Organisations select employees in a number of different ways. They will all be looking for someone who has the skills (competencies), abilities and personal qualities to do the job well but the method of selection used will vary from perhaps a single interview to an extended form of assessment generally known as an Assessment Centre.

Assessment Centres may last one or two days, sometimes longer. They are considered a fairer and more accurate way of choosing candidates because they offer an opportunity for a larger number of selectors to assess a greater range of job-related competencies over a longer period of time. Some assessors are willing to provide feedback on your performance, so if you are unsuccessful, it is useful to request feedback in order that you can improve your performance at future assessment centres.

Assessment Centres usually comprise:

 

• Social events, eg lunch or dinner with other candidates, recent graduates and more senior management. This is an opportunity to find out more about the organisation in an informal setting, and also to display your interpersonal skills and present a positive image.

 

• Information sessions to update you on the organisation, its activities and job opportunities. Take advantage of the social events and information sessions to make sure you are fully briefed on the organisation and the job roles prior to your interview.

 

• Interviews

 

• Psychometric tests

 

• Simulation exercises

 

• A presentation

 

 

 

 

Useful resources and links

 

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Updated: 12/9/2010 By: John McMenamin