Assessment Centre Survival Guide
Group exercises, case studies, competency interviews, presentations and psychometric tests - what to expect from each one and how to perform well on the day.
10 min read
An assessment centre is not a single interview - it is a half-day or full-day event where you complete a range of exercises designed to reveal how you think, communicate, and work with others. Knowing what to expect makes a significant difference.
What is an assessment centre?
Assessment centres are used by graduate employers to evaluate multiple candidates at once using a variety of exercises. Unlike a standard interview, they assess you across several dimensions and give assessors multiple data points about each candidate.
They typically last three to six hours and include between two and five different exercises. Some are individual; some involve working with other candidates.
Group exercises
You will be placed in a small group - usually four to eight candidates - and asked to work together on a task. This might be a business scenario, a resource allocation problem, or a case study discussion.
What assessors are watching for
- –Whether you listen to others or just wait to speak
- –Whether you help the group make progress or derail the discussion
- –How you handle disagreement - do you shut people down or work through it?
- –Whether you contribute ideas and build on others'
- –Whether you are aware of time and help keep the group on track
💡 You are not competing with the other candidates
Many candidates treat group exercises as competitive. They are not. Assessors are looking for people who can collaborate effectively. Helping someone else make a good point reflects well on you, not poorly.
Case studies and written exercises
You will be given a brief - often a business scenario with documents, data, or background context - and asked to produce a recommendation, a written analysis, or a presentation. Time pressure is usually tight.
How to approach a case study
- 1Read the whole brief before writing anything - skim first to understand the structure
- 2Identify what the question is actually asking - do not answer a question that was not asked
- 3Structure your response clearly - problem, options, recommendation, rationale
- 4Use the data provided - assessors want to see you work with what you are given, not invent additional context
- 5Leave time to check your work and read your answer back
Competency-based interviews
Most assessment centres include at least one structured interview. These are competency or behaviour-based questions: "Tell me about a time when..." or "Give me an example of..."
Use the STAR method (Situation, Task, Action, Result) to structure your answers. Read the full guide on how to apply it at /resources/star-method-guide.
Presentations
You may be asked to present your case study findings, a pre-prepared topic, or a brief you receive on the day. Presentations are usually five to ten minutes followed by questions.
Presentation tips
- –Open with your conclusion - state your recommendation first, then explain why
- –Use clear signposting - "There are three reasons. First..., Second..., Finally..."
- –Make eye contact with the panel, not the slides
- –Expect challenging questions - this is part of the exercise, not a sign you got it wrong
- –Practice saying it out loud, not just reading it in your head
Psychometric tests
Numerical reasoning, verbal reasoning, and situational judgement tests often appear online before the day, but some employers include them at the assessment centre itself. Practice on free sites like SHL Direct or JobTestPrep before attending.
On the day
Day-of checklist
- Arrive early - plan for a delay and arrive at least 15 minutes before the start
- Bring copies of your CV and the job description if they were part of your preparation
- Treat every moment as observed - lunch, networking, and waiting time are all part of the assessment
- Be genuine with other candidates - good assessors can spot performative behaviour
- Take notes where you are allowed to - it helps in written exercises and shows engagement
Next step
Strengthen your LinkedIn before your assessment dayGraduate recruiters often check LinkedIn alongside your application. Make sure your profile matches what you say in your interviews.
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