should step up more. Evaluators want to understand who you are, but they appreciate individuals who put in additional effort and step up to the challenge.
  8. Be punctual. Better to be early than late. Plan your transport and schedule in advance.
  9. Be firm yet co-operative. Participate enough without dominating a team or behaving unprofessionally.
  10. Forget your errors and focus on the moment. You have opportunities to make up despite your mistakes, and there is no point dwelling over spilt milk. Give the rest of your tasks your 100%.
  11. The only person you should compete with is yourself. Blinding yourself off other competitors is vital to your success. Use your strengths and contribute to team activities. Make an impression.
  12. Be clear about the task you have been assigned and the requirements.
  13. Use your distinct techniques in each undertaking to show your examiners how you solve problems.
  14. Talk to other competitors in a supportive manner and make new contacts.

A typical one-day assessment centre schedule looks like this:

10:00 a.m.: Registrations, refreshments and snacks.

10:15 a.m.: Inauguration and speeches by the firm.

10:45 a.m.: Aptitude Evaluation.

11:45 a.m.: Conduct your already formulated presentation.

12:30 p.m.: Networking lunch and break.

1:30 p.m.: Technical Skills Conversation.

2:30 p.m.: Snacks and Refreshments.

2:45 p.m.: Solo examination – Role-Playing/ In-Tray exercise.

4:00 p.m.: Team activity – Case Study.

5:00 p.m.: Debriefing.

5:30 p.m.: End of Assessments.

The day is packed to create a virtual reproduction of an average, stressful working day, filled with an immense workload and tight deadlines. This allows the employer to see how you would fulfil the capacity required.

Everything you do is noted. An examiner appointed to you will keep track of your performance on a points table. Evaluators will exchange notes and discuss their impressions of their charges post the event to make a final decision. Candidates are oblivious to their scores and must focus on doing their best. Assessors might not mark your points in front of you.

Your count will also be cross-referenced with the ideal qualities of a candidate who the firm would select. Ask in advance about the traits and dexterities a corporation is looking for to prepare yourself in these areas, as well as to make a decision about whether or not this job is an excellent fit for you. Company websites, as well as the job posting, will often detail the firm’s mottos and core values: both areas where you can discern characteristics in quintessential employees.

The place where you initially found out about the career opening is an exemplary section to research as the listed qualities and competencies would have drawn you to apply for the position in the first place.

Standard proficiencies managers are searching for (apart from your fit with the firm) include:

  1. Articulation.
  2. Social and Relational.
  3. Administration.
  4. Diplomacy and Conversation.
  5. Adaptability.
  6. Analysis.
  7. Commercial Awareness.
  8. Creativity.
  9. Decision-Making.
  10. Organisation and Time Management.
  11. Persuasion.
  12. Teamwork.

The combination of smarts will vary amongst firms and specialities in the position. Focus on being the best version of yourself versus the scoring

July 12th, 2017

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