skills session webinar 28th october 2011
DESCRIPTION
lloyds banking group assessment centre presentationTRANSCRIPT
Assessment Centre Success Michael Nathan, Emerging Talent Resourcing Consultant, Lloyds Banking Group
AGENDA
§ Introduction § Overview of Graduate Recruitment Processes § Understanding Recruitment Criteria & Competencies § Assessment Centres – Overview & Preparation § Group Exercises § Presentations § Interviews § General Hints and Tips
GRADUATE RECRUITMENT PROCESSES
Managing
Large numbers of applicants
Selecting the best candidates
TYPICAL GRADUATE RECRUITMENT STAGES- LARGEST RECRUITERS
Online Application/Submit Letter and CV Online tests (Numerical/Verbal/Psychometric) Phone Interview Assessment Centre The numbers significantly decrease as the process continues; e.g. 10000 applicants for the major Graduate Recruiters
50% potentially eliminated at Initial application stage 25% get through to Phone interview 5% get to assessment centre
Getting to an assessment centre is an achievement in itself….
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RECRUITMENT CRIERIA AND COMPETENCIES
§ Recruitment Criteria are used at all stages of the Recruitment Process - is a list of requirements of the suitable person for the role that is being recruited for.
§ Factual criteria will be assessed in early application stages e.g. academic achievement, right degree subject (if applicable) etc.
§ Behavioural criteria tends to be the key differentiator that
employers will use to differentiate applicants – especially where there are large numbers of applicants with similar levels of the ‘factual criteria’
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EXAMPLES OF COMPETENCIES
§ Problem Solving
§ Analytical Skills/Logical Thinking
§ Team Working Skills
§ Communication – Oral and Written
§ Negotiation/Influencing Skills
§ Planning and Organisation
§ Drive and Ambition
§ Motivation/Interest
§ Commercial Awareness
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WHAT DO LLOYDS LOOK FOR?
§ Undergraduate Degree 2:1 or above § 260-320 UCAS points – Application Stage § Judgement* § Drive § Execution § Influence § Commercial Awareness § Motivation and the ability to motivate others. * assessed at application, interview and assessment stage
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WHY USE AN ASSESSMENTCENTRE
§ Provides a more holistic view – proven to be a more effective method of assessment
§ Provides an opportunity to inform candidates about the
company § Advantages for applicants:
§ Gain a better insight into the organisation § Assess the organisation for a fit with your values and
career aspirations
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A TYPICAL ASSESSMENT CENTRE
§ Normally a one day (9-5) event – some organisations will include an overnight stay
§ Assessors will be a mix of Human Resources Managers and Business leaders from across the business
§ Often current/former graduates will attend and hold a
networking session § The Assessment Centre is normally the last stage in the
recruitment process
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ASSESSMENT CENTRES - HINTS AND TIPS
§ Unless told otherwise: Business Dress is the best option:
§ Make sure you have a pen and notepad if not provided § Listen to the introduction, especially if tips are given
about the day. (do not just repeat what you hear during one of the exercises)
§ Prepare some questions for:
§ Current graduates (about the programme) § Senior assessors (about the company/industry)
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BEFORE THE ASSESSMENT CENTRE
§ Research, Research, Research both the Organisation and the Industry
§ Follow joining instructions carefully and make sure you bring all materials that are requested.
§ Plan travel carefully to get there on time § Make sure you have contact information in case of
unexpected travel delays
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TYPES OF EXERCISE
§ Combination of some/all of the following: § Group Exercise(s) § Individual Exercise (s) § Online/Paper based Tests § Interview
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COMMON FEATURES OF A GROUP EXERCISE
§ Brief will contain a significant amount of information – or at least key information
§ The objective for the Group to achieve will be usually quite clear
§ There will be a time limit § Assessor(s) will be physically present, usually silently
observing and making notes
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THINGS TO THINK ABOUT
§ What behaviours will help the group succeed? § What are the pitfalls that a group need to avoid? § How would you describe the behaviour of an individual
group member who made a strong contribution to the team’s success to this exercise?
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A STRONG GROUP EXERCISE.....IN OUR OPINION
Good Performance:
§ Be actively involved in group conversations § Balanced with active listening § Help keep the group on track – when necessary § Take on a share of any physical work . E.g. note taking § Maintain consistent energy and involvement Really good performance – all of the above plus: § Ideally identifies the correct and relevant detail § If required, generates the best idea(s)/solutions (s) § Leads the group in an empowering way
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§ Use flipchart if provided, ideally with clear tidy writing
§ Outline the structure of the presentation at the start
§ Maintain eye contact with the assessor
§ Be prepared for a limited amount of time to prepare
§ Expect to be challenged/questioned by the assessor
§ How you deliver the presentation can be as important as the content of your presentation
PRESENTATION EXERCISE
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§ Can be the best opportunity to demonstrate knowledge of
company and industry § Be prepared for the ‘how do you want your career to
develop?’ question § Do not assume that the assessor would have seen your CV/
application § For competency based questions use the STAR model of
answering: SITUATION/TASK/ ACTIONS/ RESULTS
INTERVIEW
§ Be conscious that this is a day long interview – apply yourself to all parts of the day.
§ Treat everyone from the employer and fellow candidates
with courtesy
§ Take the time to reflect if this employer is the one for you.
§ Ask questions when you get the chance – The more interested you seem the more the employer will be interested in you.
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ASSESSMENT CENTRES - HINTS AND TIPS
www.lloydsbankinggrouptalent.com