Working with our occupational psychologists, we offer a full assessment centre design service to build a process that will effectively assess your candidates in a range of areas. 

Typical assessment centre exercises are as follows:

Group exercise - involves looking at how individuals work as part of a group. The group is given a set of topics to discuss or a decision to reach and have an allotted period of time in which to do this. Candidates would be assigned roles and may have to negotiate with the wider group or achieve a particular outcome.

Fact Find - this exercise is designed to simulate an event where an individual may have to seek out information from another person by asking the right questions and picking up on clues from the information given.

Presentation - the candidate will be required to present on a topic either in a formal or informal environment.

Structured interview - this will be based on competencies and have a set of structured questions which the interviewer asks without probing or elaborating. This ensures consistency across the candidate group.

In tray - involves working from the contents of a 'typical' in-tray, which consists of letters, memos and notes for information.  Candidates are asked to deal with paperwork and make decisions, prioritising and balancing the volume of work against a tight schedule.

Report writing - asks candidates to write a report on a key topic for which they will be provided with a set of information. Candidates will need to structure the report effectively and include relevant information in order to answer the brief.

Psychometric Testing - We would work with clients to choose a relevant set of exercises to ensure that all required competencies are covered. Each exercise is structured to ensure that candidates feel that the exercises assess relevant skills to the job for which they are applying. Click here to learn more about our Psychometric Testing services.