the assessment survival guide - brunel university · pdf file 1 the assessment survival guide...

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The Assessment

Survival Guide

Steps to Success Tips on preparing, practising and performing effectively at Graduate and Industrial Placement Assessment Centres


page

Introduction:………………………...................................................................4

Preparation

THE JOURNEY BEGINS: Choosing a career path and selecting which organisation to apply to……………………………...…………5 PRACTICE MAKES PERFECT: Preparing yourself practically and psychologically for any assessment………………………………………..7 COMPETENCY INCOMPETENCY: Understanding what employers are looking for…………………………………………………………8

The Recruitment Process APPLY WITH CAUTION: Producing a good quality application form....…..10 VARIETY IS THE SPICE OF LIFE: Unravelling the mystery of Assessment Centres………………………..……12 UNDERSTANDING PSYCHOBABBLE: Preparing and performing effectively in psychometric tests…………………14 IT’S WHAT’S INSIDE THAT COUNTS: Understanding the personality questionnaire…………….…….……….….…16 SNOWED UNDER: Coping with the in-tray exercise…………………...……17 PUTTING ON AN ACT: Remaining focused in the role play………………..18 ALL FOR ONE AND ONE FOR ALL: Making yourself stand out in the group exercise…….…….………………….19 PLAIN SPEAKING OR MIXED MESSAGES: Delivering the perfect presentation……………………………………………..21 UNDER THE SPOTLIGHT: Excelling in the interview hot seat…….…….…23

Conclusion LEARNING CURVE: Learning from experience and improving performance……………………...27 HINDSIGHT IS A WONDERFUL THING: The things no-one ever warns you about………………………….…….….…29 TIME TO SPREAD YOUR WINGS: Do you have the drive?................................................................................32


Assessment centres and interviews can be a daunting process. Even the whisper of those words sends a shiver down your spine. You imagine the nightmare scenario, a darkened room, the board of glaring assessors, the unanswerable questions, and you begin to panic. STOP!

Assessments don’t have to be like that. In fact, if you know how to handle them, you can actually almost enjoy them! Assessments give you the opportunity to show an organisation what you are made of, why you are the ideal person for their job, and why their organisation would not be able to function without you. It is also an opportunity for you to assess them, to find out if it is the right organisation for you. Competition for work placements and Graduate jobs is now fiercer than ever. Each organisation may receive hundreds, if not thousands, of applications for one vacancy. Having a degree is no longer an assurance that you will receive an interview. In fact, it is no longer even an assurance that your application will be read! Drastic action needs to be taken to ensure that you remain head and shoulders above the rest. This guide provides useful hints and tips to help you to know what to expect from any assessment, how to avoid those potential pitfalls and how to prepare and perform effectively.


The Journey Begins

Choosing a career path and selecting which organisations to apply to

The assessment begins with deciding which career path you want to pursue. Before attempting an application form or CV, carry out a self-review. This involves analysing your life and experience in terms of the skills you have acquired. Look at the following areas: It is one thing telling a potential employer that you were the chairperson of the Student Union, but more useful if you describe the skills and responsibilities you learnt, and how these would aid you in their organisation. Don’t underestimate the importance of work experience. Remember that work experience is invaluable, even if it seems to bear no relevance to your chosen career. For example, that job at Tesco may have given you an understanding of customer service, handling money, resolving complaints, working under pressure and using your own initiative. This analysis may seem strange, but will help you to see how much you have already achieved, identify the areas you enjoy working in and any areas to develop further before applying for jobs.

• Academic achievements

• Positions of responsibility

• Projects

• Work experience

• Voluntary work

• Extra-curricular activities (clubs/societies)

Choose your

path

carefully


What is important to me? You then need to decide which career you want to pursue. Take your time with this decision and make sure that you make the right decision for the right reasons. Your ideal career will be the one which matches your skills, interests, ambitions and motivation. The highly paid, fashionable careers may seem glamorous, but are they really the right career for you? Ask yourself which skills you enjoy using, whether you want to work with people, if you are willing to tra vel, and how important a high salary is.

So much choice... so little time Once you know the career path you wish to follow, the next step is to decide which organisation you want to work for. For assessors it is easy to pick out those candidates who have thoroughly researched their organisation and who genuinely want to work there, from the ones who send hundreds of speculative applications without realising what they are applying for. Take the time to research and send a few quality applications for the positions you really want.

5

Areas to research

• The recruitment process

• Minimum requirements

• Type of scheme

• Benefits/Rewards

• Training/Development

• Variety of experience offered

• Sponsorship for professional qualifications

• Culture of the organisation

Sources of information

• Careers service employer information files

• Careers guides, e.g. Prospects

• Company websites

• Online job boards, e.g. Milkround

• Search engines, e.g. Google

• Newspapers and Magazines

• Careers fairs

• Speaking to existing employees

Take time to

research


Practice makes perfect

Preparing yourself practically and

psychologically for any assessment

Preparation is a key part of the assessment process, as it will help you feel more confident about yourself, control your nerves, and deliver a better impression to the assessors.

There are three main areas to cover in your preparation: The challenge is to give the assessor the impression that you have done thorough research and are the ideal person for their organisation, without repeating pre-prepared responses parrot-fashion. Make sure that you know enough about the organisation, the role and yourself to think on the spot.

PSYCHOLOGICAL

• Have I prepared throroughly?

• Have I done my research on the job, the organisation and the job industry?

• Have I practiced answering questions with friends?

MENTAL

• Why do I want this job?

• Why do I want to work for this organisation?

• What experience and skills do I have?

• What do I know about the business environment?

• What questions should I ask?

PRACTICAL

• What is the assessment format?

• Do I need to prepare?

• Where is the assessment?

• How do I get there?

• What should I take? • What is the dress code?

Improvise

and

innovate


Competency Incompetency Understanding what employers are

looking for Most Graduate employers will assess candidates around certain desired behaviours, or competencies. These allow each candidate to be assessed against an objective set of criteria. Competencies are defined as: “Sets of observable behaviours made up of personality traits, abilities, interests and motiva tion.” Organisations usually have details of their competencies on their websites. Although competencies may vary in name across different organisations, fundamentally they may include areas like:

• Problem Analysis

• Influencing

• Communication

• Teamwork

• Creativity

• Leadership

• Planning & Organising

• Motivation

• Initiative

• Flexibility

• Business Awareness


Before you attend any assessment, identify the competencies and try to predict some general questions which may be asked for each competency. This will enable you to think about an experience you have had which is an example of this competency. It is useful to break down your response into smaller areas. For example.....

7

Another useful way of structuring your answers to competency questions is the STAR Method.

• Building a relationship with others

• Listening to different points of view

• Encouraging the contribution of others

• Working towards a common goal Tell me

about a time

when…?

Situation: give an example of a situation you were involved in that resulted in a positive outcome. Task: describe the tasks involved in that situation. Action: talk about the various actions involved in the situation’s task. Results: what results directly followed because of your actions.


Apply with caution

Producing a good quality application form It is increasingly popular to apply for vacancies online. It can be quicker, easier and more manageable both for you and the assessors. However, it can also be a frustrating and confusing process. Make sure you follow the tips below to produce an effective application. Getting Started

Check the format of the form: Some online forms allow you to scroll through the form, complete certain sections and then return to them at a later date to edit them before submitting. If this is not the case, you need to ensure that you are satisfied with your responses on each page before you proceed to the next.

Understand the work involved: Make sure you allow yourself enough time to complete the application. This will prevent you from beginning a form and then realising 5 minutes before the deadline that you have to write a 500 word essay on that organisation!

Draft responses before completion: Print out a copy of the form and prepare draft responses in Microsoft Word, then you can spell check and paste each response into the application form.

Save a log of answers for future reference: Make sure that each response answers the question and is specific to the organisation. Assessors at PSA Peugeot Citroën won’t be impressed if your responses describe how you really want to work at Ford! Completing the form

Be personal not generic: Avoid using “we” in your responses: the assessors want to know about your own individual experiences, and may not be able to give you credit for the situation you have described if you have not made your personal contribution clear.

Check your

work

carefully


Answer all the questions! Make sure you answer the questions in detail rather than giving one word responses. If the question asks “Is there anything you would do differently?” don’t say “no!” This may be a chance for you to pick up extra marks by suggesting limitations and improvements.

Stick to the word count: Assessors may have thousands of forms to mark and may stop reading your response when it reaches the stated word count.

Print a copy of the completed form: Keep a record of your responses to help you at interview. Here are a few frequent application worries..... How many applications should I complete? It can be tempting to cut and paste answers into hundreds of application forms. However, the assessors will be able to filter out those candidates who are motivated for their organisation, from those who are just serial applicants trying their luck with anyone. Spend time completing a smaller number of high quality application forms, for the organisations you would really like to work for. When should I apply? Obviously, you need to apply before the deadline, but does it really make a difference if you apply the night before rather than the first day the advert appears? If it is a rolling recruitment it is advisable to apply earlier, as the organisation may begin to mark applications and carry out interviews before the deadline. You may find that by the time you apply, the majority of positions have already been filled. Should I chase my application? If you are worried about whether your application has been received, call the organisation. If they tell you that they will contact you when they have made a decision, don’t keep ringing every day! Don’t forget that they probably have hundreds, if not thousands of other forms to mark in addition to yours!

It’s quality

not quantity

that counts


Variety is the spice of life

Unravelling the mystery of Assessment

Centres Many employers now use Assessment Centres towards the end of the recruitment process. But what exactly are they? Assessment Centres usually take place over one or two days at the company’s premises, and will usually consist of between 6-12 candidates who are involved in a variety of exercises. Is an interview not enough? Assessment Centres are the most reliable way of predicting potential, as they give a number of assessors a chance to see you over a longer period of time and in different situations, than is possible with a single interview. It is more representative of the actual environment in which you may be working and the situations you will encounter. How do I benefit? Assessment Centres give you the opportunity to prove that you are how you described yourself in your application form. They also allow you to demonstrate your strengths in a variety of exercises, which means that if you think you have performed badly in one exercise, you may have the opportunity to compensate for it later on. In addition, as they are usually held on Company premises, you will get a feel for the atmosphere and work culture of the organisation.

It’s not a competition!

You will usually be assessed against a specific set of competencies, rather than against the other candidates, so rather than wasting your energy trying to compete against them, make sure you demonstrate the qualities the assessors are looking for.

I’m never

going to

beat the

others!

The

interview is

only one

piece of the

Assessment

Centre

jigsaw


If there is an overnight stay, or social event included in the Assessment Centre, make the most of this opportunity to meet other candidates, employees and assessors, and to find out more about their own experiences in the organisation.

Which exercises will I face?

Your Assessment Centre may have a combination of any of the following exercises: Guidance on how to prepare and perform effectively in all these exercises can be found in the next section of this guide.

What happens now? You will usually hear the outcome of the Assessment Centre within a few days. In some cases, you may be asked to return for a final interview. This usually happens if there are two applicants who are both suitable for the position, or if someone else needs to meet you before the position is offered.

• Psychometric Testing • Interview • Presentation • Group Exercise • Role Play • In-tray Exercise • Personality Questionnaire • Social Event


Understanding “Psychobabble”

Preparing and performing effectively in

psychometric tests

For many of us, a long time has passed since we sat Maths and English exams, and to be honest, we have blanked those experiences from our mind, thinking that we would never need to recite Shakespeare or use Pythagoras’ theorem ever again! Now is the time to dust off those textbooks!

What are psychometric tests?

Psychometric aptitude tests are timed tests which are usually taken under exam conditions. The most common types are verbal and numerical tests, although diagrammatic tests (identifying patterns in a sequence) are often used for IT positions. Aptitude tests are often used as an initial screening tool after the application form, to enable organisations to filter out candidates who do not meet the level they are looking for.

“Aptitude tests measure the ability to acquire further knowledge or skills”

What does it involve?

Tests are usually multiple-choice in format, and before the testing session begins, you will have the opportunity to work through some example questions to make sure you understand how to approach the questions. Make the most of these examples, and don’t be afraid of asking for clarification if you are stuck.

Timed tests

under exam

conditions


It is rare that any organisation will tell you how they mark the tests, and if there is negative marking for incorrect responses. However, the best advice is to work as quickly and accurately as you can.

How can I practise?

• Ask the organisation for a practice leaflet • Visit a testing website e.g. www.shldirect.com or

www.aptitudetestsonline.co.uk • Buy testing guides from any good quality book store • Work through the examples in a Maths GCSE Revision

Guide • Get used to interpreting numerical data and graphs by

looking at timetables and financial pages in newspapers • Develop your verbal reasoning skills by reading good quality

newspapers and doing crosswords


It’s what’s inside that counts

Understanding the personality

questionnaire

Psychological profiling may sound like something only the CIA would do, but a growing number of organisations are using it as an extra assessment tool. Don’t worry, they are not trying to catch you out! Employers use personality profiles to assess your preferred working style, to identify how you would fit in with the culture of their organisation and whether you would work well in the role.

What does it involve?

The personality questionnaires can be administered in-house, or online, and although there are various types, they usually involve you studying various groups of statements, and saying which ones are most and least like you. Such statements may include:

“I like working with people” “I thrive under pre ssure”

No prior knowledge or preparation is required.

It is not a test, therefore it is not usually timed and there is not one “right” answer.

The tip is to answer the questions as quickly as possible. Don’t start thinking about each question in detail, or trying to second-guess what the employer is looking for, as this tends to skew the results of your profile. If you don’t answer accurately, you may find yourself in a role which you do not enjoy.

Can I explain my responses?

Some organisations use the personality questionnaire as the basis for a feedback interview, where you have the opportunity to discuss your responses in more detail. However, some do not, so make sure that you answer accurately . It is unlikely that a selection decision would be made based solely on the outcome of a personality questionnaire, as it is usually used as a supporting tool for other exercises.

How well do

you know

yourself?


Snowed under

Coping with the in-tray exercise

The sound of these words probably makes you think of a cramped office with an overflowing, never-ending in-tray and a phone which is constantly ringing. You’ve hit the nail on the head! Learning to manage the work effectively is the key to success. In this type of business simulation exercise, you are given a range of memos, messages, reports and correspondence, together with information on the organisation. You will be asked to make decisions on each item, including drafting replies, delegating and recommending action to supervisors. This exercise assesses your problem analysis and judgement skills, together with your communication and resilience. It is a good way to see who can get a grip of the main issues under time pressure. Make sure you manage your time effectively – read through all the documents quickly at first, then prioritise the most important information.


Putting on an act

Remaining focused in the role play

It’s not what you think! Role plays are another business simulation exercise, where you are given a particular brief and assigned a role to maintain throughout the exercise. This is usually a 1-on-1 exercise, where the assessor also assumes a role. In some organisations, actors are used while the assessor observes. For example, if you are applying for HR, you may be asked to simulate a review meeting with a poor performer and to decide whether you should take disciplinary action. Assessors are watching the way you analyse the situation in order to get to the bottom of the issue. They also assess the way you express your ideas, whether you develop a relationship with the other person, and the extent to which you are able to influence them.

One word of warning! Don’t get so carried away with acting your role that you forget to remain focused on the brief you have been set. It is still YOU who is being assessed.


All for one and one for all!

Making yourself stand out in the group

exercise As most jobs involve working with others, the majority of Assessment Centres include an element of group work.

You may have heard those stories about the classic shipwreck group exercise where you decide which unlucky person you are going to throw overboard.

Don’t worry, many organisations now use group exercises which are more relevant to the organisation.

The good thing is, you don’t have to be the person who shouts the loudest to perform well in a group exercise. In fact, it is often the candidates who t ake time to reflect on the problem and involve others who come out on top.

What are assessors looking for? Whether you are asked to complete a practical task (building a bridge out of straws and elastic bands), or are taking part in a leaderless group discussion, the assessors are looking for your ability to analyse a problem, develop creative solutions, and work well with other people. Your own contribution to the team process will normally be more important than the outcome of the exercise.

Even if the chatterbox does not listen, the assesso rs will give you credit for trying to resolve the situ ation. Remain calm and positive.

Participate,

Communicate,

Negotiate

How do I deal with the “know-it-all”?

The worst thing to do is to try to shout over a dominant team member. Listen to what they have to say, and then suggest that other team members may have other ideas to contribute to the discussion. If that person is delaying the progress of the discussion, reiterate the agreed objectives of the group and the time remaining, in order to regain the direction.


How should I behave? Here are some tips on how to be effective in a group exercise: DO

• Try to develop a relationship with the group - use their names and encourage quieter team members

• Remain calm when challenged • Be confident to speak out tactfully and assertively if

you disagree • Provide clear and logical arguments • Keep an eye on the time to ensure the task is

completed • Remember that the quality of what you say is more

important than how often you speak! • Try to give structure to the group discussion by

setting objectives and sticking to the brief DON’T

• Keep reiterating the same point if the group is not listening - if you feel it is important, wait for a quiet moment then raise the point again

• Be impatient or angry with other team members • Talk over others • Blend into the background - the assessors cannot

give you credit if you don’t speak! Whatever happens, don’t be put off or intimidated by a difficult team. Try to get to know people before the exercise begins, and then you can adapt your behaviour to suit the group. Don’t try to be someone that you are not. Don’t be the leader if you’re not comfortable in that situation. Be yourself.


Plain speaking or mixed

messages?

Delivering the perfect presentation

Presentations are the ideal way for organisations to assess your confidence, problem analysis and communication skills. They range from pre-prepared presentations where you are asked to research and prepare a talk around a particular topic, to case study presentations where you are presented with information to analyse on the day.

Presentation Tips Content

• Have a clear introduction and conclusion • Offer a logical, balanced argument • Offer creative solutions to problems • Check it matches the brief

Language

• Clear and concise • Suited to the audience (slang / jargon) • Speak at a suitable volume • Vary your pitch and intonation • Pause to reflect

Preparation

• Take time to understand the objective • Research information thoroughly • Don’t ignore detailed analysis • Identify key issues for discussion

All eyes are

on you


Visual Aids

• Keep it simple! Use 4/5 bullet points per slide • Practice using the equipment • Prepare prompt cards • Use current imagery (check logos, products, etc.)

Body Language

• Make eye contact • Talk to your audience not your notes • Use the space around you • Hold notes to stop you fidgeting • SMILE!

Make sure you follow the golden rule: The secret is to make your presentation stand out. Make sure it is for the right reasons.

Be creative. Be calm. Be confident.

Tell them what you’re going to say

Say it! Tell them what

you’ve said


Under the spotlight

Excelling in the interview hot-seat

The interview is the classic assessment tool and unless you are really lucky it is probable that you won’t get that job without going through an interview.

Types of Interview

There are various types of interviews which you may encounter. Here are some tips on how to perform in each scenario.

Chronological Interviews

These take you through your life to date, and are often based around your CV or application form. They may ask you questions about why you chose your degree subject and the extracurricular activities you pursued.

Case Study Interviews

You will be set a brief or a problem to solve, and will usually be given a large amount of information to read through and absorb. A good tip is that you are not expected to remember everything and not all the information will be relevant, so concentrate on skimming through the information pack to ensure you have an overall grasp of it, rather than spending hours over one page.

Although there is not usually “one” right answer, the organisation will be assessing how you analyse the problem, sift through the information, identify key issues and develop creative solutions to the problem you have been set.

Competency-based Interviews

The most common type of interview, the competency-based interview puts the onus on you to provide examples of desirable characteristics, such as teamwork or communication, by referring to previous situations or activities. They will probably reflect the responses you gave on your application form.

Review your

CV and

application

form before

the

interview


Telephone Interviews

Many organisations use the telephone interview as an initial screening method, and will usually inform you in advance when they are going to call. It’s quite easy not to take a telephone interview seriously. You may think that the assessor won’t know if you are sat in your pyjamas watching Big Brother repeats while you read your notes in response to their questions. But in fact you couldn’t be more wrong! You need to remain as professional and focused as you would in a face-to-face interview. How can I prepare?

It is important to understand what the employer is looking for. This could be...

• Evidence of research for their industry, their organisation and the role you have applied for

• Enthusiasm and motivation for their organisation • Genuine, logical, clearly communicated responses

22

• Make sure the message on your answer phone is suitable • Take your time to think of appropriate answers, rather than

reading pre-prepared notes • Stick to the point • Keep your application by the side of the phone to refer back to • Be aware of how you sound – practice with a friend

Do your

research


It is important to try to predict the type of questions you will be asked. The interview may consist of: General Questions

“Why are you applying for this job?”

These are often used as icebreakers at the beginning of an interview, and also to ascertain how motivated you are for the role you have applied for. Competency Questions

“Tell me about a time when you have worked as part of a team”

The assessor will be looking for a specific example which demonstrates how you personally fit the competency. When preparing for competency-based interviews, follow these stages... • Identify the competencies the organisation is looking for • Think of possible questions for each competency • Think of a specific example from your own experience • Break down the example into the main points you want to

make

Dealing with NIGHTMARE questions

You’ve probably heard the nightmare questions, like, “Is a Jaffa Cake a cake or a biscuit?” It’s only natural that there may be questions which completely flummox you. Here are a few tips on how to deal with them. The Completely Irrelevant Questions

“If you were a biscuit, what would you be?”

The assessors are not really interested in the response, but want to see how you behave under pressure and whether you are able to develop a logical argument.

Find the

dream

response in

those

nightmare

questions


The ‘Shoot Yourself in the Foot’ Questions

“What’s your biggest weakness?”

The trick is to remain calm and turn the question around into a positive. It shows that you recognise that while you may not be perfect and have a weakness, you have adapted your working style in order to benefit from it.

Falling at the last hurdle

You know the scenario: you spend hours on the train thinking of brilliant questions to ask the assessors, and then at the end of the interview you have either forgotten them all, or they have already been answered! Take time to think of interesting questions to ensure that you end the interview on a high note and leave the assessors with a good impression.

Prepare your question, weave in your own unique selling points, and use it to confirm your enthusia sm for the role.

A few words of advice...

• Don’t be afraid to ask for clarification or take a moment to think

• Listen carefully to the assessors • Provide evidence to back up your responses • Use examples from several different experiences

Stick to the following suggestions and you can’t go wrong!

1 What are the most and least enjoyable aspects of the role?

2 What training opportunities do you offer?

3 Where could my future lead in this organisation?

4 How does my role relate to the overall structure of the organisation?

5 How would you describe the work culture here?

6 How would you measure and review my performance?

7 How do you think the recent issue of *** will affect your organisation?

8 What is the attrition rate in terms of your Graduate programme?

Be honest.

Be positive.

Be yourself.


Learning curve

Learning from experience and improving

performance

Unless you are extremely lucky, the truth is you may not be successful first time round. Or even the second time. Or the third. It can be difficult at first, but treat each application as a learning experience. Each one is a step closer to your ideal job. Here are some ideas of how to get over those hurdles.

Not getting interviews

If you are not getting past the application stage, re-examine your application form. Have you:

• Answered the questions specifically? • Given detailed examples? • Demonstrated motivation for the organisation? • Demonstrated an understanding of the role? • Met the minimum requirements?

Ask a friend to read through your form to see if it is an accurate and fair reflection of how you are.

Getting 1st interviews but not 2nd

interviews

You can assume that on paper, the organisation considers you demonstrate a range of competencies they are looking for, but that your performance at interview did not meet their expectations.

• Did you back up and substantiate everything you discussed on your application form?

• Did you present a professional, confident image at interview?

Don’t

undersell

yourself. Be

positive

about what

you have to

offer.


Getting to Assessment Centres but not

getting offers

You will probably have a general idea where you went wrong, but it is useful to ask for detailed feedback from the organisation. You may find that it is one particular exercise which lets you down, and which you may be able to work on for next time.

The importance of feedback

Sometimes the last thing you want to do when you have not been successful is to speak to the assessors again.

They recognise the amount of time that you put into your assessment, and want to help you to improve your performance.

Feedback is an invaluable part of the assessment process and may highlight small changes which could have an amazing affect on your future performance. They may say things that you don’t want to hear, but they are saying them for a reason.

Be proud of their compliments, and learn from their suggestions. Only you can turn a negative experience into a posi tive one for next time.

Replay the interview in your mind, and make a note of any questions you struggled with.

Arrange a mock interview with your local careers se rvice, to identify where you are going wrong and obtain their advice.

Why do I need to be reminded

of where I went wrong?

I just want to forget it!

Take it back

a gear and

learn from

your

experience


Hindsight is a wonderful thing Insider tips on the things no-one ever

warns you about!

How many times have you done something wrong, and then wished you could have looked ahead and prevented it? Here are some of the secrets that no-one ever tells you! Desirable but not essential

It can be confusing when job adverts say that it is “desirable but not essential” to have a particular skill or level of experience. If you have it... fantastic. If not, don’t ignore it. Try to sell yourself by describing similar skills. For example, if it asks for GCSE French, but you only have German, tell the assessor that you have demonstrated the ability to learn a foreign language quickly and would welcome the opportunity to develop this skill further. Salary secrets

It’s frustrating when an organisation describes its salary as “competitive”, but doesn’t state the exact figure! Contact the organisation before applying, to check the salary range, but don’t raise it at your first interview, as it could seem that salary is the only thing you are bothered about. If you are asked what salary you would accept, put together a reasonable figure based on other salaries you have seen, but emphasise that other areas of the role, i.e. training and progression are also important. Special circumstances

Let the organisation know before the Assessment Centre if you have any special requirements, e.g. if you have dyslexia or English is not your first language, and then they can make any necessary adjustments to their selection process.

Should I say

I’m fluent in

French in

order to get

the job?


Passwords

Make sure that both your password and email address are sensible, as if something goes wrong, you may have to give them to the organisation to access your account, and you will feel a bit embarrassed if the password you have chosen is something you wouldn’t happily whisper to your grandma! The watchful eye

You are always being assessed: it is too easy to relax and “let your hair down” between exercises. Even though you may not officially be assessed, any negative or excessive behaviour may be noted and may undermine your overall performance. Keep a diary

It is useful to keep a log of all the assessments you have attended, and any useful notes from the day. Jot down any tricky questions, then you can prepare responses to them for the next time. Inappropriate questions

There is no reason for an assessor to ask you a personal question, like “Are you married?”, or “Which political party do you support?” You are completely within your rights to say that you do not feel comfortable answering such questions and do not see their relevance to the position you have applied for.

Employers

may not

appreciate

having to

email

someone

called “fluffy

bunny”

CREATIVE

TECHNOLOGIE


Last chance

If an exercise goes horribly wrong, the assessors may ask you how you thought it went. This is your opportunity to turn the situation around. Don’t grit your teeth and say that everything went well. Admit where you and the group went wrong, and how you would improve the situation next time. Accepting offers

Accepting an offer is not a decision to be taken lightly - your first career step is an important one, so take the time to consider the decision and make sure the organisation is the right one for you. You do not need to accept the first offer out of panic.

Mmmm… we worked really well

together… no problems at all…


Time to spread your wings

This guide is only the beginning.

You’ve seen all the pitfalls, read all the tips and unearthed all the

secrets.

Now it is time to put it all into practice.

See each assessment as an experience, as an opportunity to develop new skills, gain a wealth of knowledge and improve your

performance.

Have confidence in your own abilities and others will have confidence in you.

Be honest. Be positive. Be yourself.

Good Luck!

Do you have the drive?

www.psacareers.co.uk PSA Peugeot Citroën Pinley House, 2 Sunbeam Way, Coventry, CV3 1ND Tel: 02476 884000 Email: [email protected]

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