Assessment Centres

Once you are invited to an assessment centre, make sure you understand:

• what activities you will complete
• whether it will be in person, online or hybrid
• how long it will last
• whether you need to prepare anything in advance
• what competencies, strengths or values the employer is assessing
• what technology, documents or equipment you will need
• who to contact if you need reasonable adjustments or have any access requirements

If any of this information is missing, contact the recruiter and ask. Asking for clarification is a normal part of preparing and can help you perform at your best.

What to expect

The format of an assessment centre will vary depending on the employer, sector and role. Larger organisations may run several assessment centres and invite a set number of candidates to each. Smaller organisations may use a shorter assessment process with fewer exercises.

An assessment centre may include a mixture of individual tasks, group activities and opportunities to meet current employees. Some parts may be formally assessed, while others may be designed to help you learn more about the organisation.

A typical assessment centre might look like this:

This is only an example. Your assessment centre may be shorter, longer, virtual, hybrid or structured differently.

How you will be assessed

Assessment centres are often designed around the competencies, strengths, behaviours or values that are important for the role and organisation. Each exercise will usually assess one or more of these areas.

The employer is likely to look at your performance across the whole assessment centre. If one exercise does not go as well as you hoped, try not to dwell on it. You may have other opportunities to demonstrate your strengths.

How to prepare

Preparation can make a significant difference to how confident you feel and how well you perform on the day.

Start by reviewing the information the employer has sent you, including the job description, person specification, assessment centre schedule and any preparation tasks. Identify the skills, strengths, values or competencies the employer is looking for, and think about how your experience connects to these.

You should also:

• review your CV, cover letter, application form and any previous interview answers
• reflect on earlier stages of the recruitment process, including questions you found challenging
• practise any exercises you know will be included, such as presentations, case studies, interviews, group tasks or psychometric tests
• give yourself enough time to complete any preparation work requested by the employer
• research the organisation’s website, social media channels, recent news, strategy, values, competitors and sector trends
• think about the views, ideas or questions you could contribute during interviews, presentations or group discussions
• speak to the recruiter if anything about the format, tasks or timings is unclear
• book a careers appointment if you would like to talk through how to prepare or practise part of the process

You may also find it helpful to practise with a friend, family member or another student. For example, you could rehearse a presentation, talk through a case study, practise answering interview questions, or ask someone to observe how you communicate in a group task.

The practical details matter too. If the assessment centre is in person, plan your journey in advance and aim to arrive early. Choose what you will wear the night before and make sure you have any documents, identification or materials you need.

If the assessment centre is online, test your camera, microphone, internet connection and any software you will be using. Try a practice call if you can, and make sure you have a quiet, suitable space. Keep the recruiter’s contact details nearby in case you experience technical issues.

Finally, try to rest before the assessment centre. You do not need to prepare perfectly for every possible scenario, but you should understand the role, the organisation, the format of the day and the strengths you want to demonstrate.

Psychometric and aptitude tests

These are usually timed tests designed to assess abilities such as verbal reasoning, numerical reasoning, logical thinking or situational judgement. They are normally designed around the role and should not require specialist prior knowledge unless the employer has told you otherwise.

To prepare:

• practise similar tests in timed conditions
• read the instructions carefully
• ask for clarification if anything is unclear
• balance speed with accuracy
• use the practice resources recommended by the employer or the Careers Service

See our page on psychometric testing for further guidance and access to practice materials.

In-tray and e-tray exercises

In-tray and e-tray exercises ask you to work through a set of documents, emails, messages or tasks. You may need to prioritise work, draft responses, delegate tasks, make recommendations or explain your decisions.

Employers are usually assessing how you manage information, work under time pressure, organise priorities and make sound judgements. Some exercises may include a follow-up discussion where you explain your reasoning.

Case studies

Case studies are designed to reflect the type of work you might do in the role. They may form part of an interview, written exercise, group task or presentation.

There may not be one correct answer. Recruiters are often interested in how you analyse information, structure your thinking, justify your recommendations and communicate your conclusions.

See our pages on consulting case studies and legal case studies for more specific advice.

Interviews

Interviews at assessment centres may be competency-based, strengths-based, technical, motivational or a mixture of these. They may be with one interviewer, a panel, or someone from the team or department you have applied to.

You may be asked about your previous interview answers, your application, your test results, or activities you completed earlier in the assessment centre. Try to answer each question clearly and independently, even if you have answered something similar before.

See our interview webpages for further advice.

Presentations

You may be asked to give a short presentation on a topic chosen by you or by the employer. This may be prepared in advance or on the day.

Make sure you follow the instructions carefully, including the topic, timing, format and any guidance about slides or visual aids.

A simple structure can help:

• introduce your topic and main points
• develop your key arguments, evidence or recommendations
• summarise your conclusion

Keep your presentation focused, relevant and appropriate for the audience. Practise aloud if you can, time yourself, and be ready to answer follow-up questions. If you use slides or visual aids, keep them clear and avoid overcrowding them with text.

Group activities

Group exercises are used because most roles involve working with others. You may be asked to discuss a scenario, solve a problem, complete a practical task, negotiate a position or make a recommendation as a group.

Good teamwork is not about dominating the discussion. Recruiters are likely to look for how you listen, contribute, build on others’ ideas, manage time, stay focused on the task and help the group work constructively.

During group exercises:

• read the brief carefully
• help the group clarify the task and priorities
• contribute your ideas clearly
• listen actively to others
• encourage quieter members to contribute
• remain calm and constructive if there is disagreement
• keep an eye on time
• focus on the process as well as the final answer

You may find these phrases helpful:

• “Shall we agree the task and timings before we start?”
• “That’s a helpful point. Could we also hear from anyone who hasn’t spoken yet?”
• “We have ten minutes left, so should we agree our recommendation?”
• “I can see two possible options. Shall we weigh up the pros and cons?”
• “Would it help if I kept an eye on time while someone else notes the key points?”

Role plays and practical tasks

Some assessment centres include role plays, discussions or practical exercises. You may be asked to respond to a workplace scenario, deal with a client or customer, defend a recommendation, negotiate with another person, or solve a practical problem.

Use any preparation time to understand your role, identify the key issues and think about how you might respond. Recruiters are likely to assess your communication, judgement, problem-solving and interpersonal skills.

For practical tasks, the employer may be just as interested in how the group approaches the task as in the final result. Get involved, even if the task feels unfamiliar.

Information sessions and social activities

Assessment centres may include talks, networking opportunities or informal social activities. These can help you understand the organisation, the role and whether the opportunity is right for you.

Listen carefully, as information shared on the day may be more up to date than your earlier research and could be useful in later interviews or exercises.

Even if an activity is described as informal, behave professionally. Use the opportunity to ask thoughtful questions and learn more about the organisation and its culture.

Some employers use virtual or hybrid assessment centres. The activities and skills being assessed are often similar to in-person assessment centres, but some exercises may be adapted for an online platform.

Before a virtual assessment centre:

• test your camera, microphone and internet connection
• practise using the platform, including chat, screen share and breakout rooms
• check whether you need to prepare slides, documents or notes
• keep the recruiter’s contact details nearby in case of technical issues
• think about where you will sit and whether you need a quiet space
• take up any opportunity to attend a practice or briefing session

If you are concerned about access to suitable technology, a quiet space, captions, assistive technology or any other adjustment, contact the recruiter as early as possible.

Top tips for the day

• Make sure you know what exercises or tests you will complete and prepare for them in advance.
• Read all instructions carefully and ask for clarification if anything is unclear.
• Remember that you are usually being assessed against the employer’s criteria, not directly against other candidates.
• Try not to worry if one exercise does not go as well as you hoped. Assessment centres usually include several activities.
• Stay professional with recruiters, employees and other candidates throughout the day.
• Show your motivation for the role and organisation.
• Reflect the competencies, strengths or values the employer is assessing.
• Keep calm, manage your time and focus on the task in front of you.

Common mistakes to avoid

Try to avoid:

• focusing too much on competing with other candidates
• dominating group discussions
• staying silent in group tasks
• not reading the instructions carefully
• running out of time
• giving recommendations without explaining your reasoning
• ignoring quieter members of the group
• dwelling on one exercise that did not go well
• treating informal sessions as if they do not matter

After the assessment centre

If you are unsuccessful, ask for feedback. Many employers provide feedback after the assessment centre stage, and this can help you prepare for future applications.

When reflecting on feedback, think about:

• which exercises went well
• where you felt less confident
• whether there were any recurring themes in the feedback
• what you could practise before your next assessment centre
• whether you would benefit from discussing your experience with a careers adviser

If you are unsure how to act on the feedback, you can book an appointment with a careers adviser to discuss your performance and identify practical next steps.

If you are disabled, neurodivergent, have a long-term health condition, mental health condition, sensory or mobility impairment, or another access need, you can ask for adjustments during the recruitment process.

Adjustments are about reducing barriers and helping you demonstrate your suitability for the role. They do not give you an unfair advantage.

Adjustments might include:

• extra time for written tasks, tests or interviews
• information about the timetable or activities in advance
• written instructions as well as verbal instructions
• accessible rooms, seating or technology
• breaks between exercises
• captions or assistive technology for virtual assessment centres
• information about the venue, interviewers or group tasks before the day
• an alternative format for part of the assessment, where appropriate

You do not need to know exactly what to ask for before speaking to an employer. You can also book a careers appointment if you would like to talk through your options.

Video resource

Watch the FT video on How to win at group assessments featuring the Oxford University Careers Service Director and Careers Adviser, Jonathan Black

More information

• TARGETjobs: Assessment Centres: assessment centre webpage
• Prospects: assessment centre webpage
• Assessment Day: practice in-tray exercise
• JobTestPrep: assessment test prep