Assessment centres

Assessment centres were traditionally a feature of volume recruitment campaigns but employers are increasingly incorporating them into their selection process for key roles.

But how should your assessment centre be structured - are psychometric tests appropriate for a senior hire? What about an in-tray exercise? It can be confusing.

Fortunately, Michael Page can help you compile a timetable of activities that will quickly establish an applicant’s suitability for the role you’re recruiting.

Role play

Candidates are typically given a role-related scenario, e.g. a negotiation exercise for sales professionals.
Tests a candidate’s ability to do the role for which they have applied

Group exercise

Candidates work in a group towards a stated end goal
Assessors will look for individuals to lead their group

Competency based interview

Candidates talk about specific events in their career to date
Individuals are typically assessed against a list of pre-agreed competencies

Traditional interview

Candidates are interviewed against their curriculum vitae.
Questions typically focus on past success, future challenges, salary etc

Verbal and numerical testing

Tests a candidate’s ability to process verbal and numerical information
Michael Page has qualified assessors to administer and interpret these tests

Psychometric testing

Assesses a candidate’s fit with corporate culture
Results are compared to an agreed targeted profile.

Presentation exercise

A typical presentation would be a business plan for the first six months in the new role
Depending on the role, the content or the delivery may be the focus.

In-tray exercise

Assesses a candidate’s administrative and time management skills.
Candidates work against the clock to process and prioritise information.

Get in touch

If you are an employer and would like to talk to us about your current recruitment needs, fill in the form below and one of our consultants will call you back.