Confident candidates leave less to chance! Excelling in Assessment Centres
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Transcript of Confident candidates leave less to chance! Excelling in Assessment Centres
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Understanding Assessment Centres
maryhopecareersuccess
Confident Candidates Leave Less to Chance!
www.maryhopecoaching.co.uk
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What are your concerns?
• Understanding Assessment Centres
what are they?why and how do employers use them?what can I expect?
• Understanding how to improve your score
www.maryhopecoaching.co.uk
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Endless possibilities…
• Verbal reasoning• Numerical reasoning• Abstract reasoning• Spatial reasoning• In tray exercises• Report writing
exercises• Presentation• Interview
• Group discussion• Scenario
questionnaires• Personality
questionnaire • Role play• Work based exercise• Values questionnaire• Trial by knife and fork
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Plan for an Assessment Centre
Competency Area
Occupational Personality
Questionnaire
Leadership Judgement Indicator
Group Exercise
Case Study Exercise/ Briefing
Abstract Reasoning
Leadership & Management Style
S
P
P
P
Communication Style
S
P P
Thinking Style S
P
P
P
Interpersonal Style
S
P
P
P
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A day in the life
8.45 Introduction
9.00 OPQ Feedback
9.45 Prep for Presentation
10.30 coffee
10.45 Presentation to CX
11.30 Tenant Interview
12.15 Prep for GMT interview
1.00 Lunch
2.15 GMT interview
3.00 Critical thinking
3.45 tea
4.00 Business planning exercise
• Personality questionnaire on line in advance – feedback on the day
• Preparation of unseen presentation
• Interview/info gathering with CE• Interview with tenants• Preparation of material using real
budget papers• Psychometric test – critical thinking• Psychometric test –business skills
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So how important is it?
• Where in the process is this?• Is it screening out or information gathering?• How many people are being tested? Is it
competitive?• How is the information being reported?
Scored? Narrative? Both?• What will the selection panel see? What will
they do with the information?
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Verbal reasoning
• Deductions (judgements based on general principles)
• Inferences (conclusions based on given facts)• Valid assumptions• Strength of argument• Conclusions based on factual interpretations• Recognising bias
Examples………………..
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Numerical reasoning
• Four basic arithmetic operations, percentage, ratio• Number sequences• Interpretation of graphs and tables• Basic statistics – mean, mode, median, average• Business numeracy
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Abstract reasoning
• Logical analysis• Visual thinking• Problem solving• Ability to see an object in your mind
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Scenario exercises
• Management or Leadership judgement or style• Commercial thinking• Sales drive• Problem solving
Real/imagined/multichoice or narrative answers
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In tray/basket
• A pretend bundle of papers, in a pretend situation, that you have to treat as if it were for real
• Containing: memos/emails/reports/press releases/phone messages/diary etc -contents will be about a variety of issues
• Testing- Planning and organising, management control, delegation, judgement, problem analysis, decisiveness, strategic perspective, written communication, interpersonal sensitivity.
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Report writing
• A bundle of papers relating to one issue (real or pretend) on which a decision needs to be made: reports, budgets, memos, statistics
• Candidates need to write a report setting out what they recommend (a strategy)– with action plan, costs, etc May also need to present orally and be questioned by the assessor.
• Testing: planning and organising, organisational sensitivity, judgement, problem analysis, decisiveness, commercial awareness, strategic perspective, interpersonal sensitivity, customer service orientation
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Group Discussion
• Roles may be assigned or not assigned• Candidates may be expected to collaborate or
compete• Competencies being tested are interpersonal-
listening, persuasiveness, sensitivity, flexibility, team work, leadership….
• Intellectual- mastering the information, problem analysing and deciding, creativity
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Personality Questionnaires
• Two main types: • Competency ie what you do in the work place• Trait ie what you are really like as a person
• Questions can be • Preferences• Most like me/least like me• Values/prioritisation of adjectives about me
• No right answers but comparison against a ‘norm group’
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Personality
‘The Big Five’
• Extroversion, assertiveness or impulse expression - Relating
• Agreeableness, warmth, docility -Action• Conscientiousness or will to achieve-
Thinking• Emotionality or neuroticism - Feeling• Intellect or openness to experience -
Conformity
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Performing well…..
• No good or bad – ‘useful in a circumstance’• Not absolutes – percentile of a norm group• Both ends of the continuum are problematic• ‘Faking’ detectors built in• Would you want to manipulate the result?
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Anxiety
• Performance = potential – interference
Gallwey – Inner Game of Work
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Reducing Anxiety
• Practice• Familiarise• Visualise• Change the ‘tape’• Rationalise• Relax
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Next steps
• Practice the skills• Practice the skills……………• Sign up for a real test through us• Sign up for a real assessment centre with us• Sign up for individual coaching to ‘support
your path to excellence’ by reducing your anxiety
www.maryhopecoaching.co.uk