Many organisations are relying on assessment centres to identify the potential of current and prospective employees.

As more graduates enter the workforce each year, the competition among them intensifies to secure the best jobs in the market. So how do organisations ensure that they not only hire the best, but the most suitable candidate for the job? Enter the assessment centre: a battery of tests that enables companies to filter a pool of candidates and select those who have not only the required qualifications for specific roles, but also the right attitude, aptitude and skill sets.

What Do Assessment Centres Measure? Assessment centres help organisations assess a candidates strengths and identify potential areas for development through examining four basic but key dimensions that determine employee performance: behavioural traits, reasoning ability, knowledge and skills, and work motivation. Behavioural Traits Is it better to do a job you like or a job you fit? While many people would opt for the former, it is actually easier to excel in a job you fit. Therefore, assessment centres almost always include some form of psychometric testing. The rationale behind this is to reduce the stress levels of employees by giving them tasks that they are more naturally suited to perform. Reasoning Ability Some jobs require a certain level of mental aptitude to carry out even if a candidate has the necessary academic qualifications. Therefore, it is not uncommon for assessment centres to test candidates numerical reasoning, logical thinking and spatial reasoning to identify high-potential individuals who are able to grasp complex concepts and learn on the job quickly. Skills and Knowledge Information such as a candidates academic qualifications and work experience can easily be obtained from rsums. However, soft skills are also high in demand. Here, assessment centres provide avenues for candidates to demonstrate their skills in key areas such as effective communication and task execution.

Work Motivation Contrary to popular belief, not everyone works just for money. Some people are motivated by challenging tasks, whereas others are willing to take a pay cut for greater flexibility. Assessments that identify work motivation are generally used to determine the best ways to reward employee performance and how the jobs themselves can be made more fulfilling to employees.

How Employers Assess Candidates There are various formats and methods to assess candidates. The table below lists the more common examples of tests.
TESTS Psychometric Tests DESCRIPTION WHAT THEY TEST Aptitude and ability tests: Personality tests:

Multiple choice Taken on paper or via computer Includes aptitude, ability and psychology tests used to gauge competencies (eg language, reasoning, intelligence, skills) and ability to fit in with the organisation.

Analytical ability Numerical reasoning Language Logical thinking Intelligence Social context

Behavioural traits Communication style Personal values Work style Interests.

Written Tests

Essay or subjective questions Examines your ability to articulate your thoughts and opinions in written form.

Communication Creativity Critical thinking Language

Time management Work skills.

In-tray Exercise

Involves a tray full of documents or a list of tasks to organise by priority You are expected to elaborate on why you chose to prioritise one task over another as well as predict problems and recommend solutions.

Delegation Organisation

Time management Prioritisation.

Role-play

You will be given a scenario to act out with other participants or with an assessor.

Ability to carry out work tasks Adaptability

Communication Interpersonal skills.

Presentation

You will present on a given topic in front of a panel, individually or in a group The presentation can vary from a two-minute self-introduction to a 15-minute campaign strategy

Communication Confidence Language

Professionalism Public speaking.

presentation inclusive of PowerPoint slides.

Candidates may be given the topic on the spot or in advance, depending on the preparation required.

Case Study Analysis

You will read a short passage or view a short film describing a real or fictional business situation, and then be asked a few questions about what youve just seen You will be expected to identify the lessons and opportunities, and give informed predictions and solutions together with reasonable and logical justifications.

Analytical skills Comprehension

Critical thinking Problem solving.

Group Discussion

Applicants will be divided into groups and given a topic to discuss briefly. Each group is expected to come up with a conclusion or a solution Assessors will observe (and sometimes facilitate or participate with) the teams and rate each candidate in a number of skill areas.

Analytical skills Body language Communication Conflict resolution Etiquette

Initiative Interpersonal skills Leadership Problem solving Teamwork.

Interviews

Similar to a regular interview but tend to be more technical and incisive May be one-to-one or group interview.

Communication Problem solving

Technical and industry knowledge

Personality

Some Advice If you are selected to participate in an assessment centre by a potential employer, consider it an excellent opportunity to showcase your abilities. Organisations employing assessment centres are more than likely to invest significantly in the personal and professional development of their employees. Do your homework prior to attending a group assessment. You can practise by trying out free tests online to familiarise yourself with the various assessment methods before you attempt the real thing. On the actual testing day, dont panic if you feel youre doing badly in any of the tests. Some of them are purposely designed so that you cannot complete all the questions on time. Others are designed to put you in a tight spot to gauge your reaction. Just remember to stay calm, get fully involved in all of the activities and learn from the experience.