Whenever I brief a candidate that there is an assessment centre in a recruitment process I tend to encounter a range of responses. I use the word ‘range’ pretty loosely as in truth the vast majority of candidates dread an ‘AC’ at worst and are ambivalent at best. Occasionally, when working with sales driven businesses you will encounter candidates that positively live for ‘out of the comfort zone’ experiences. Overall, I think my favourite response is from the AC veterans, the guys who have assessed other candidates, been assessed on multiple occasions and probably helped to write exercises previously. They know how it works, what they need to do and more importantly…how to impress. And yes…sssshhhhhh… some even enjoy the experience!
Here are some tips from AC veterans I have worked with:
- Prepare. Ask your recruiter for a copy of the competencies/qualities that are being assessed on the day. There is a good chance that the day will include an interview so you will have a great opportunity to really impress. If you are unable to clarify the competencies then ask for a job description or research the business. For further tips for an interview click here; Top tips for a competency based interview
- Get your mind-set right. Sales based candidates can skip to point three…this is not a competition. Most companies use assessment centres because they are looking for multiple candidates and/or because it gives a different insight in to candidate behaviour. If you enter an AC with the belief that you need ‘to win’ there is a good chance this will influence your behaviour in the inevitable group exercise and also social situations. It is better to think about being the best you can be. Also, avoid comparing your performance to your peers on the day. Most AC’s have a benchmark score for passing the day so if you beat everyone else but still do not benchmark you will fail.
- You are always being assessed. I have attended numerous ACs where candidates have hit the benchmark score, but in the ‘wash-up’ an assessor has recounted a conversation or observation that has created a negative impression. Avoid taking a cigarette break if you can. If you do take a break be aware any conversation you have is still being assessed. Similarly, if lunch is included be sure to maintain good manners and dare I say it sensible food choices. If an overnight stay is involved – stay clear of the alcohol! Finally, be aware of your body language, do not lean, slouch or invade people’s space. Think about your facial expressions when part of any group conversations or exercises – be positive and smile…a lot!
- Network. At the start of the day you should make a note of all the assessors, ideally name and job function. Over the course of the day you should spend time with each individual. It is crucial that you prepare a bank of insightful questions prior to the day. They might be geared towards an HR or Operations Director or other relevant function. Assessors will tend to remember the people that have asked intelligent questions and truly engaged them. It is also worth spending time getting to know the other candidates; there are networking opportunities for the future.
- Plan each task. In the heat of the moment it is easy to just launch in to a task. However, it is crucial that you take the time to read all relevant instructions. I assessed an AC last year where 5 individuals in a Group task all failed to read one crucial piece of information which led to them all failing the task. You should plan your time and allow for unexpected changes to the structure of the exercise (normally about ten minutes before you are due to finish!). All exercises are generally designed to put you under pressure to complete within a tight time-frame. Do not panic and importantly, ensure you complete the exercise. Finally, if you are offered various materials you would be wise to use them. An obvious one would be the provision of a flipchart for a presentation. Use it!
- Nail the Group exercise. Most candidates hate Group Exercises, often describing them as fake or ‘not a reflection of real life.’ While this may be true they are also remarkably affective at putting candidates under pressure which results in a multitude of interesting behaviours that you would not see in an interview or other exercise. There are a few things you can do to ensure you are perceived positively. Most importantly do not ‘over dominate’ the exercise. Avoid (contrary to popular belief) being the person that writes notes or prepares the flipchart presentation, you will quickly end up being side-lined from the conversation. Use your peers name when addressing them and invite the quieter participants to voice their opinion. Express your own ideas and ask for feedback. Ensure the group is on target to complete the task on time and if required steer the group to complete tasks as required. Finally, stand by the group’s ultimate decision/conclusion. Do not fall in to the trap of criticising other group members if faced with ‘apprentice’ style questions from the assessors.
- Do not let one bad exercise ruin your day. Confidence is crucial on an AC day and a single exercise will not usually determine your success or failure. If you perform badly on one exercise you must pick yourself back up and move forward.
- Take Psychometric exercises seriously. Psychometrics are being increasingly used in advance of AC days to either highlight areas to explore over the course of the day or to provide additional evidence of capability.
- Be positive. Over the course of the day you will have numerous conversations and will experience a range of emotions. It is important that you remain positive and that you express this. Do not fall in to the trap of making any negative comments about the assessors, the AC, other delegates, current employer, ex-boss or your consultant. I have witnessed numerous candidates ‘de-selecting’ themselves through a flippant remark to the wrong person.
I hope this helps and please share your tenth tip in the comments below or via our Blog page on LinkedIn: