assessment center case study sample

• Numerical Reasoning
• Verbal Reasoning
• Inductive Reasoning
• Logical Reasoning
• Situational Judgement
• Mechanical Reasoning
• Watson Glaser Critical thinking
• Deductive reasoning
• Abstract reasoning
• Spatial reasoning
• Error checking
• Verbal comprehension
• Reading comprehension
• Diagrammatic Reasoning
• Psychometric tests
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• E-Tray exercise
• Competency based assessment
• Game based assessments
• Analysis exercise
• Group exercise
• Presentation exercise
• Video interview
• Strengths based assessment
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• Watson Glaser
• Criterion Partnership
• Test Partnership
• Cut-e / Aon
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• Sova Assessment

Chapter 6: Case Study Exercises

A resource guide to help you master case study exercises

Page contents:

What is a case study exercise, how to answer a case study exercise, what skills does a case-study exercise assess, what questions will be asked in a case study exercise, case study exercise tips to succeed, key takeaways.

Case-study exercises are a very popular part of an assessment centre. But don't worry, with a bit of preparation and understanding, you can ace this part of the assessment.

Case study exercises are a popular tool used by employers to evaluate candidates' problem-solving skills, analytical thinking, and decision-making abilities. These exercises can be in the form of a written report, a presentation, or a group discussion, and typically involve a hypothetical business problem that requires a solution.

The case study presents the candidate with a series of fictional documents such as company reports, a consultant’s report, results from new product research etc. (i.e. similar to the in-tray exercise except these documents will be longer). You will then be asked to make business decisions based on the information. This can be done as an individual exercise, or more likely done in a group discussion so that assessors can also score your teamworking ability.

Before you start the exercise, it's important to carefully read and understand the instructions. Make sure you know what you're being asked to do, what resources you have available to you, and how your performance will be assessed. If you're unsure about anything, don't be afraid to ask for clarification.

Once you've read the case study, it's time to start analysing the problem. This involves breaking down the problem into its component parts, identifying the key issues, and considering different options for addressing them. It's important to approach the problem from different angles and to consider the implications of each possible solution.

During the exercise, you'll need to demonstrate your ability to work well under pressure, to think on your feet, and to communicate your ideas effectively. Make sure to use clear and concise language, and to back up your arguments with evidence and examples.

If you're working on a group case study exercise, it's important to listen to the ideas of others and to contribute your own ideas in a constructive and respectful way. Remember that the assessors are not only evaluating your individual performance but also how well you work as part of a team.

When it comes to presenting your solution, make sure to structure your presentation in a clear and logical way. Start with an introduction that sets out the problem and your approach, then move onto your analysis and recommendations, and finish with a conclusion that summarizes your key points. Make sure to keep to time and to engage your audience with your presentation.

A case study exercise is designed to assess several core competencies that are critical for success in the role you are applying for. There will be many common competencies that will be valuable across most roles in the professional world, these competencies typically include:

• Problem-Solving Skills: The ability to identify and analyse problems, and to develop and implement effective solutions.
• Analytical Thinking: The capacity to break down complex information into smaller parts, evaluate it systematically, and draw meaningful conclusions.
• Decision-Making Abilities: The ability to make well-informed and timely decisions, considering all relevant information and potential outcomes.
• Communication Skills: The capacity to convey ideas clearly and concisely, and to listen actively to others.
• Teamwork Skills: The ability to collaborate effectively with others, and to work towards a shared goal.
• Time Management: The capacity to prioritise tasks and to manage time effectively, while maintaining quality and meeting deadlines.

By assessing these competencies, employers can gain valuable insights into how candidates approach problems, how they think critically, and how they work with others to achieve goals. Ultimately, the aim is to identify candidates who can add value to the organisation, and who have the potential to become successful and productive members of the team.

Different companies will prioritise certain competencies; the original job description is a great place to look for finding out what competencies the employer desires and so will likely be scoring you against during the assessment centre activities.

The type of questions that may be asked can vary, but here are some examples of the most common types:

• Analytical Questions: These questions require the candidate to analyse a set of data or information and draw conclusions based on their findings. For example: "You have been given a dataset on customer behaviour. What insights can you draw from the data to improve sales performance?"
• Decision-Making Questions: These questions ask the candidate to make a decision based on a given scenario. For example: "You are the CEO of a company that is considering a merger. What factors would you consider when making the decision to proceed with the merger?"
• Group Discussion Questions: In a group case study exercise, candidates may be asked to work together to analyse a problem and present their findings to the assessors. For example: "As a team, analyse the strengths and weaknesses of our company's current marketing strategy and recommend improvements."

The questions are designed to test the candidate's problem-solving, analytical thinking, decision-making, and communication skills. It's important to carefully read and understand the questions, and to provide well-reasoned and evidence-based responses.

It has been known for employers to use real live projects for the case study exercise with sensitive information swapped for fictional examples.

Information from the case study exercise lends itself to be used as scene-setting for other exercises at the assessment centre. It is common to have the same fictional setting running through the assessment centre, to save time on having to describe a new scenario for each task. You will be told in each exercise if you are expected to remember the information from a previous exercise, but this is rarely the case. Usually the only information common to multiple exercises is the fictional scenario; all data to be used in each exercise will be part of that exercise.

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Practice makes perfect

• Learn from detailed solutions
• Track your progress

Here are some key tips to help you prepare for and successfully pass a case study exercise at an assessment centre:

• Understand the Brief: Carefully read and analyse the case study brief, making sure you understand the problem or scenario being presented, and the information and data provided. Take notes and identify key issues and opportunities.
• Plan Your Approach: Take some time to plan your approach to the case study exercise. Consider the key challenges and opportunities, and identify potential solutions and recommendations. This will help you structure your thoughts and prioritise your ideas.
• Use Evidence: Use evidence from the case study, as well as your own research and knowledge, to support your ideas and recommendations. This will demonstrate your analytical thinking and problem-solving skills.
• Stay Focused: During the exercise, stay focused on the task at hand and avoid getting sidetracked by irrelevant information or details. Keep the objective of the exercise in mind, and stay on track with your analysis and recommendations.
• Collaborate Effectively: If the case study exercise involves group work, make sure to communicate clearly and effectively with your team members. Listen actively to their ideas, and contribute constructively to the discussion.
• Be Confident: Have confidence in your ideas and recommendations, and be prepared to defend your positions if challenged. Speak clearly and confidently, and use evidence and data to support your arguments.

Here is the summary of what case-study exercises are and how to pass them:

• A case study exercise is a type of assessment where candidates are presented with a hypothetical business scenario and asked to provide solutions or recommendations.
• These exercises assess a range of competencies such as problem-solving, analytical thinking, decision-making, communication, teamwork, and time management.
• To pass a case study exercise, it's important to carefully read and understand the brief, plan your approach, use evidence to support your ideas, stay focused, collaborate effectively, be confident, and manage your time effectively.

Fully understanding the format of the exercise, taking practice case-study exercises and following our tips outlined above will drastically improve the chances of you standing out as a star candidate at the assessment centre.

Assessment centre activities and examples

Are you an assessor looking for assessment centre activities to run? If so, we can help . 

Our experiential learning materials are used in assessment centres all over the world , by heavyweight names like KPMG, Gatwick Airport, and EasyJet.

As an assessor, this post will guide you through the whole process and prepare you to lead a selection of effective activities.

Or if you’ll be attending an assessment centre, this post will give you an idea of the logic underpinning the activities you’re about to encounter.

Here’s what we’ll cover. Click the links to skip ahead to any section:

Key assessment centre concepts

Benefits of an assessment centre, the role of the assessor, activities for recruitment assessment centres , group assessment centre activities with examples, role-play assessment centre activities with examples, virtual assessment centre activities with examples, in-tray assessment centre activities with examples.

We’ll start by introducing some key concepts in case you’re not familiar. To skip this and go straight to the activities, click here.

Assessment centre

A methodology used to identify the candidate(s) best suited to a role or position. 

Despite the name, an assessment centre isn’t a specific physical place. It’s a set of exercises to assist with personnel selection, designed to simulate the job and give participants an opportunity to demonstrate the skills required to succeed.

A person tasked with carrying out assessment centre activities, often with formal training to ensure objectivity.

Candidate / participant

A person being assessed for their suitability for a role via completion of the assessment centre.

A type of assessment centre activity in which candidates are given question-based prompts to determine the suitability of their experience and attitude.

Group exercises

A type of assessment centre activity which multiple candidates work together to complete, possibly while playing assigned roles.

Presentation exercises

A type of assessment centre activity in which individuals give a presentation on areas requested by the assessor.

In-tray exercises

A type of assessment centre activity which simulates a workflow that a successful candidate will encounter on the job, to assess their ability to perform tasks, manage time, and delegate responsibility.

Our kit for assessment centres , containing eight activities designed especially to let candidates showcase their qualities while assessors observe a whole range of skills, attitudes, approaches and behaviours that might be missed in interviews.

Assessment centres are popular for a handful of reasons:

• They save time and allow more effective use of resource by letting you assess multiple applicants at once
• They reveal applicant traits that may not be obvious in a traditional interview context, for example leadership and interpersonal skills
• They offer a more robust demonstration of participants’ soft skills than might be available through other methods
• They are versatile and flexible, giving assessors the opportunity to assess a wide range of competencies
• They leave an audit trail which can be used to demonstrate that fair hiring processes were followed

An assessor’s role is to observe participant behaviour, assess their performance, and carry out objective judgements based on predetermined criteria.

Assessors will understand that objectivity is hard to achieve. We are all prone to bias, and special frameworks or models of evaluation are often employed to ensure that assessment on a good-bad scale is consistent for different participants and by different assessors.

The ORCE Model is a popular assessment framework. By taking care to o bserve and r ecord behaviour during the assessment, assessors have a more solid baseline to work from when c lassifying and e valuating it afterwards. 

There is plenty written about such frameworks – in academic contexts and beyond – so beyond mentioning their relevance, this blog post won’t go into any more detail.

(Note that effective assessment centre activities will be designed in such a way that the opportunity for such bias is reduced , but it is not possible to remove it completely.)

Assessors are also tasked with documenting the assessment process to create a record that can be referred back to at a future date, and which can demonstrate in a legal context that the recruitment process was carried out fairly and in accordance with relevant legislation.

What makes a good assessor?

Broadly speaking, an effective assessor will possess the following traits:

• An ability to make accurate observations both of behaviours and their impact
• An ability to remain objective while observing
• An ability to accurately document your observations
• An ability to assess observations with regard to the relevant criteria

These traits are relevant in all assessment centre contexts. Depending on the type of assessment centre you work in, you may need to develop one or more context-specific skills. 

If you’ve been tasked with designing or running an assessment centre, you may be on the lookout for suitable activities. This section includes a few recommendations to get you started, along with information about their strengths and relevance.

The activities in this section flow nicely into each other and would work well for an assessment centre, if you’re in a hurry. 

Icebreakers are best unobserved and unassessed, as it reduces the pressure on participants and lets them acclimatise to the day. 

One popular example of an icebreaker is to split into pairs or threes, give each participant a few secret things to find out about their teammates, and then invite them to share with the group at the end.

Skills assessed : the ability to listen, communication skills, presentation skills

Marshmallow challenge

To warm people up after the icebreaker, go for something fun and lowkey. One popular example is the marshmallow challenge, in which participants must build a tower as tall as possible using only marshmallows and dried spaghetti.

If you do run this activity, check out our blog post outlining how to do it properly : i.e., in a way that will actually give you something to assess. The marshmallow challenge is one of many activities which, done incorrectly, can yield little to no useful results.

Skills assessed : listening skills, valuing others’ ideas, leadership, influencing others, innovation, trial and error

Role-based scenario

Lots of assessment centres used role-based scenarios. The logic is that giving participants the opportunity to react to a scenario relevant to the role they’re applying for will prompt them to think about how they’d deal with it, and that discussing performance afterwards will allow other participants to input their ideas. 

In practice though, be aware that role-play can be a hindrance to proper assessment. Participants are being asked to imagine how someone else might respond to a situation, rather than showing how they would actually respond: as a result, you may be seeing a performance rather than real behaviour.

Skills assessed : role-specific qualities, communication skills (if discussed), presentation skills 

This simple activity can be useful in assessing how well participants perform under pressure. Prepare a selection of topics, then ask participants to give a 2-minute talk about their topic. Make sure to give all participants the same amount of time to prepare ahead of their talk, to ensure they’re held to similar standards.

To increase the predictive validity of this activity – that is, how well it indicates performance in the role – choose a topic that prompts thought and reflection relevant to the role. 

Skills assessed : ability to perform under pressure, communication skills, presentation skills

A traditional interview where candidates answer questions about their past experience and suitability for the role can be employed as part of an assessment centre. 

Constructing an effective interview is an art in itself, and one we won’t delve into here. We will say this, though: make sure questions are relevant to the role, and that they give participants the opportunity to demonstrate their suitability.

Skills assessed : ability to perform under pressure, communication skills, role-specific skills

MTa Select for recruitment assessment centres

Our MTa Select kit is designed especially for use in assessment centres. 

These assessment activities can be used to evaluate over one hundred defined qualities – including leadership, influencing, customer focus, conflict management and more – making them a popular choice for assessment centres worldwide.

 “MTa Select now forms an integral part of our Recruitment Assessment Centre – and has been well received by our own staff and candidates themselves”.

• Constable John Ritchie, Grampian Police

If you’re looking for an assessment centre activity and would like a personalised recommendation, click here . 

An integral part of an assessment centre is to see how participants interact with others, and group-based activities are a reliable way to assess this. Here are a few ideas for group assessment centre activities.

Group discussion

Split participants out into groups and give each group a topic. Ask them to discuss the topic, possibly with a prompt for different people to advocate for different stances within the discussion, then observe the ongoing discussion and interpersonal dynamics. 

Skills assessed : communication skills, ability to listen, valuing the opinions of others, ability to respond to new information

Group presentation

This group activity expands on the above by requiring a presentation at the end of the discussion, to which each participant must contribute. This addition allows assessors to see more interpersonal dynamics at play. 

Skills assessed : how roles emerge, leadership, how people advocate their ideas, negotiation, presentation skills

Case studies

This type of activity is a good twist on role-based activities, as they address some of the aforementioned shortcomings of role-play.

Assessors give each group a printout with details about a situation, then ask them to decide the most appropriate response from the company’s perspective. At the end, answers can be compared with company policy to determine the accuracy of their response. 

This type of activity can also be done individually.

Skills assessed : knowledge of the role, group decision making, communication skills.

The NASA Challenge

This group activity puts participants in a simulated lunar mission gone awry. Together, group members must decide which items they’ll take when traversing the treacherous lunar surface between their crashed lunar module and the mission control centre.

When running this activity, be careful that you’re doing it right .

We also offer the NASA Challenge as a virtual assessment centre activity over on MTa Immersion .

Skills assessed : listening skills, valuing others’ ideas, influencing others

Perspectives

This experiential learning activity is designed to get participants thinking about the best way to fulfil a deliberately ambiguous brief. Through the simple act of arranging pictures, participants are given an opportunity to advocate their ideas, attempt to build consensus and perform under pressure.

Observing who is able to do these things, and how well, should yield useful insights.

Perspectives is available as a virtual assessment centre activity on MTa Immersion and can be customised based on your requirements.

Skills assessed: advocating ideas, building consensus, working under pressure

By asking participants to play specific roles, you can see how they behave in a wider variety of situations and within different power dynamics. 

However, as we mentioned previously, you may actually be assessing how good people are at acting. Participants are not responding to social stimuli as themselves, they’re responding how they think someone playing the role should respond.

Be aware of this if you decide to include role-play activities in your assessment centre. And remember: MTa Select avoids this issue by giving you the opportunity to see how people really behave: in real situations, and under real pressure.

Here are a few examples of role-play assessment centre activities.

Bad feedback

One participant plays the role of a superior, another plays a subordinate. The latter receives negative feedback and must deal with it gracefully and constructively.

Skills assessed : ability to receive bad feedback, ability to act on feedback, identify areas of improvement

Angry customer

One participant plays the role of a dissatisfied customer, another plays an employee dealing with them. They must follow company procedure as best as possible and potentially decide how to act when the procedure stops being relevant.

Skills assessed : ability to work under pressure, knowledge of procedures, customer interfacing skills

Role-specific situations

If you’re running an assessment centre for the police, it would make sense to simulate an arrest or the search of a suspect. This increases the predictive validity of the task by giving participants the chance to show how they’d approach a situation they are likely to encounter in the role.

Skills assessed: desired role-specific skills

Given the advent of technology and remote working, some assessment centres will have online components (or be completely virtual). Here are some ideas for activities to use in this setting.

Virtual ice breaker

By using breakout rooms, you’re able to split participants into groups and give them a private environment to discuss things. Task the participants in each breakout room with finding facts about each other, then close the breakout rooms and invite all groups back to the main space to share.

Observe which participants are keen to share, how well they communicate, the type of information they share, and so on.

Virtual group discussion

Use breakout rooms to split participants into groups and give them the opportunity to discuss things in a private environment. By moving between breakout rooms, you are also able to observe and assess groups individually.

Consider not letting groups know when they will be observed: this will encourage them to discuss things naturally, rather than waiting until you arrive to begin.

Virtual group presentation

Expanding the group discussion into a group presentation, with the requirement to create digital presentation materials, gives you the opportunity to assess how well participants can use technology, collaborate on online documents, and so on.

Psychometric assessments

Many psychometric assessments are available, each offering insight into a different combination of traits. The most suitable one will depend on the situation and the nature of the role being assessed for.

These assessments can be done in person, but lend themselves particularly well to virtual.

In-tray activities place participants in simulated work environments to give assessors a chance to see how they would behave in the role. There are a couple of ways to run these activities, with examples below.

Participants are given a simulated mailbox with a number of emails of varying urgency and are asked to prioritise these tasks and delegate (where relevant) to create an example workflow.

The expectation here isn’t for the participant to complete the work; rather to show that they are able to manage their time and respond to the pressures of the role, rather than just tackling tasks one at a time as they appear in their inbox (which is rarely the most efficient way off working).

Skills assessed : ability to delegate, time management skills, ability to manage a workload, performance under pressure

A paper-based version of the above

Not all roles and workplaces lend themselves best to digital. If you’re assessing for a role where there’ll be lots of interpersonal or paper-based tasks arriving, make sure this is reflected in the assessment centre.

You could give participants a tray full of documents and memos, then have people come to their desk to add other tasks to their workflow. The objective is the same: to create an indicative workflow and showcase how they would prioritise the incoming tasks.

Just 35 Minutes

This activity from MTa Select is an in-tray exercise that utilises computer, fax and paper to simulate a busy work environment. Participants must identify the big issues and avoid getting caught up in the detail. 

Skills assessed: evaluating and judging, decision making, focusing on critical issues, prioritisation

If you’ve still got questions about running an assessment centre, the following section should have you covered. And if not, drop us a message on the chat box below and we’ll do our best to help.

How should I structure an assessment centre?

Allow a full day to run the assessment centre, with time for introductions, explanations, and reviews. Remember that people’s ability to concentrate is limited, so a few hours in the middle of the day may yield better results than a whole day 9-5.

Aim for a large enough group to give participants the chance to interact with each other. Low double digits is a good size.

Leave time for lunch and other informal breaks, so that participants can interact in a natural setting: this can be just as revealing as the formal activities.

If you need a pre-made recruitment assessment centre, just run the five activities in this section .

What should an assessment centre include?

An assessment centre should include activities designed to test the competencies relevant for the role you are recruiting for.

You should also include time for review, where relevant. This gives you a mechanism to give feedback to participants and let them know next steps.

Factor in time for breaks and food, too! Participants will be at their best when they’re not under pressure for the whole day.

Some informal time at the beginning is a good shout as well, as it gives participants time to get acquainted with each other and the environment they’ll be spending time in.

What makes an effective assessment centre?

The best assessment centres utilise multiple exercises to assess each competency: i.e., a structured interview may assess communication, and a group exercise will give assessors another opportunity to observe participants communicating.

Similarly, intelligence could be assessed by a psychometric test and a work sample exercise.

How many assessors should there be in an assessment centre?

This depends on the role and the organisation: we would recommend at least 2.

How long should an assessment centre last? 

Again, this depends. We’d recommend not making an assessment centre longer than a workday. Ideally, a little shorter so that people can maintain concentration throughout.

Can you recommend any useful resources?

You can read about how MTa materials have helped a variety of organisations to run assessment centres:

• Gatwick Airport
• UK emergency services

Assessment centres are powerful tools for personnel selection, across a range of roles and industries.

Depending on the nature of the role you are recruiting for, the components of your assessment centre will vary. This blog post was written to connect you with some activities that might be suitable for your assessment centre.

For assessors looking for out-of-the-box activities, we have created MTa Select specifically to help you get more value from your assessment centres. 

If you need help finding activities for your assessment centre, get in touch via our contact form or the live chat below and we’ll be happy to help.

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Assessment Center Preparation: Tips & Practice Resources

Many companies are using assessment centers to assess applicants now. They use an assessment center as the final stage in the pre-employment process before a final decision is made. Since they are the final event and are relatively expensive, those job-seekers and graduates who receive invites to an assessment center are the ones that the employer believes have the highest potential for fitting the job position they are seeking to fill.

The assessment centers usually take place either in an employer’s office or in specific private assessment centers, though sometimes hotel conference rooms may also be utilized. This assessment combination helps employers to understand the applicant’s competencies and performance at work in a more rounded way than a traditional interview would allow them to do. This makes them a popular option with both the employer and the candidates since it gives a more fair evaluation of each candidate and looks more at what the individual can do instead of what they know.

What Is an Assessment Center?

Assessment centers are a combination of tasks and activities intended to test suitability for various job positions. They are highly customizable, so they are often used with many types of positions and are not restricted to only certain kinds of jobs. The candidate is evaluated with a series of individual and group tasks during this final stage in the assessment process. In the assessment center, applicants are given a chance to demonstrate their skills and capabilities in a way that goes beyond what traditional interview questions and answers would allow.

Assessment centers usually include the following types of activities:

• Welcome and intro from the employer
• Competency-based interview
• Analysis presentation exercise (also called case studies)
• Roleplay exercise
• In-Tray exercise
• Online tests (shorter versions of the psychometric tests taken earlier in the recruitment process)
• Presentations
• Group exercises

What to Expect at an Assessment Center?

The set of activities typically takes around four to eight hours, which are spread out over a period of one to two days, though mass recruitment processes can take up to three. The center is often run by the company’s HR department and is intended to simulate situations on the job. To this end, assessment center organizers may bring in actors to play the role of upset or confused customers in the role-playing exercises common to assessment centers.

This gives a more realistic environment for assessing a job-seeker or graduate applying for the position. When combined with the heavy workload in assessment centers, the way candidates respond to the stress and challenge of an assessment center allows employers to better understand how they may perform on the job.

Scoring and Competencies

Scoring is done by trained assessors who are, in an ideal situation, unbiased and fair. The candidates’ scores are based on the opinions of all the assessors instead of just one to help make the assessment center fair and useful. One assessor will be assigned to each candidate for the exercise, and the assessors will rotate through the candidates throughout the day.

The assessors are typically a mix of HR consultants and line managers. They will score each candidate’s actions against specific competency frameworks for the job position and will discuss all aspects of performance amongst themselves before making hiring decisions.

In addition, there are some key competencies and abilities the assessors look for when reviewing answers and actions from a particular candidate. They are as follows:

• Adaptability and creativity
• Analytical thinking and commercial awareness
• Communication skills and negotiation
• Leadership and decision-making
• Organization and planning
• Teamwork and persuasion
• Time Management

Individual companies may be looking for some or all of these in addition to other specific qualities. Assessment centers give an opportunity for assessors to look for these traits in a candidate, so individuals invited to an assessment center should anticipate that they will be scored numerically against a competency framework that includes all of the competencies their position requires.

How to Prepare for Assessment Centers?

Assessment centers cannot be prepared for in the same way that a traditional test or interview can be. As mentioned earlier, the assessment centers focus on what you can do, not what you know. So, unlike psychometric tests, you cannot memorize some set of information and expect to fill in all the right bubbles to do well. Instead, experience is more important than knowing all the correct responses.

With that said, there are some things you can do to prepare for an assessment center to increase your comfortability with the various exercises, questions you may be asked, and ways to respond to exercises in order to show that you are the best fit for the job.

When it comes to preparing, start with your own health. This area is often overlooked, but it is important for anyone who wishes to look and feel their best on assessment day. Looking and feeling well will boost confidence and performance.

Some of the things you should do include exercising and getting proper rest. To start with, try to exercise at least three times a week for a month before the assessment center date to lessen built-up stress and anxiety while promoting a greater sense of well-being come assessment day. Make sure you also get enough sleep on a regular schedule for a few weeks before the tests and exercises.

Along that same grain, eating right leading up to the assessment center and eating a healthy, balanced breakfast on the morning of the assessment center will help to keep those taking the tests to be alert and energized during their exercises and assessments. Make sure to remain well-hydrated as well.

Practicing and Studying

Indirect preparation for the assessment center, job-seekers and graduates should take time to practice potential exercises with friends and family. This will give a greater sense of confidence in dealing with the real exercises on assessment day.

While preparing and practicing, reflect on the rest of the process up to this point and find places that caused difficulty. Try to work on those areas from the perspective of the assessment center to ensure none of them will jeopardize a good performance on the assessment center. Also take the time to review the competencies the employer is looking for to make sure you display them in your responses and actions on assessment day.

Assessment Day Tips

Beyond the basics of preparation, using the list below to help you prepare may prove beneficial.

• Be assertive during all exercises.
• Focus more on good performance than on mistakes made, and do not focus on other candidates.
• Let assessors see your overall working methodology.
• Make sure you draw others in with group discussions, listen, and cooperate.
• Prioritize time—many candidates fail to give the best impression of themselves because they didn’t utilize time in the best ways possible.
• Dress business professionally, be on time, and have everything you need with you.
• Be diplomatic when you need to stick up for your views and do not be drawn into arguing, interrupting, or criticizing when dealing with others.
• Talk to the other candidates during breaks or exercises (when allowed) to establish connections before group exercises are started. Be warm, polite, and approachable with everyone.
• Relax and let your personality shine through. No matter what, stay positive.
• Focus on good delivery of a few key points instead of the details or always having the ‘right’ answer.

In the end, while it is not possible to practice or prepare for every part of the assessment center you may be invited to, it is possible to be prepared for the majority of the assessment center and its general requirements. Take the anxiety and as much stress as possible out of the assessment center by practicing and preparing properly. Give enough time to complete and prepare any material you have been given ahead of time and read the organization’s website, social media, and key documents so that you can share a more informed opinion.

Most importantly, keep in mind the goals of the assessors: getting to know each candidate. They are looking for the best fit, so if you are able to use key competencies they are looking for to stand out in your response to each assessment center activity, you will be able to stand out in your final score on the assessment center.

Assessment Center

• Written Exercises
• Job Interviews
• Competency-Based Interview Q&A
• In-Tray Exercise
• Case Studies
• Group Exercises

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What Is an Assessment Centre Group Exercise?

Group exercises - what will you be assessed on, how to pass an assessment centre group exercise in 2024, group exercises – how do you stand out in a group assessment, group exercises – what to avoid in a group assessment exercise, how do you prepare for an assessment centre, tips for your assessment centre group exercise (2024).

Updated November 10, 2023

You have beaten hundreds of applicants to reach the final stage of the interview process for your ideal job and have been invited to an assessment day group exercise.

You will likely be thinking, what’s involved? How many other people will be there? What are the activities, and how can I prepare ?

The purpose of assessment centre group exercises is to whittle down the number of viable candidates to a select few for each role. After all, it is not unusual for an employer to receive hundreds of applications for their most popular vacancies.

By assessing groups of candidates either at the company or at an external assessment centre, the employer can identify a strong shortlist of candidates.

This is much harder to do from a job resume alone.

As a candidate, it is important that you understand what is expected of you on the day to stand the best possible chance of securing the job.

So, here are a few trusted tips for your assessment centre group exercise .

Usually, an assessment group exercise involves 7–10 applicants who participate in a series of group activities.

The pre-set exercises are designed to assess everyone’s performance against the job description’s core competencies.

The purpose of each task is to find out who is most suited to the role.

The competencies being tested are often soft skills such as leadership, teamwork, influence and ambition, which are tricky to accurately judge by looking at a resume.

Therefore, employers use the assessment day group exercise to delve a little deeper into each applicant's psyche.

Practice Group Exercises with JobTestPrep

Virtual Assessment Group Centre

Traditionally, assessment centre group activities occur at designated centres or your potential workplace. However, it is not uncommon to be asked to join a virtual group assessment centre instead.

While you may not be stepping through the doors of the place where you wish to work, you will still get a good feel for the workplace culture and how you would fit in.

The move to a digital format is new and very much a result of the COVID-19 pandemic. While it is still a bit of an unknown, there is every chance that employers will continue with the virtual format indefinitely.

Maybe not for all job roles, but certainly for those in which being able to communicate through MS Teams and other online programs is essential.

In the same way as an in-person assessment centre, virtual assessment centre group exercises involve case-study-related exercises, discussions and real-life business challenges.

Usually, a virtual assessment centre group exercise will last a couple of hours (normally a maximum of three hours). However, there is no set rule. It depends on the job, how many people are in the group, and the number of activities you will be expected to complete.

Try not to worry about extended screen time. You will be given ample time for breaks between sessions, and the odd technology glitches will be expected. It is all part of the experience.

In simple terms, the purpose of an assessment group exercise is to evaluate how an applicant behaves within a group setting.

The series of tasks give the employer an insight into how confident you are. They let the recruiter know whether you are introverted or extroverted and have the right skills for the job.

Practice Group Exercises

But what happens at a group assessment centre, and what is the employer looking for?

If you are wondering where you start, here are a few tips for your assessment centre group exercise preparation.

Step 1 . Research Typically Assessed Behaviors

It helps to explore the typical behaviors each group task is designed to assess.

Although the job role will dictate the type of exercises, the typical skills being evaluated are:

• Confidence in the workplace
• Strong communication
• Logical reasoning
• Problem-solving
• Commercial knowledge

Within your allocated group of between 7 and 10 candidates (sometimes more), you will be presented with a real workplace challenge that requires the entire team to work together to find a solution.

It is worth remembering that assessors will often recruit for a series of vacancies in any given group exercise.

Therefore, not everyone in your group will be vying for the same position. The chances are that in each group, there will be a combination of applicants with varying degrees of experience and knowledge.

Do not feel dejected if you do not know as much as someone else in the group. Focus on how you can add value by drawing on your strengths.

Step 2 . Discover the Kinds of Exercises Involved

The type of exercises will depend on the number of people in any given group and the roles they are being assessed for.

However, most assessment group exercises involve at least one of the following:

Assessment Centre Case Study Examples

In a case-study-based exercise, you will be expected to either watch a video, read a passage or digest several pieces of information as a group. As a collective, your role is to work together on the task at hand. Usually, a key part of the task will be to present back to an interview panel.

If the job role is for a position that requires strong commercial understanding, you may be asked to present your ideas for a new product.

Here, a group presentation would need to demonstrate a strong appreciation of the competition, the product lifecycle, routes to market, cost analysis and how to overcome foreseen challenges.

In a virtual assessment centre group exercise, you might be invited to a breakout room where you will discuss your ideas as a collective and come to a solution.

Group Assessment: Discussion Exercise

You may be asked to participate in a group discussion on a workplace problem where there could be several different solutions.

In your breakout room, you will work as a team and use your logical reasoning to arrive at a commercially viable solution.

The employer will be looking at how and what each applicant contributes to the discussion. They will analyze your interpersonal skills in a group situation and how confident you are in communicating your ideas.

Group Assessment: Leadership Exercise

To assess your leadership skills, you could be invited to a role-play assessment day group exercise. You will be expected to enact a role-specific scenario that could legitimately happen in real life.

The role-plays are designed to test your response as a leader to an unexpected situation. It could be that your group is split into smaller groups, with each pair or individual holding a leadership role for a specific department. You will be assessed on your ability to think logically, act responsively, delegate and keep calm.

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If you are wondering how you pass an assessment centre group exercise, the first thing you must do is look inwardly. Are you an extrovert or an introvert?

An extrovert is action-oriented, outgoing and very talkative. Introverts are a bit more restrained, reflective, self-aware, and may find group tasks more daunting.

There are plus points to both personality types, and employers recognize this.

However, employers appreciate people who can adapt their behavior to accommodate others within a team.

For instance, as an extrovert, you will need to be careful not to dominate conversations and overpower others in your group. Your enthusiasm may unintentionally come across as brash or overbearing.

As an introvert, you may need to come out of your comfort zone more than you usually would. While being an observer and a detailed person usually allows you to see problems that others may not, you need to remember that group exercises are time-sensitive. If you do not speak up, the employer is unlikely to realize your potential.

With this in mind, regardless of your personality type, here are some behavioral tips for your assessment centre group exercise:

Warmly introduce yourself – People usually make up their minds about another person within around three seconds, sometimes less. Approach other members in the assessment day group exercise with a smile and let them know your name. Remember, your body language also needs to reflect your warmth,so avoid crossing your arms and maintain eye contact.

Remember names – Make a point of using first names. This will instantly build trust and show the employer how much value you place on other people. If you are in a virtual assessment centre group exercise, user names may be visible. If they are not, you could make a note of them.

Be positive and consistent – You will almost certainly come across opinions and proposals that you disagree with. That’s fine, it is part of the assessment day group exercise. It is how you respond that matters. If you feel an approach is not going to work, you could explain why and introduce your solution in a way that invites the opinions of others.

Listen carefully – This may seem like an obvious one but listening to instructions is incredibly important. You would not want to be marked down on a task because you were not fully present.

Demonstrate you are listening – Whether you are an expressive person or not, you must be assessed to be a good listener. Smiling and nodding when you agree are useful visual cues to remember.

Contribute to discussion – This is one of the most essential tips for your assessment centre group exercise. Make sure you do not come across as passive. Stay focused on what others are saying and make a positive contribution. Always make sure you are bringing something new to the table, though. Empty words can be counterproductive.

Be solutions-driven – Contribute ideas that are of direct benefit to the company. You will need to have researched the company in detail to offer

market-informed solutions.

Propel yourself forward – You will need to make an effort to occasionally be first to answer an interviewer’s question. Take a balanced approach and be mindful of giving others a chance to answer. Never interrupt.

Be clear and concise – Make sure your answers and contributions are easy to understand by others in the room.

Do not be afraid to take the lead – Not everyone can take the lead. However, if you are particularly confident in guiding the group to arrive at a strong solution, step forward in a calm, unassuming manner.

Encourage others – Great leaders, and those who stand out to an employer, inspire and value people. During your assessment day group exercise, help co-interviewees develop their ideas. Be inclusive of others and allow quieter individuals to be heard. You will instantly stand out as a relatable and supportive leader.

Be inquisitive – Sometimes, in the heat and speed of discussions, the most obvious questions are missed. Do not be afraid to pause the conversation by questioning certain responses. Likewise, if there is something you are not quite sure about, ask the employer.

Diplomatically challenge – With so many other people in the room, you should be prepared to validate your opinions tactfully. The best way to do this is to justify your response with logical reasoning in a calm yet assertive manner. You will also need to accept that another person in the room could have a better answer.

Be part of the answer – Actively help the group conclude by agreeing on decisions and moving to the next step.

Thank everyone – Whether you liked everyone in the room or not, make sure you thank everyone in the group, as well as the interviewer. Professional courtesy will speak volumes about you.

Now that you know how to stand out in an assessment group exercise, what must you avoid at all costs?

There are six things you must consider, and almost all of them involve making a conscious effort:

Arrogance – One of the biggest tips for your assessment centre group exercise, especially if you are a confident person, is to avoid coming across as arrogant. While confidence is an attractive trait in an employee, arrogance rarely is. Employers are looking for team players – people who will inspire and encourage others and not rub them up the wrong way. You should avoid interrupting others, acknowledge other people’s contributions, be assertive yet not dismissive, and make sure that your body language reflects this. Avoid pointing or raising your eyebrows in disapproval.

Talking too much or too little – Be aware of how frequently you contribute to assessment centre group activities . If you talk too much, you will come across as overbearing. Too little, and you will be assessed as shy and maybe unknowledgeable. Try and strike an even balance between the two and observe other people’s expressions as you are talking. If they look engaged, you are adding value to the conversation.

Interrupting others – There is nothing worse than somebody who interjects when another person is speaking. Although you may be keen to share your ideas, the interviewer will instantly see the behavior as disrespectful.

Criticizing others – You can challenge opinions but if you are going to do this, remember to be respectful. Acknowledge where the other person’s view has value, and then discuss what the potential issues may be.

Insensitivity – It will be the first time you have met the other applicants, as well as the employer. Some people are more sensitive than others, so it is important that you are aware of what you say and the tone you use.

Going off topic – In an assessment day group exercise situation, going off topic can be a real distraction for others in the group. You may also be viewed as lacking attention to detail. Therefore, keep your answer or observation relevant to the discussion and your insights clear and concise.

A little preparation goes a long way. The most important thing is to read through the documentation the employer has sent you so that you know what to expect.

You should make a note of the assessment centre group activities you have been invited to participate in and what time you must arrive or log on (if virtual).

Most employers will list what you will need to bring with you on the day, so make sure you allow plenty of time for preparation.

You will also need to mentally ready yourself. With this in mind, the following tips for your assessment centre group exercise will help:

Familiarize yourself with the core competencies – By understanding these, you will have a strong understanding of what the employer will assess you on. It is good to have at least two examples of how you meet each of the core competencies .

Prepare a self-introduction – So that you are not caught on the spot, prepare a summary of yourself ahead of time. Do not be too exact with your wording, though – you will want to come across as natural and fluent when talking about yourself.

Plan a list of questions – Some exercises will allow you to ask the employer questions about the role and the company, so you will need to have some strong questions ready.

Rest up – Try not to work late into the night running through the tips for your assessment centre group exercise. Make sure you get enough sleep, drink plenty of water and ensure you have a substantial meal before setting off.

Practice stress-management techniques – A small amount of adrenalin on the day is a good thing, but you will need to keep your anxiety to a comfortable level. There are some great mindfulness and relaxation apps to help centre and relax the mind ahead of the big day.

Final Thoughts

Once you have navigated these tips for your assessment centre group exercise, the only thing left to do is enjoy the experience. After all, it is a great opportunity to meet new people, put your interpersonal skills to the test, and discover more about yourself.

Assessment group exercises are far more participatory than verbal and numerical reasoning tests , and paper-based competency questionnaires.

The benefit to you as the candidate is that you get a 360-degree insight into what it would be like to work for the company. The assessment day is as much about you as it is the employer. If you are offered the role, you will know with absolute certainty whether the position is an excellent match for you.

You might also be interested in these other Psychometric Success articles:

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Learning and Development | 6 Min Read

Eleven most useful assessment center exercises in the virtual era

Table of contents, introduction.

Assessment center activities, also known as assessment center exercises, are a set of interactive tests that help measure key behavioral skills, role-specific aptitude, domain expertise, professional competencies and subjective areas like critical thinking, decision-making, teamwork, etc. These activities are typically conducted in a few hours or days at brick-and-mortar venues (traditional assessment centers), using digital platforms (virtual assessment centers) or a mix of the two.

The format and type of assessment center activities have also changed with the emergence of virtual assessment and development centers (VADCs). Therefore, it is important to keep up with the most interactive and useful ones in assessing candidates remotely. This blog is a compilation of eleven such activities that you can plan, design, customize and conduct with the help of a VADC expert.

Essential assessment center exercises: All you need to know

1. Icebreakers

Icebreakers are fun assessment center activities that help set the ground for interactive and lively evaluation sessions. Employers can use them strategically to observe participants when they are not under pressure by more intense assessment center exercises.

Competencies assessed

• Social and communication skills
• Professional etiquette
• Public speaking
• Individual video introductions
• LIVE informal Q&A
• Interactive virtual games

2. Psychometric assessments

Using psychometrics is a powerful assessment center technique that offers critical insights into participants’ cognitive intelligence and personality. Two kinds of psychometric assessments – aptitude tests and personality tests- are critical to a holistic candidate evaluation.

Aptitude tests

An aptitude test is an evaluation of a person’s cognitive prowess and mental potential. It uncovers candidates’ mental aptitude relevant to job profiles and their ability to succeed in them. It is one of the essential assessment center exercises and can help determine an employee’s ability to upskill, cross-skill and assume leadership roles.

• Observation
• Mental flexibility
• Visual processing
• Logical reasoning
• Numerical ability
• Critical thinking
• Language proficiency
• Data interpretation

Personality tests

Personality tests or behavioral assessment center exercises help employers identify positive and negative traits present in the workforce. They help determine if an individual is suited for a particular profile. These tests help evaluate individuals on relevant competencies innately present in them that help in shaping their overall personality.

• Personal attributes
• Interpersonal skills
• Leadership potential

3. Writing tests

Assessment center activities may also include writing tests , especially in business verticals like marketing, law, health services, etc. Assessment center written exercise examples include writing reports, drafting press releases, letters, emails or even proofreading texts written by someone else.

• Ability to follow etiquette and communicate appropriately (to a client, manager or colleagues)
• Grammar and spelling
• Language comprehension
• Writing style and structure
• Adaptability to writing formats
• Email etiquette

4. Role-plays

In an assessment center roleplay, candidates enact a mock professional scenario. Their response to the situation determines how well they are suited for a certain role/industry. This assessment center exercise is also a great way to prepare employees for high-pressure situations.

• Quick thinking
• Effective communication
• Empathy and ability to influence others in job-relevant situations

Assessment center roleplay example

5. Case studies

As a form of an assessment center activity, case studies are a realistic simulation of strategic problems candidates would likely encounter in their new role. They present the candidates with a series of fictional documents such as company reports or results extracted from some product research. After studying the documents, candidates present their analysis in the form of a presentation or report. This exercise evaluates various approaches to a specific problem and the ability to derive a fruitful/logical outcome.

• Critical thinking skills
• Reasoning and logical thinking
• Analytical ability

Assessment center case study example

6. Group exercises

Group exercise in an assessment center encourages all the participants to work toward a common goal. The purpose of such an exercise is to observe candidates and their abilities to respect, collaborate and engage with other people. There is a brief given and time limit set for this exercise. And participants get the chance to demonstrate vital professional skills and individual qualities.

Assessment center group exercise examples include group discussions and collective problem-solving as a team.

Discussions

In a group discussion, candidates are asked to discuss or debate a topic while the assessors observe the proceedings.

Problem-solving activities

Assessment center group activities present the participants with a set of challenges for which they need to arrive at solutions together.

• Proactive behavior
• Professionalism and influence
• Communication skills
• People skills and flair for social engagement
• Teamwork and collaboration skills
• Problem-solving skills
• Time management

7. Technical assessments

Technical assessments or domain- skills evaluations are specific to job roles and job levels. They help assessors understand how well a candidate is likely to excel in a specific industry or discipline . They also help evaluate how updated the candidates are with the changes occurring in their areas of expertise.

• Domain expertise
• Technical knowledge
• Industry knowledge
• Efficiency in the specific line of work
• Retail assessments
• Blue-collar domain tests
• Call center assessments
• Assessments for law professionals
• Engineering domain tests

8. Inbox exercise

Inbox exercises are simulation tests where candidates receive emails, calls and memos, which they must attend to by prioritizing, organizing and scheduling in a limited time. Candidate responses are recorded, evaluated and marked on relevant competencies.

• Managerial qualities
• Planning and organization

9. Interviews

An assessment center interview takes traditional job interviews to the virtual ecosystem. Assessment center interview questions are chosen to understand the candidate’s industry knowledge, skill level, experience, etc. Results and selection are based on competency-focused interactions among candidates and interviewers.

10. Situational judgment Test

A situational judgment test, also known as an SJT, primarily involves multiple-choice questions for testing a candidate’s ability to deal with real-life work-related situations. SJTs are a cost-effective and powerful assessment center activity for selecting capable professionals who can perform well in specific roles.

• Behavioral tendencies
• Decision-making skills
• Logical thinking ability

11. Presentations

A presentation exercise in a virtual assessment center is a highly interactive session that offers critical insights into participants’ expertise, experience and key professional competencies.

There are two major ways of administering a presentation exercise in various types of assessment centers:

Planned presentations

For planned presentations, candidates receive a topic on which they can prepare and present. To simulate real-world scenarios, assessors may sometimes demand last-minute changes or additions in a presentation.

Spot presentations

This twist in a typical presentation exercise is a great way of testing a candidate’s spontaneity and ability to cope with surprises. For spot presentations, assessors provide the candidates with a ready-to-use deck. The candidates are then expected to study and analyze the given information, draw conclusions and present their thoughts in an organized, logical manner.

Alternatively, assessors may also come up with a random topic on which the candidates are required to make a presentation using limited resources and a brief preparation time.

• Oral communication
• Ability to deal with repeated questioning
• Organization and planning
• Professional style
• Ability to perform under pressure

Assessment center activities test what candidates can do and not just what they know. Properly designed and administered virtual assessment center exercises are also highly reliable tools for evaluating managerial and administrative potential. These activities are crucial for identifying high-potential candidates and employees with strong leadership and managerial skills with great predictive validity.

Originally published December 13 2021, Updated December 13 2021

D'ipanjenah Ali

About this topic.

Assessment Center Development Center

Assessment Center Development Center, commonly known as ACDC, is a comprehensive tool used by organizations to evaluate prospective or current employees for workforce management and planning. ACDCs can be implemented virtually, physically, or in a blended format, using a suite of assessment tools.

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Case Study Exercises are commonly used in assessment centres, and often are unique to each company.

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• What is a Case Study exercise

Page contents:

How do case study exercises work.

Updated: 08 September 2022

Assessment Centre Exercises:

• Analysis Exercise
• Role Play Exercise
• Group Exercise
• Presentation Exercise

During an assessment day, it is common that you need to undertake a case study exercise. These exercises place candidates in real-life situations where they are tasked with solving problems faced by professionals in the real world. A case study typically involves being given various documents containing different information, either detailing a problem or situation that needs dealing with and requiring the candidate to resolve the issue at hand by formulating a plan. The problems or situation in the case study will be similar if not identical to problems encountered in the role itself. Candidates are also provided with background information to the elements of the case study, whether these be details of fictitious companies or sales figures, or other. The resolutions or solutions provided by the candidate regarding the problems are part of the assessment centre performance rating.

Why are case study exercises used?

Case study exercises are proficient predictors of role performance as they will resemble the work being done on the job. Therefore, case study exercises typically tilt highly on an assessment centre rating for candidates. Likewise, if a presentation exercise is required after the case study, based on details brought up during the case study, then your case study rating will likely impact your presentation exercise rating. Equally, this may manifest into the role play exercise which will do a similar thing to the presentation exercise – carrying on the case study situation. It is also entirely possible for the case study to be continued in a group exercise – which evaluate a candidate’s ability to work in a team. Given all this, you will need to perform well in the case study exercise to ensure a high rating.

What will the case study exercise be like?

As mentioned, the case study exercise you will be asked to perform will be similar to the type of work you will have to do in the role you are applying for.

The case study exercise may be purchased off the self from a test provider who specialize in the test style. This will mean that it won't be fully specific to the company you are applying to, but will be related to the role. Likewise, it can be designed bespoke if the organization requires specific role assessment. It's likely the larger and harder to get into the company is, the more tailored their exercises will be.

How can I prepare for the case study exercise?

Analysing technical documents and company reports may be helpful practice in preparation for a case study exercise. This will give a chance to familiarize yourself with the types of information typically found in these documents, and thus the case study exercise. Practicing case study exercises will also act as great preparation and they will provide a great insight into how they work and how they are to be handled. This will also prevent any unnecessary unknowns you could have before taking a case study exercise, as you will have already experienced how they work in practice.

We have an assessment centre pack which contains an example of the exercises you could face.

• Saville Assessment
• Thomas International
• PI Cognitive Assessment (PLI)
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• Profiling for Success (PFS)
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• Gallup’s CliftonStrengths
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• Matrigma Test
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• British Council
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• Ireland’s Civil Service Tests
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• GLP Assessment
• Public Health Speciality Training
• Prison Officer Selection Test
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• Hiring Processes by Professions

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Assessment Centre Case Studies Practice & Tips – 2024

Case studies are a central part of the exercises making up most assessment centres . Employers use them to provide valuable insight into the applicants. They provide a way to assess a graduate or job-seeker’s capability and their potential performance after selection. To do this, the assessment centre presents the candidate with a simulated situation that might be faced on the actual job and waits to see how the candidate will respond. The information assessors collect proves invaluable to companies as they work through the screening and hiring process with the candidates who are most likely to perform well in the job opening.

What Is a Case Study Exercise?

Case studies are simulation exercises that put a candidate into situations they might actually see while on the job. The exercises can be done as a group or individually. Which it is will depend on the employer and the assessment centre. The case studies typically provide information that includes financial reports, market studies, or competition analysis and other information that may relate to any aspect of the profession. It may also provide other company reports, consultant’s reports, new product research results, and more. This makes the exercise similar in some ways to an in-tray exercise though the documents are longer for a case study.

Key Features of Case Studies

The exercise can be presented at the end either in written report format or as a presentation, depending on the preference of those running the exam. The assessors then evaluate the candidate’s ability to analyze information with a logical approach to decision making and their aptitude for tackling difficult situations. From there, they score performance.

Case study exercises often are based on a few core topics. Some of these include:

• Finding the feasibility and profitability for the introduction of a new product or service
• Merger, acquisition, or joint venture related managerial decisions
• Annual report evaluation and profitability and loss analysis
• Task prioritization and problem-solving with a given deadline

Many times, the case study’s theme or scenario provides the stage for other assessment centre exercises, so paying attention to what the scenario is and the information provided about it can prove helpful in further exercises. If this is the case, the problem-solving case study is likely to show up as one of the first few exercises you do after re-taking the necessary psychometric aptitude assessments for score confirmation.

Competencies Required for Case Studies

The key competencies that case study exercises usually assess are:

• Analytical thinking and assimilation of information
• Commercial awareness and Innovation
• Organization
• Decisiveness and Judgment

The goal of the exercise is to review and analyze the given information to come up with solid business decisions. The assessors will look at both the decision reached and the logical justification for the recommendations. Because of this, the test is not designed to have one ‘correct’ answer. Instead, it is concerned with the approach to solving the issue as much as it is with the solution.

This is the point in the assessment and pre-hiring process where candidates should show the recruiters what they can do. Usually, the exercise lasts around forty minutes. Employers may use either fictional examples or, in some cases, even real live projects with the sensitive information replaced for fictional information.

Due to the nature of the exercise, job-seekers and graduates taking this type of assessment should possess several key skills. They must be able to interpret large quantities of data from multiple sources and in varying formats, use analytical and strategic analysis to solve problems, formulate and commit to a decision, demonstrate commercial and entrepreneurial insight on a problem, and use oral communication skills to discuss the decisions made and the reasoning behind them. Without these key abilities, case exercises may prove challenging for individuals.

How to Prepare for Case Study Exercises?

With the large amount of information presented on assessment centre case studies and the many things to consider, it can be difficult to know where to start. Particularly for those participating in a graduate assessment centre case studies with no prior experience with assessment centres, the case study may seem daunting.

However, it is possible to prepare with some case study practice and by reviewing assessment case study examples similar to the ones that will be given in your assessment centre. These tips for preparation and practice as well the day of will help those facing a case study assessment to do so with confidence.

Case Studies: Tips for Success

Review the advice below as you begin to prepare for the assessment centre:

• If it is a group exercise , show the recruiters you can work with the team.
• For a group exercise, determine what roles individuals in the scenario are associated with and how they may interact with your or impact the analysis and decision-making process.
• Determine what information needs to be kept and what should be discarded as early on as possible.
• Manage time carefully and plan your approach based on the time available to you.
• Consider all possible solutions and analyze them carefully before choosing a decision.
• When finished, ensure that you have a solid foundation for the proposal and a plan of action to implement for your chosen solution.
• Make sure you communicate that foundation and the logic behind your decision.
• When presenting as a group, actively participate but avoid dominating the conversation or situation.
• Gather information on the organization, job profile, and any other data that could be in the case study to be prepared before assessment day if possible.
• If you do not need to present for a group exercise, consider nominating yourself as someone who can respond to questions.
• Practice structuring and delivering presentations in a case study format before testing.

If you follow the advice above and put in enough time practising and preparing to feel confident, you should be able to ace this portion of your assessment centre. Remember that the solution is not the most important thing about this exercise. How you work with others and the reasoning behind your answer is. So, use the time you have wisely and do not overlook anything as you work to come to a good solution. As you do this, relax and use this as a chance to show the recruiters that you really know what you said you did during the interview stage . That is what this exam is about.

Assessment Centre

• Written Exercises
• Job Interviews
• Competency-Based Interview Q&A
• In-Tray Exercise
• Group Exercises

Related Links:

• Aptitude Tests
• Situational Judgement Tests (SJT)
• Job Personality Tests
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• NHS Assessments
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• Assessment Companies
• Assessment Centres Guide – 2024
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Assessment Centre Group Exercises: Examples and Tips for Success

Group exercises are an important part of assessment centre events for a wide variety of roles and companies.

Many people find it difficult to perform well in a group, but with the right practice and preparation, you can stand out from the rest and make a strong impression on recruiters.

In this free assessment centre group exercises guide we will show you:

• 3 common types of group exercises you could face at an assessment centre
• 2 real-world assessment centre group exercise examples
• 5 expert tips to help you stand out on the day

You can find our recommended assessment centre group practice exercises here .

What is an assessment centre group exercise?

The group exercise is one of several assessment centre exercises you may have to take part in on your assessment day.

You’ll be placed in a random group of 8-10 candidates and must work together to complete an activity in front of assessors.

The exercise measures your ability to work in a team, contribute, delegate and solve problems.

Each candidate is assessed individually on skills required for the role they are applying for, such as leadership, communication, influence, creativity, problem solving and commercial awareness.

Compared to other assessment centre activities like aptitude tests and interviews , the group exercise tends to be one of the most challenging because of its competitive nature.

You’ll be working with a mixture of personality types, and everyone wants to make a great impression.

Luckily, we’ve got plenty of tips, info and advice to help you approach the group exercise with the right attitude. Keep reading to prep yourself for success!

What to expect at assessment centre group exercises

There are three common types of group exercises you could face at an assessment centre:

• Case study or role play

Where you play out an imaginary scenario to try to overcome its particular challenges and get to an outcome that the majority of the group is happy with.

Where you must discuss and come to a conclusion about a work-related issue. You may also have to present your solution back to the assessors as a group.

A more informal exercise where you discuss a general topic, usually related to news or current affairs.

No matter which type of group activity you take part in, the format will be largely the same.

Before you start the exercise, you’ll get a short amount of time to read the brief.

Everyone in the group will be working with the same general information and scenario, but you’ll usually also be assigned a specific position to take or given some unique extra information to guide your interactions.

Then, you’ll join the other candidates to complete the activity in front of your assessors.

The exercise itself will normally go for about 10-20 minutes.

Assessment centre group exercise examples

Now let’s take a look at some examples of real assessment centre group exercises. Try these at home with some friends – it’s a great way to practise!

Here’s a general case study group exercise from JobTestPrep :

Group Exercise 1

And here’s a more in-depth, business-related group exercise from AssessmentDay :

Group Exercise 2

Get even more examples and the best assessment centre group practice exercises here !

Group exercises top tips video

Have a watch of this video from Career & Skills, these are some top tips from their graduate recruitment team…

5 pro tips to stand out at assessment centre group exercises

#1: contribute but don’t dominate.

It’s very important that you speak up and make your voice heard during the group activity.

Recruiters are assessing your contribution to the group, so if you stay in the background and let others lead the discussion, you won’t get the marks.

But at the same time, no employer is looking for someone who’s loud, overbearing and dominates the conversation.

Make sure everyone is included equally and gets a chance to speak, and if you notice someone sitting quietly and not saying anything, encourage them to contribute.

Be aware of your personality and be mindful of others in the group. If you’re naturally quite shy, or tend to be more aggressive, then you need to adjust your communication style to find a balance between the two.

#2: Follow instructions carefully

Read the brief thoroughly before you start and make sure you’re clear on the instructions. Ask for clarification if you’re unsure about anything.

During the exercise, try not to let the discussion get carried away or off topic.

You’ll want to stay totally on track with the brief you were given, so prioritise what topics or discussion points need to be worked through, and stick to them. Keep the time limit in mind!

#3: Do your research beforehand

Get more marks for your commercial awareness by finding out about the employer and role you’re applying for.

Show that you understand the company, what they do and what they value by using that information during the exercise and relating it to the task at hand.

Assessors are looking for people who not only understand the business and industry, but who also act appropriately for the role.

Make sure you offer suggestions and recommendations that make sense for the company and for its specific business environment.

#4: Don’t be afraid to take the lead

While it’s essential to not dominate the group or boss people around, you should still try to show your leadership skills in natural and positive ways.

For example, offer to keep track of the time at the beginning of the exercise, or proactively include other group members in the conversation by asking them what they think.

This shows you have initiative and don’t mind taking on responsibility, which can make you more memorable to assessors and give you a valuable leg-up over the competition.

#5: Practice, practice, practice!

And of course, the best thing you can do to prepare yourself for your assessment centre group exercise and stand out from the crowd is to practice.

Gather some friends together and work through the group exercise examples above, and then find even more practice exercises here .

You’ll get more confident, calm and comfortable with the exercise, which in turn will help you perform better on the day.

Some more guides to help you succeed…

• Numerical Reasoning: Numerical Reasoning Test Guide: 5 Proven Tips to Succeed
• Verbal Reasoning: Verbal Reasoning Test: What You Need to Know to Pass
• UKCAT: UKCAT Test Guide: 4 Secrets to UKCAT Success 2020
• Watson-Glaser:  Watson-Glaser Test: Everything You Need to Know to Pass
• Mechanical Comprehension:  Mechanical Comprehension Test Guide 2020

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EPSO Case Study: A Quick Guide

You definitely have come far when you are down to taking an EPSO Case Study. After contending with a number of selection procedures, you have finally come and passed through the first initial tests. However, the journey is still not over.

You are now in the assessment centre phase. That means you have met the eligibility requirements and scored one of the highest overall combined marks for the preselection tests. It is time then to test your general and specific competencies through four tests. One of those is the case study.

As you have come far already, let us not put your efforts to waste and ace the EPSO Case Study test. We have written down some of the fundamentals that you must know before taking the test, ensuring that you’ll enter the competition not as a deer in the headlights. So let us cut to the chase and dive in!

What Is EPSO Case Study All About?

The EPSO Assessment Centre is where all of your preparations have come down to. Here, you will be assessed for your ability to work both in teams and independently. In the case study exam, you will be tested on the latter.

However, before going in deep, it must be noted that not all competitions have a Case Study. So, it helps to check what kind of competition you are in before proceeding. For some AST competitions, for example, the case study is often replaced by an In-tray exercise.

Moving back, the Case Study is not eliminatory—unlike some of the tests you have to take. But this does not mean that you must not give it your all. Among all of the exercises done in an assessment centre, the Case Study holds 39% of the wright, followed by an interview with 28%, while the rest—Competency-based Interview, Oral Presentation, Group Exercise—holds 11% each. Furthermore, those competitions where the professional competencies are only scored with the Case Study, then your score has to exceed the pass mark.

EPSO Case Study Competencies

As mentioned, the assessment centre tests seek to assess a couple competencies that one must possess in order to have a successful career within the environment of European Institutions. Now, what are the competencies that you need to focus on when taking this particular test? They are:

• Analysis and Problem Solving – the ability to identify critical facts in complex issues and develop creative and practical solutions.
• Delivering quality and Results – the ability to take responsibility and initiative for delivering work to a high standard of quality within set procedures.
• Prioritising and Organising – the ability to prioritise the important tasks, work flexibly, and organize own workload efficiently
• Communicating – the ability to communicate clearly and precisely both orally and in writing.

AST EPSO Case Study

For those taking the EPSO Case Study under the AST Competitions, you can expect the test to cover about what is expected of an assistant at the EU institutions depending on the profile you are applying for. As such, you can gather how the test will involve information related to the task that you will perform for the job.

To give you a rough view, assistants at the EU institutions will typically be engaged in an executive or technical role in administration, finance, communication, research, or policy development and implementation. Their role is vital in the internal management of the institutions, most especially in:

• Budgetary and Financial Affairs
• Human Resources and Administration
• Information Technology
• Document Management

In order to fully grasp on what you can expect the AST EPSO Case Study test is about, it helps to go over the Notice of Competitions. It is where the specific tasks and duties are written down.

AD EPSO Case Study

Like the AST EPSO Case Study, what you can expect when you arrive at this part of the competition when applying for the AD competitions are the tasks that you will perform on the actual EU institution. Generally taking a higher position that the AST, an administrator will generally be involved in the following:

• Drafting policies
• Implementing EU law
• Analysis or advisory work

The policy sectors that an administrator covers include:

• Administration
• Communications

If this feels intimidating, you do not have to worry. All you need to do is get yourself familiarized with the tasks at hand from the perspective of a future administrator at an EU institution. Therefore, it helps to carefully go over the Notice of Competitions before taking the test.

Getting Smart with the EPSO Case Study

The EPSO Case Study is a computer-based test wherein candidates are given a relevant scenario and are faced with various problems that they have to solve or react based on the provided material. As such, this competition will attempt to mirror the frequent task for an EU official such as writing reports, recommendations and executive summaries or a topic for their supervisors.

In this test, candidates will analyse a problem, interpret data, consider alternatives and produce a written report describing their solutions or recommendations. Though computer-based, you must take note that some competitions ask candidates to produce a hand-written document.

To fully give you knowledge on what to expect, you must get yourself familiar with the following:

• Marker – the marker is a specialist in the field of the competition that will assess the case studies of the candidates.
• Assignment – this is the important document that you will receive during the case study. Here, you will find important instructions about the exercise as well as your role, the time, and the questions that you are about to solve. Here is a sample of the assignment from EPSO:

• Essay – After you have received and carefully read the assignment, it is then time that you proceed to writing the essay. The essay is the most important component of this test; therefore, it must be delivered with utmost clarity. To do that, a tight essay structure must be in place. This will guide you to organize your thoughts properly while giving you the space to provide a well-rounded and thought out view on your answers. The recommended structure that you may apply in the case study goes like this:
• Short Intro
• Title of your answer to the first question
• Title of your answer to the second question
• Title of your answer to the third question
• Final Conclusion

This structure will easily show your answers to the markers.  It will clearly showcase your solutions to the problem without giving people a hard time to look for and understand them.

Furthermore, writing an Introduction and a Conclusion will give the impression that you are not pressed for time since it rounds the essay with a beginning and an end.

We recommend that the length of your essay should be around one page per requested topic outlining three positive aspects about the selected solution and one negative or questionable aspect and putting those in balance. Make sure that through your report, you have demonstrated the two (for Administrators) or four (for Assistants) key competencies assessed in the case study.

EPSO Case Study Examples

In order to practice what you have just learned, then a good mock case study is for you. However, you must note that case studies are profile specific. They range according to Audit, IT, Policy Writing, Finance, and more. So, make sure you check properly the profiles just as you check the how-tos of the test.

Here is a mock case study from EPSO:

http://europa.eu/epso/doc/archive/apply/sample_test/pdf/casestudy2_en.pdf

EPSO Case Study Preparation

To further up your preparation, we have compiled some of the tips that will be useful for the case study you are about to take:

Get to Know Europe – Familiarize yourself with Europe—from the EU issues to the EU Institutions. This way, you can quickly understand the context of the simulations given to you.

Read Up the Notice of the Competition – Go back to the notice of the competition since this will give you an overview of the kind of role expected for the certain position you are going for within the EU institution. As mentioned above, the subject of the case study reflects the tasks and duties expected of the position you are going after—either as administrators or as assistants.

Take Mock and Demo Tests Online – Part of the preparation process is practice. In fact, it is one of the most vital component whenever you enter an EPSO competition. You can visit several websites available online that provide mock exams and demo tests. You can even visit EPSO’s main website itself and answer the sample tests they have provided. This will give you enough background to know how the case study will go as well as a hands-on experience in taking the case study exam.

Go Over the Instructions – During the actual test, always remember to read the instructions/assignment carefully. Make sure that you understand the mission, the question, and your role. Never allow yourself to forget about the given information. Remember that every piece of information counts. Do not take anything for granted.

Practice Speed-reading – Since there is a time limit, you must effectively communicate what you want to say with the correct information backing it up. By speed-reading, you will understand fast as well as answer correctly. It will also take off the burden of time-pressure from your shoulders, allowing you to think more clearly.

Improve Your Writing – Brush up on your writing skills. Make sure that you can communicate your ideas clearly and concise, while not losing touch of some creativity that will catch the attention of the marker. Here are further tips that will help you write well:

• Outline, Outline, Outline – Nothing makes your essay flow well than an outline. Here, you can see the skeleton and an overview of your essay. It will keep you from going off track as well.
• Write Your Main Ideas – Write down the key sentences in every paragraph before the rest. This way, you will stick to the point without veering off.
• Plan Your Time – Though the competition already has a time limit, you must set the given time properly as well. Always make room for a couple of minutes for rereading and revision. This way, you can correct some typos while eliminate those that do not serve your essay.
• Simplicity Is Key – Make your sentences as simple as you see fit. Do not overburden yourself and the marker by writing long-winded sentences that may not see the end of the day. Make sure that your sentences are understandable and serve their purpose.

© Epso Training 2020

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Assessment Group Exercise Examples: Tips & Practice Tasks

What are assessment group exercises.

Group exercises are a common part of an assessment center , and there are several different types of group exercises that might be used.

A group exercise can take place at an in-person assessment center, and they can also be used during a virtual session too.

At the assessment center, you will be put through your paces in different ways so that the recruiters can evaluate your skills and abilities in work-related situations. Group exercises usually involve groups of 8-10 people put together to work on a problem and come up with a solution.

Importance of Group Exercises in the Assessment Process

Although you are being evaluated through the whole assessment center by the hiring team, it is during the group exercise that interpersonal skills like teamwork and communication will be evaluated.

Group exercises are important because they put you in a work-related situation so that the recruitment team can see how well you work with others.

They will be interested in your communication style, your listening skills, and what teamwork or leadership skills you have.

The skills and abilities that are assessed are so important in creating a great working atmosphere and developing a positive workplace culture.

Assessment Group Exercise Examples

Below are some example group exercise tasks you might be asked to take part in. They are categorized into case studies and scenario-based tasks, problem-solving and decision-making tasks, role play and simulations, and team building and collaboration activities.

Be sure to familiarize yourself with each type of group exercise and recognize the skills being assessed for each.

Case Studies and Scenario-Based Tasks

These types of tasks are some of the most common that you will be assessed using, and they require everybody to participate to come up with a solution. It is important to remember that during this type of group exercise, it is not about getting the ‘right ‘ answer - in some cases, there might not be one - but about getting to a solution in the right way - through great teamwork.

Case Study Example 1: Market Expansion

Situation: You are a marketing manager at a successful small-medium enterprise that produces organic skincare products. Your company wants to expand its market share to a new geographic region - South Asia.

Task: Develop a comprehensive marketing strategy for this expansion. Consider the unique characteristics of the target market, potential barriers to entry, competitive landscape, cultural factors, and the marketing mix (product, price, place, promotion).

Case Study Example 2: Financial Analysis

Situation: You are a financial analyst at a large corporation. Your boss has given you the recent annual reports of two competing companies in your industry and asked you to analyze their financial health.

Task: Analyze the financial reports and make a comparative assessment. Your analysis should include key financial ratios, profitability, liquidity, solvency, and operational efficiency. Based on your analysis, provide a recommendation on which company your corporation should consider for a potential merger and acquisition.

Scenario-Based Task: Conflict Resolution

Situation: Imagine you are a project manager, and two of your team members are having a disagreement about how to approach a critical aspect of the project. One member believes the team should follow the original plan, while the other member has come up with a new method that could potentially save time but carries some risks.

Task: Describe how you would handle this situation. Include how you would communicate with each team member, the steps you would take to understand the issue, how you would involve the rest of the team (if at all), and your final decision-making process.

Scenario-Based Task 2: Product Development

Imagine you are a product manager in a tech company. You have been asked to develop a new feature for the company’s app that will improve user engagement.

Task: Draft a product development plan that outlines the objectives of the new feature, the steps involved in developing and testing it, a timeline for completion, and a strategy for its launch and promotion. Also, include a plan for gathering and incorporating user feedback after the feature is launched.

Problem-Solving and Decision-Making Exercises

Problem-Solving and Decision-Making exercises are designed to assess your critical thinking, analytical skills, and your approach to solving problems and making decisions. Here’s what you can typically expect from these exercises, and what skills are being assessed:

Problem-Solving

This is often about having a topic for discussion and trying to solve a problem about it. It might be relevant to the workplace, or it might be something else completely - but whatever it is, you will be expected to work together to find a solution.

Taking a leadership role might seem like a good idea in this sort of exercise, but remember that it is just as important to be able to delegate rather than take over. You want to be confident in the ideas that you are sharing, but you also need to remember that other people have valid input that should be listened to.

Problem-Solving Task Example:

You’ve been hired as a project manager at a software development firm. After a few weeks, you realize that projects are consistently falling behind schedule. What do you do?

Decision Making

In your group, you might be presented with a scenario that has a few potential courses of action to take that might solve the problem. In your group, you will have to come to a reasoned decision about what the next steps should be, and you might have to present the answer to the assessor.

What is important here is making sure that you are negotiating well with everyone, and that you are actively listening to the input of other people on your team. You don’t want to consistently have the spotlight on you, but if nobody else is taking the lead then you should. Make sure that you keep an eye on the time, as these sorts of exercises can become lengthy.

Role-Plays and Simulations

In a role-play simulation, you will often work with the assessor, who will be portraying someone like a customer or a client. You might be expected to present a report to them, or try and convince them to sign up for a new proposal, for example.

In this sort of exercise, you will be expected to quickly learn some information about the company and about what they want to sell, before you speak to the ‘client’. The assessor is not just going to blindly agree to your proposal - they’ll make it a challenge, and ask some questions that are designed to get you a bit flustered. You need to be able to negotiate well here, show leadership, and work well with the rest of your team to show the client why they should buy whatever it is that you are selling.

Role-Play Example:

Scenario: You are a customer service representative at Techtronics, a company that sells electronics online. A customer, Mr. Johnson, calls in, upset about receiving a damaged laptop that he ordered from your company.

Customer Script (Mr. Johnson):

Mr. Johnson: “I’m extremely upset! I was excited to receive my new laptop today, but when I opened the package, I found the laptop damaged. This is completely unacceptable. I need this laptop for my work. How are you going to fix this?”

The simulation exercise is another workplace scenario, but it might involve something like everyone in the group representing different business departments trying to make a decision about something such as a new security system.

You’ll have some data and information about the way your department works, and you’ll be expected to work through the meeting in the way you would if you were employed in that department. This is about professionalism, teamwork, and also good commercial awareness.

Team-Building and Collaboration Activities

Team building.

Team building exercises tend to be the ones that are considered a bit much - but icebreakers can be about so much more than just getting to know each other. Perhaps you will be asked to introduce yourself to a stranger in the room and learn something about them that you will later share with the group.

These exercises are about confidence and self-awareness, but also about being able to leave your inhibitions at the door and immerse yourself in a new experience. It is about being able to get past that initial nervousness and pay attention to your teammates - so it is important to get past that initial cringe factor.

Collaboration

Many businesses favor group exercises that are related to the workplace, making them more specific and relevant evaluation scenarios - but that doesn’t mean that collaboration activities are done. You may still be asked to build the tallest tower with office supplies.

In these activities, one of the most important things is to get started. Many groups lose out here because they are so busy planning, they forget to do it. It is a collaboration activity, not a theoretical discussion, so don’t chat or plan for too long.

How are you scored?

The scoring on the group exercise depends on many factors - what the employers are looking for in a candidate, what the other applicants are like, and what activities you are doing.

To get a good idea about what the recruiters are looking for in candidates during the group exercises, you should check out the skills listed in the job description and look for clues in the core values of the business.

What skills are employers looking for?

In general, during an assessment center, employers are looking for:

• Verbal communication skills
• Active listening skills
• Being polite and inclusive
• Confidence (but not dominance)
• Actively encouraging others
• Working as a team
• Time management
• Negotiation and persuasion
• Positive mindset

These can all loosely be termed as interpersonal skills, and these are the specific soft skills that govern the way we interact and work with others. Interpersonal skills will help build and develop a positive working environment and the recruitment team will be looking for candidates who will enhance the company culture.

Tips To Prepare for Assessment Group Exercises

Group exercises can be nerve-wracking because they are unfamiliar - but there are certain things that you can do to prepare yourself and things that you can think about before you go.

Effective Communication Skills

If you want to demonstrate your communication skills, then you need to think about all the different ways that you are communicating. You want to make sure that you are contributing to the discussion, but not completely dominating it. Try to encourage other people to join in - be polite and make sure to refer to them by name because this makes you come across as thoughtful.

Active Listening and Collaboration

While you might think that your ideas are the most important, the other participants might have different viewpoints or have more information that you should listen to.

Active listening is not just staying quiet until it is your turn to speak - instead, you want to show that you are listening through non-verbal cues like eye contact and nodding, and confirm that you have understood what you have heard by repeating it back to the speaker.

Collaboration is key to a group exercise, and active listening is a big part of that.

Critical Thinking and Problem-Solving

While you might be focusing on your teamwork, leadership, and communication skills, you will often be solving problems and making decisions - so you need to be thinking critically about all the situations that you are in.

Not all the scenarios will have a ‘right’ answer, but you need to be prepared to make the best out of the information that you have to hand.

Time Management and Organization

The group exercises have a time limit - which is normally only 20-30 minutes.

This is not a lot of time to speak to others and get to understand their point of view, especially in a complicated scenario or in a role-play - so it is important that you stay organized so that you can keep an eye on the time passing. You might want to delegate that role to a member of the team or take it on yourself.

Demonstrating Leadership Qualities

Leadership isn’t just about controlling the action - you will also need to be able to delegate roles, encourage others, negotiate, and be supportive.

Some roles need strong leaders, and the recruitment team wants to be able to see that you can take charge when needed, but also step back and let others take over.

Familiarizing Yourself with Common Exercises

The exercises above are the most common when it comes to group activities - so make sure you have a good idea of what might happen. Get familiar with what these exercises are like, so that you know what to expect and so that you can take part effectively.

Practicing with Mock Exercises

Practice makes perfect, and you can have a go at different exercise types at home by working with family and friends.

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The Full Guide to Investment Banking Assessment Centers

If you're new here, please click here to get my FREE 57-page investment banking recruiting guide - plus, get weekly updates so that you can break into investment banking . Thanks for visiting!

Over time, investment banking recruiting has become more impersonal with developments like HireVue interviews , online tests, and recruiters conducting the initial screens .

People often complain about how it’s impossible to make a “good first impression” in a pre-recorded video or when speaking to a hapless recruiter.

Ironically, though, the most personal part of the recruiting process – the assessment center – also generates many complaints.

If you’re about to attend an investment banking assessment center, you can look forward to a fun-filled day of activities, case studies, group exercises, and even more interviews and verbal/math/logical tests.

When everything moved online for a few years, people predicted the end of assessment centers, but they adapted and survived – and I think they’ll become even more important in the future:

What is an Assessment Center, and When Should You Expect One?

Investment Banking Assessment Center Definition: The assessment center (AC) is the final step in the IB recruiting process in places like Hong Kong, London, and other parts of EMEA ; it requires you to complete online tests, case studies, group exercises, and specialized tasks in addition to standard interviews.

An AC is broader than the typical Superday in the U.S. since you complete a wide range of tasks beyond standard 30-minute interviews.

At some banks and groups in the U.S., candidates memorize obscure technical questions, and interviewers ask about these topics and dig in until they find something the interviewee can’t answer.

But this behavior is less common in any region that uses ACs.

You’re better off developing a broader set of skills , such as how to work in a group, prioritize emails, and give a simple presentation, rather than memorizing technical details.

In regions like London and Hong Kong , ACs are used for investment banking , sales & trading , and other areas at banks and consulting firms.

I will focus on the investment banking AC here to avoid turning this article into a novella (for S&T tips, see the article on rates trading ).

Banks mostly use assessment centers to recruit university and Master’s students for internships and full-time roles, so you’re much less likely to attend one if you’re a lateral hire or you’re at the MBA level .

ACs sometimes come up when you apply for off-cycle internships , but it depends on your timing and how many others apply at the same time.

OK, But Why Do Investment Banking Assessment Centers Exist?

Banks use ACs to make sure that candidates are competent and qualified in real life – not just on paper.

When you apply for IB roles in a place like London, you must submit an online application, go through an initial interview or HireVue, submit competency questions, and complete online tests.

These eliminate a certain percentage of applicants, but plenty of people cheat on these tests, take them in pairs, or use tools like ChatGPT to do the work for them.

But even beyond these problems, these tests are inherently limited because they have little correlation with on-the-job performance.

Traditional investment banking interviews are also deceptive because some people are great at BSing their way through a 30-minute discussion, even if they’re terrible at the job.

But it’s much harder to deceive your way through an assessment center because:

• You must be there in-person , so it’s easy to tell if you’re cheating (and even if it’s “virtual,” you’re still doing everything in front of other people).
• You must work with other humans for at least part of the AC, which means you can succeed only if you work in a team.
• Finally, you must complete tasks similar to the ones in banking – the fact that you memorized the WACC formula means nothing if you can’t use the concepts to advise a client.

The best way to assess someone is to give them a 10-12-week internship and see how they perform, but that is expensive and impractical for thousands of applicants.

So, ACs act as a bit of a compromise:

If you’re wondering why assessment centers are universal in London but not in the U.S., I am not 100% certain.

My guess is that banks want to standardize the process and properly compare applicants since students there come from many different countries, educational systems, etc.

This is less of a problem in the U.S. because most applicants have attended university in the country, so there are fewer “cross-cultural communication” issues.

What to Expect in an IB Assessment Center

The structure, timing, tasks, and number of candidates vary by bank, but you might expect something like this:

• Number of Candidates: A few dozen in a single day (maybe 30 – 40 total).
• Universities: Expect heavy representation from the top U.K. and European target schools (Oxbridge, LSE, Bocconi, IE, HEC, etc.) along with a few students from semi-targets and non-targets.
• Offer Rate: Around the same as a Superday; expect something in the 20 – 40% range.
• Total Time Required: Around 4 – 6 hours (excluding transportation time).
• Interviews: Expect 2 – 3 interviews for 60 – 90 minutes total.
• Online Tests: They may ask you to take or re-take one or more of the earlier tests, which could consume another ~30 minutes.
• Other Tasks: They might ask you to complete something specialized, like an in-tray exercise (see below), which could take another ~30 minutes.
• (Group) Case Study: Expect a solo or group case study that might take 45 – 60 minutes. If they give you both a solo and a group case study, this will be more like 90 – 120 minutes.
• Social/Networking: Finally, there may be a networking panel or “social event,” such as a group lunch, which will take another 30 – 60 minutes.

Before you go through any of this, one simple tip is to arrive as early as possible , even if it means camping out at a coffee shop nearby.

If you’re even a few minutes late, you might be eliminated before the festivities begin!

Some of the AC tasks above are simple, while others require more explanation:

IB Assessment Centers, Part 1: Interviews

There are no huge differences here, but expect interviewers to do more cross-checking to verify that you’re telling a consistent story – since they can easily compare notes.

You’re also more likely to speak to senior bankers than in the first rounds.

You might also want to do some firm-specific research (e.g., look up a few recent deals), especially if you only have 2-3 ACs rather than 10 or 15.

Honestly, though, if you are prepared with your story , fit/behavioral questions , and decent technical skills, you shouldn’t kill yourself with even more prep.

IB Assessment Centers, Part 2: Re-Taking the Online Tests

It’s very easy to cheat, so banks may give you slight variations of the same tests on-site, with no internet access, to verify your scores.

The questions resemble the ones you might find on the GMAT or the “mental math” questions common in sales & trading interviews . Here’s an example:

Q: Suppose that the market value of the real estate in France increases by 10% next year. How much would it be worth?

A: There’s 540 total, so 540 * 10% = 54, and 54 * 5% = 27.

Therefore, the value of real estate in France is currently 3 * 54 + 27 = 3 * 50 + 3 * 4 + 27 = 150 + 12 + 27 = 189.

10% of 189 is 18.9, so the value would increase to 189 + ~19 = ~208 next year.

These questions are not difficult, but they can be challenging to finish within the time limit (often 15 – 30 minutes per test), so you need to practice repeatedly.

Some banks, like JPM, also give “Situational Judgment Tests” (SJTs), where they describe a work situation and ask how you might respond (in multiple choice format).

IB Assessment Centers, Part 3: E-Tray / In-Tray and Other Specialized Tasks

These exercises give you 5-10 minutes to read files or information about a client or ongoing deal.

Then, you’ll start receiving “simulated emails” that you’ll need to respond to (via multiple choice questions), and you might have to explain or justify your decisions afterward.

For example, you might get an urgent client request, a VP’s request to schedule a meeting for a potential client, and the same VP who wants to know the dates of an upcoming IPO roadshow .

You must prioritize and respond to these emails using the information you gathered in the beginning and common sense (i.e., client requests matter more than internal ones).

The most common mistakes here include ignoring or overlooking information and forgetting about date and time conflicts .

In the scenario above, for example, you wouldn’t want to schedule a VP’s potential client meeting on any of the same days as the IPO roadshow.

NOTE: It appears that these exercises may be less common now (as of 2023). ACs seem to have shifted to interviews and case studies, but feel free to leave a comment and clarify this point if you’ve completed one recently.

IB Assessment Centers, Part 4: Presentations, Case Studies, and Group Exercises

If you’ve already done well enough to make it to the AC, you can probably handle everything above with ease – but the case studies are a different story.

The two main variants here are solo exercises and group exercises .

If it’s a solo exercise, they might give you 30 – 60 minutes to do something like:

• Read information about a company and draft a profile in PowerPoint .
• Complete a modeling test , such as a simple merger model , the Enterprise Value bridge calculation , valuation multiples, or credit stats and ratios in different scenarios.
• Complete a pencil-and-paper test for the tasks above to test your understanding and arithmetic skills.
• Read about a company and draft a report , similar to an equity research report , describing its key risks, opportunities, and current valuation.
• Read about several target companies and recommend the best acquisition for the larger company you are advising.

You should not expect a detailed financial modeling test or other Excel interview test ; these short case studies usually involve “back of the envelope” math.

The 3-statement model and LBO modeling test on this site are highly unlikely, as they’re too complex and require too much time to check.

If you want example of solo case studies, please see:

• This assessment center case study based on a simple merger model .
• A few sample “company profile” slides in different formats .
• This qualitative M&A case study, inspired by an assessment center .

The group exercise , which might last 45 – 60 minutes, is more likely to involve advising a client or potential client:

• Of target companies A, B, and C, which one should Company X acquire?
• Should Company Y raise debt or equity to expand into a new region?
• Of acquisition offers D, E, and F, which one should Company Z accept?
• Should our bank onboard Company Q as a client? Why or why not?
• Which M&A process should Company W follow if it wants to sell? Targeted or broad, and should it sell to a strategic or a financial sponsor ?

As with the solo exercises, complex Excel work and financial models are unlikely.

The “answer” and its reasoning are also straightforward in most cases.

If you want to see an example, look at this debt vs. equity case and the logic – any test you get in real life would have even simpler numbers.

The best advice is to be structured, boring, and simple ; people do poorly when they fail to state the answer upfront or make it overly complicated.

Since the numbers and logic are simple, the real test is evaluating how well you work in a team. Some tips include:

• Strike a balance between being quiet and talkative. For example, aim to contribute one targeted comment or question every 3-4 minutes, but never speak for 3 minutes straight.
• Volunteer for the “boring tasks,” such as keeping time, taking notes, and assembling the final presentation, since you want to come across like a team player.
• Avoid interrupting others or being negative, even if they say something incredibly stupid or ridiculous.
• Bring others into the discussion, especially team members who have been quiet.
• Use everyone’s first names as much as possible to show your attention to detail and personal touch.
• In the final presentation , make sure everyone has at least some speaking role, even if it’s short.

There is no great way to practice these group exercises, but there are some tricks for improving (see the bottom section of this article).

What Happens After the Assessment Center?

As with the Superday, you’ll generally hear back quickly if you’ve won an offer, but it can sometimes take a few weeks; all you can do in the meantime is follow up occasionally.

If you have your interviewers’ contact details, it’s worth sending a few quick, personalized “thank you” messages.

Finally, you should also write down as much as you can remember about the exercises, interviews, and case studies at the AC immediately after you finish , so you have it as a reference for your next one.

How to Practice and Prepare for Investment Banking Assessment Centers

Assuming you’ve legitimately prepared for the initial interviews, you shouldn’t “need” much additional work. Dozens of articles on this site have tips, and you can get even more details in the IB Interview Guide .

For the online tests , we recommend JobTestPrep and the packages they offer for the verbal, math, logic, personality, and other tests (yes, this is an affiliate link, so I earn a small amount if you buy something through it).

For the case studies and group presentations , I recommend the following:

• Complete 3-4 solo practice case studies on company profiles, acquisition recommendations, debt vs. equity, and evaluations of recent deals. It’s worth spending 10 – 15 hours on this, but I don’t think you need to spend 40+ hours on it.
• There are several examples of AC-style case studies in the Interview Guide, but you can also create your own case studies based on news and recent deals.

For example, if you see that Company X recently raised debt or issued equity, download the company’s most recent annual report, give yourself 60 minutes, and write a quick evaluation of whether this was the right decision.

• Speed and simplicity are crucial. It’s much better to be 50% correct and 100% finished rather than 100% correct and 50% finished.

For the group dynamics, one option is to join a student investment club or case competition and go through the required teamwork there.

The best way to practice, though, is to keep doing assessment centers until you see the same scenarios repeatedly.

By the end, you’ll wonder why they seemed scary – as they become repetitive rather than intimidating.

About the Author

Brian DeChesare is the Founder of Mergers & Inquisitions and Breaking Into Wall Street . In his spare time, he enjoys lifting weights, running, traveling, obsessively watching TV shows, and defeating Sauron.

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• Apr 9, 2018

9 Assessment centre exercises & practical steps to select the right combination

By Admin Assesshub

• Meeting and briefing session
• Competency-based interview

What actually happens in a Competency Based Interview?

• Psychometric assessments
• Group-based exercises
• Team working abilities, leadership potential and the ability to influence.
• The quality of ideas as well as the ability to consider the same issue from different perspectives.
• The ability to put forward their ideas and influence the other members of the group.
• A participant’s standard of communication, social skills, interpersonal skills – ability to listen, convince, mediate & confidence
• Problem solving abilities that suggests whether they are able to arrive at an effective conclusion within the provided timeframe.
• Critical thinking ability as well as decisiveness.
• Presentation exercise
• Organise and structure points effectively
• Communicate ideas clearly and concisely
• Analyse the information presented and the quality of the solutions/recommendations made.
• Public speaking ability, persuasion and influence
• Ability to interpret and relay information
• Confidence and ability to stay calm under pressure
• Case study exercise with written report
• Role play exercises

What are participants of Role-play exercises assessed for?

• Inbox/in-tray exercise

What happens in an in-tray exercise?

What skills are assessed with an in-tray exercise.

• Situational judgement test

What happens in a Situational Judgement Test?

What will you assess with a situational judgement test.

• The ability to communicate and influence, people skills
• Planning, organizing and result orientation
• Analytical thinking & Decision making skills
• Ability to cope with challenging situations
• Customer service orientation

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Case Study Exercise Tips for Assessment Centres or Interviews

Assessment centres have become one of the most popular and accurate predictors of which candidates are the right fit  for the job, with case study exercises becoming one of the most common tasks candidates will face.

Assessment centres test the suitability of potential employees through a range of exercises over an extended period of time, with case study exercises providing a crucial stage in determining the best candidates. But case study exercises are also commonplace in other forms of interviews, so it’s best to be fully prepared just in case.

Here we take a closer look at what this task involves, and highlight some top tips for case study success.

What is a Case Study Exercise?

Designed to simulate a real work situation the case study generally revolves around a particular scenario which the candidate is expected to deal with.

The scenario will be relevant to the industry the organisation is part of and to the specific post you are applying for (case studies are particularly popular within the finance, banking and accountancy sectors).

Having been presented with an information pack outlining the scenario candidates are then expected to work individually or in a group to determine the best course of action. Reasons must be given for the recommendations and evidence presented to support them.

Skills being tested include the ability to quickly and effectively interpret information and the capacity to develop a robust plan of action. Where the task is undertaken on a collective basis employers are testing candidates team working and leadership skills.

Preparing for the Case Study Exercise

You are unlikely to discover the exact nature of the exercise until the day of the assessment centre, but it is still possible to carry out research in advance.

• Carefully review the company’s graduate recruitment information and check out their website for possible case study examples.
• Also read around issues within the relevant industry and business topics currently making the news. Practice skills such as speed reading, analysing large amounts of information and mental maths so that you are able to engage them quickly on the day.
• Also, investigate the possibility of working with a professional career coach who can give specific advice tailored to address your particular situation.

Performance on the day

Although you may feel under pressure, it is important to relax and take enough time to fully digest the background information you are given.

• Carefully review the scenario and ensure you understand what is being asked of you. Diving straight into the task may feel dynamic but this approach risks missing the whole point of the exercise.
• Try to divide the task into manageable chunks and set deadlines for completion of each stage. This will ensure you keep on track in terms of timing which is crucial.
• If working in a group , encourage the assignment of roles such as note taker and time keeper- this is how it would be in a real-life office environment.
• Be proactive in your style of engagement with others but don’t take over completely. Participants are observed throughout and while employers certainly don’t want to employ a ‘shrinking violet’ type character they also tend to steer clear of people who are overtly dominant.
• Stay focused on the objectives of the task. If you think the group is veering off track, remind them about the overall goals. Play a key role in the communication of the group findings and ensure that the presentation delivered is clear yet concise.

Case studies should follow a logical order – brief outline of scenario, issues discussed, summary of conclusions and recommendations. Knowing this means that you can be as prepared as possible for any case study exercise that comes your way.

Remember that everyone is being tested on the unfamiliar, and so any research preparation you have undertaken will help you perform on the day.

For more tips to succeed at assessment centres and all types of interview contact the experts at Interview Skills Consulting.

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Interviews and assessment centres

Coping with case studies for graduate jobs.

targetjobs editorial team

25 Jan 2023, 13:39

Our tips on how to prepare for an assessment centre case study exercise will help you show graduate recruiters how well you could perform in the job.

Case studies at graduate assessment centres allow an employer to see you in action. An interview is all about you telling recruiters what you can do; the case study is about showing them, and so it’s arguably one of the fairest and most realistic components of a typical assessment day.

What do graduate assessment centre case studies involve?

The case study exercise can be for individuals or groups. You will usually be given some information about a work-related scenario and invited to examine the evidence before presenting your findings and solutions – either verbally (in a presentation or case study interview) or in written form. You may also be drip-fed additional information to assess and respond to throughout the allocated time.

At virtual a assessment centre, candidates are usually sent to a part of a platform to view the case study briefing pack before joining the rest of their group in a breakout room.

• Discover what virtual assessment centres involve and how best to approach them

Example assessment centre case study exercise 1

The following group exercise is a genuine investment case study. Candidates have to work together to find answers and respond to incoming news and data. They then have to make a presentation to a ‘management board’.

A publisher of scientific journals and books is looking to make a significant acquisition. It has identified a target company and approached a number of investment banks for their views on the merits of a potential deal and a target price. Based on these presentations, the publisher will decide whether to proceed with a bid and, if so, select one bank to act as their adviser.

Your team is one of the investment banks bidding to win the mandate. You need to: analyse the figures provided; to review the marketplace, your potential client (the publisher) and the target company; and to prepare a five-minute presentation giving your recommendations, eg whether to go ahead, go ahead under specific conditions etc.

Example assessment centre case study exercise 2

This is a similar example of a case study used for commercial and marketing graduate programmes. In this case, the groups are given a pack with details of the product range, sales figures, marketing campaigns and news clippings. The basic problem in this type of scenario is that a product range or the company receives some negative publicity on the eve of a new product launch or marketing campaign; assessors are interested in whether and how you would respond to it.

You are a member of marketing team at the global organisation, Choc-O-Lot Ltd. It manufactures and distributes chocolate products throughout the UK and Europe. Its flagship bar is ‘Dairy Dream’, but the business has expanded rapidly over the past eight years, launching new products and diversifying into new areas (such as running chocolate-themed experience days). The company is planning a huge brand relaunch. Just as Choc-O-Lot is about to launch a marketing campaign, an article appears in the national press alleging that Choc-O-Lot treats its workers, and members of its supply chain, poorly. It is widely shared on social media, with calls for a boycott. What would you do?

Tips for preparing for the case study exercise in advance

• Read the organisation’s graduate recruitment literature and check its website for sample case studies and recent press releases. Try to get a feel for the type of work it’s involved in and the kind of business decisions it has to make or advise clients on. Read up on issues affecting the industry the employer works in; it might give you an advantage when evaluating options.
• Practise your mental arithmetic, as you may have to demonstrate your quantitative ability without a calculator.
• Practise mock case study exercises. Go to AssessmentDay , our commercial partner, for free and paid-for example case studies. Check, too, with your careers service, as many run workshops on how to successfully prepare for case study exercises.

Get the insights and skills you need to shape your career journey with Pathways. Informed by years of conversations with recruiters, this course will give you the best tips and resources, allowing you to feel more at ease presenting to others.

Tips for approaching the case study exercise on the day

• Be clear about what you’re being asked to do. Understand what the problem is, what your role is and what your objectives are.
• Start by reading through the information pack and assessing which parts of the information are relevant – you should be able to annotate the pack. Then, you might want to list key points to be considered when coming to your solution or to brainstorm possible solutions, before considering the pros and cons to each one.
• Manage your time to ensure you complete the exercise. If you’re working in a group you could volunteer to be the timekeeper or ensure that someone else takes on this role. Allow time to prepare for the final presentation at the end of the session, if one is required.
• If you’re working in a small group you could divide up the tasks between you. You could nominate someone to assess any new information passed to the group during the course of the exercise. You could also nominate a note-keeper.
• In a group exercise, don’t dominate but do contribute to discussions. Articulate what you’re thinking so the assessors can see how you approach problems. Ask for more information or clarification if you’re unsure.
• Don’t lose sight of your objectives. The final presentation or written report should be relevant, clear and concise, and should include a summary of your conclusions and recommendations.

Tips for great presentations at graduate assessment centres

• Make sure the presentation is delivered in an appropriate style for the target audience. If your briefing scenario states that you are presenting back to a client, address the assessors as if they are clients. Consider what they are likely to know about the industry and what they don't know.
• If you are asked to make a recommendation or give a view, make this the start point of your presentation, and then present your reasoning and analysis.
• Think carefully about who and how many people will present back – switching between presenters needs to be quick and slick. If you don’t present back, nominate yourself as someone who will respond to questions.
• How to structure and deliver a great presentation at an interview or assessment day .

targetjobs editorial advice

This describes editorially independent and impartial content, which has been written and edited by the targetjobs content team. Any external contributors featuring in the article are in line with our non-advertorial policy, by which we mean that we do not promote one organisation over another.

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• Case studies, interviews, group exercise, role play, in-tray
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• Online access to practice resources

What Is an Assessment Day?

The assessment day is often (but not always) the final stage in the application process. Assessment days can take place at the employer’s offices or at a private assessment centre. You are evaluated through a series of individual and group tasks, all of which are aimed at giving the employer a rounded profile of your competencies as well as insight into your performance in the workplace.

Assessment days usually run four to eight hours over a period of one or two days, although mass recruitment campaigns are sometimes a three-day process. The exact schedule for each employer's assessment day varies according to the position for which the assessment is being held. Below is a review of the most common assessment centre exercises employers use in their hiring processes.

Assessment Day Sample Schedule

Online Tests

Ability and reasoning tests are usually part of the preliminary online application process. In most cases, only candidates who successfully pass these tests are summoned to the assessment centre. However, verification tests are expected at the beginning of the assessment day. You are asked to sit a shorter version of your numerical reasoning , verbal reasoning , or non-verbal reasoning test to validate your previous performance. For a complete range of reasoning practice tests, please continue to the page that discusses aptitude tests .

Case Studies

In these exercises, you are given a set of papers relating to a particular situation and asked to make recommendations in the form of a brief report. The subject matter itself may not be important (and even ridiculous at times). However, you are being tested on your ability to analyse information, to think clearly and logically, and to exercise your judgment. Read more and practise our case study exercises .

Analysis Exercises

An analysis exercise is the same as a case study. The only difference between the two is the name. Case study is more popular but you may find some companies that you apply for use the term analysis exercise. In truth, the term analysis is more correct than case study. You are not being tested on your ability to write a case study, you are being assessed on your analytic ability through means of a case study.

In-Tray Exercises

These are business simulation exercises in which you are given a full in-tray or electronic inbox ( e-tray ) with emails, company memos, telephone and fax messages, reports, and correspondence, as well as information about the structure of the organisation and your place within it. You are expected to make decisions, prioritise your workload, draft replies, delegate tasks, recommend action to superiors, and so on. This exercise is designed to test how you handle complex information within a limited time frame, thus allowing you to demonstrate your organisational and planning skills. Some employers also want to know why you have made certain decisions and may ask you to annotate items in the tray or discuss your decisions later. In-tray exercises are often a core element of the assessment centre. Read more and practise our in-tray exercise .

Presentations

Some employers ask you to prepare a short talk or presentation. You may be asked to bring a prepared presentation to the assessment centre, but usually it must be produced on the actual day. You may be given a topic for discussion or have free choice. The subject matter is not necessarily important. Rather, the assessor wants to ascertain whether you can structure and communicate information effectively; deliver a concise, fluent, and coherent flow of ideas; and be ready to tackle related questions without hesitation. 

Group Tasks

You may be asked as a group to use equipment or materials to make or do something (for example, to move a golf ball from one table to another using a paper clip and a pipe cleaner). The selectors are more interested in how the group interacts than in the quality of the finished product. Additionally, your planning, problem-solving skills, and the creativity of your independent ideas are being assessed. Read and practise our practice  group exercise . Check out the SHL group exercise preparation .

Role Plays and Scenarios

You may be asked to take part in a role-playing exercise in which you are given a briefing pack and asked to play a part that is related to the position you are applying for. The setup may include a few 'actors' in a scene of a day-to-day dilemma, placing you as the decision-maker who is expected to cope with the dilemma and offer solutions. The assessors are looking at your individual skills as well as your verbal communication and planning skills. JobTestPrep offers live, one-to-one assessment centre sessions in which role-plays and group activities are simulated by professional assessors and psychologists. Read more about role play exercises at the assessment centre .

Interviews are a crucial part of the selection process. In some cases, the assessment day includes more than one interview. The interviews are conducted by hired assessors, members of the recruitment team, and/or by a senior member of the team/department you seek to join. A good interview performance can change the overall impression you make and even cover for other areas in which you demonstrated a low performance. JobTestPrep offers excellent advice on competency-based interviews and the STAR method  and, most importantly, we provide a unique preparation service with which you can get expert feedback on your interview performance.

Since 1992, JobTestPrep has stood for true-to-original online test and assessment centre preparation. Our decades of experience make us a leading international provider of test training. Over one million customers have already used our products to prepare professionally for their recruitment tests.

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Assessment Centre Exercises 2024. Practice Exercises. Full Preparation Guide.

Reading time: 13 minutes

Are you a recruiter or hiring manager looking for candidate pre-employment assessment tests and tools including aptitude tests? We invite you to visit our Assess Candidates website.

What are assessment centre exercises? How to prepare for an assessment centre? How to pass an assessment centre? If these are questions on your mind, then this is the guide for you.

In this text, we give the lowdown on assessment centres, what types of exercises you can expect and provide top tips to help prepare and succeed in your upcoming assessment day.

Our website provides a complete package of assessment centre practice tests that could be used to prepare for assessment centre exercises in the recruitment process. Start your practice to prepare for assessment centre preparation today.

Wondering whether you should be practising to prepare for your assessment centre practice test? A recent study found that around one-third of employers use assessment centres in their application processes. Chartered Institute of Personnel and Development (CIPD, 2020)

Check out what we’ll cover in this guide below:

What is an Assessment Centre?

How to prepare for an assessment centre, types of assessment centres, virtual assessment centres, assessment centre exercises, what industries use assessment centres in recruitment.

• Top Tips to Pass your Assessment Centre

Assessment Centre Exercises FAQs

Let’s dive in to find out more!

An assessment day is a process used by employers to evaluate the suitability of job applicants for a particular role. It usually involves a series of exercises and tests designed to assess a range of skills, competencies and personal attributes relevant to the job in question.

What do assessment centres assess?

The assessment centre is an easy method used by employers to assess candidates for employment or to evaluate current employees for promotion or development opportunities.

Why are assessment used by employers?

Assessment centres can be used for various purposes, including:

• Recruitment and selection
• Talent management
• Training and development
• Succession planning

What do assessment centres involve?

Assessment centers involve various tasks and interviews that simulate job challenges. Examiners observe and assess performance based on set criteria or competencies. The outcome of the assessment informs hiring, promotion, training, and development decisions.

Did you know ? Assessment centre practice tests are also used for leadership development and training as they identify areas for improvement and can be used to develop tailored development plans for current employees.

Your assessors will take notes on what they see and hear during the exercises, but not on what they think. Therefore their own judgement is often excluded from the session.

• Research the company and its objectives. Understand the company’s key values and work culture. You can use this to get a good picture of the ‘ideal’ employee.
• Check the job description to uncover what important skills and strengths the company is seeking. Consider how you can demonstrate these during the exercises.
• Keep up with industry-related news around the employer. Think about how the company handled a situation to gain  insight into culture/values. You could also use these as examples for interviews.
• Practice your key abilities ahead of the assessment day using practice spoken communication exercises with a family member or friend. Use the feedback given to help enhance your performance. 
• Develop your time management skills through practice. Prioritise your practice and practice timed simulation tests to prepare for in-tray or e-tray exercises.

Keep reading below to find out more tips that you can use during the assessment centre to stand out and impress! 

First, let’s discover more about what we can expect at an assessment day.

What are the types of assessment centre exercises?

Assessment centres can vary depending on the employer and the various job roles you have applied for. Here are the main types of assessment day that you might be invited to take in your application process:

• In-person assessment centre : traditionally you may take part in various in-person activities, including: group exercises, role-plays, presentations, and psychometric tests. There are also likely to be Interviews with recruiters or managers at this stage.
• Psychometric assessment centre : This type of assessment centre is designed to evaluate your personality traits, cognitive abilities, and emotional intelligence. The assessment could include tests such as aptitude tests, personality tests, and situational judgement tests.
• Hybrid assessment centre : This type of assessment centre combines elements of both job simulation and psychometric assessments. Candidates may be required to complete a variety of tasks and tests, including simulations of job-related activities and psychometric tests.
• Developmental assessment centre : In these assessment and development centres , employees are assessed with various methods such as psychometric tests, simulations, and interviews. The results are used to identify areas of strengths and weaknesses and develop a personalised development plan to improve performance and career growth.
• Online group assessment : In this assessment centre, the entire process is conducted online, with individuals being assigned individual tasks or group activities. The assessment may include virtual interviews, psychometric tests and other online activities designed to assess participants’ skills, knowledge and abilities.
• Virtual assessment centre : This type of assessment centre is conducted using video conferencing software and other virtual tools online. These assessment centre tests and many tests may be similar to those used in traditional assessment centres, adapted to the virtual format.

In today’s world of remote working, virtual assessment centres have become a popular tool for employers to assess the skills and abilities of job applicants. Read on to learn more about virtual assessment centres!

What is a virtual assessment centre?

A virtual assessment centre is an online platform that allows employers to conduct recruitment assessments and evaluations for job candidates in a virtual setting. The purpose of an online assessment centre is to simulate real-life job situations online and evaluate your skills, competencies, and behaviour on the job.

Discover the key reasons why many employers are now often using virtual assessment centres in this short video:

Wait, so how are virtual assessment centres different from more traditional in-person assessment centres? To find out more keep reading below!

Virtual assessment centres became more prevalent during the pandemic, with some employers still opting for more virtual screening methods. Here’s how they differ from traditional assessment centres conducted in-person. 

What is the difference between Virtual Assessment Centre and In-Person Assessment Centres?

Discover what to expect for your upcoming assessment centre with these key differences and importance between virtual and in-person assessment centres:

Did you know? Digital assessment centres are becoming increasingly popular in many industries and fields, including education, recruitment, and employee training & development. 

Maximize your chances of success in a virtual assessment center using the following simple tips!

Top 5 Tips to Pass your Virtual Assessment Centre

Here are 5 quick tips that you can use to ace any virtual assessment centre:

• Find a Quiet Place – Before you begin, choose a quiet and distraction-free environment. These tasks can require a lot of focus!
• Test Your Tech – Make sure that you familiarise yourself with the available technology by testing your microphone, camera, and internet connection in advance of the day.
• Be Prepared – As with many assessments, it’s important to be prepared. Get in the zone by getting a good night’s sleep the day before, doing light exercise and having breakfast!
• Stay Engaged – Actively participate and engage with other candidates in discussions. Show your ability to work well in a team during your breakout sessions.
• Pay attention to your body language – It’s still important to show your enthusiasm online. Keep relaxed eye contact with the camera, nod along to show listening and sit up straight.

What types of exercises can we expect in these assessment centres? Let’s find out the key activities you may take below!

We will now cover exercises or tasks you may be faced with during an assessment day .

• Psychometric Tests – Ability Tests and Personality Questionnaires which are often also administered online or in paper format during the centre. This may be used to verify your previous scores. 
• Group Exercises – Each candidate in the group plays a designated role in a simulated work event, such as a team meeting. The group is observed together by several assessors.
• Presentation Exercises – Depending on the role and employer, you may present individually or as part of a group on a provided topic to an assessor.
• In-Tray Exercises – A paper exercise in which you will deal with typical items related to the role, simulating the potential work environment of the position. This can include scheduling meetings and making calculations based on given data. 
• Interviews – These may be competency-based (past experiences showing skills), behavioural, technical and/or strength-based, depending on the requirements of the role and company culture.
• E-Tray Exercises – These tests measure your ability to prioritise and manage multiple tasks. A virtual assessment center uses e-tray exercises through an online platform that simulates a work email inbox. 
• Written Exercises – These evaluate your ability to formulate logical and well-constructed responses, articulate thoughts, and express ideas clearly. This task will simulate a common task in the role and can include writing emails, reports or letters.

What do employers look for in assessment centres?

Each assessment centre test measures your abilities against specific competencies or skills the company is looking for and that is essential for the position you are applying for. These competencies are often commonly associated with high performance in the job.

Boost your confidence through preparation with full assessment center example marking guides and top professional guidance with real assessment experience with our GF Assessment Centre Pack today.

Assessment Centre Exercise Example

The assessment exercises you will take are likely to depend on the role you’ve applied for, and often involve scenarios you will face. Therefore these exercises are likely tailored to the requirements of the role and will focus on different competencies depending on the company values.

Below, we have developed one of our assessment center examples . This is a role play exercise where you play the part of an HR Manager, which is often used during assessment centres.

Top 5 Tips to Ace your Assessment Centre Exercise

• Listen actively to the employee, acknowledging any concerns or problems they may have.
• Empathise with the employee and demonstrate that you want to support them to improve performance.
• Use positive body language and maintain a calm and professional tone of voice.
• Manage your time. The assessment may be timed, so ensure to keep an eye on the time to ensure you progress with the discussion at a good pace.
• Aim to resolve the issue in a way that works for both you, the team and the employee. Find the best compromise that matches the company values.

Good to know : The SHL Assessment Centre is a popular selection method used by many companies to assess the suitability of applicants for various positions.To prepare, research the company and the competencies that are likely to be assessed.

So which companies and industries use assessment centres such as these to measure your skills for the job? Continue reading as we find out below!

Assessment centres are used in a variety of industries to evaluate candidates for employment, promotion or training programmes. Some of the industries that frequently use assessment centres include:

• Business and Management
• Customer Service
• Public Sector services
• Consultancy
• Manufacturing

Overall, assessment centers can be useful in any industry that requires a thorough evaluation of candidates’ skills, abilities, and potential for success in specific roles.

Which companies use assessment centres?

Here are just some of the companies that use assessment centres as part of their hiring processes:

The use of virtual assessment is very common nowadays in companies such as KPMG. This is because you will need to demonstrate key skills in a remote setting , such as: communication skills, the ability to work under pressure, problem solving skills and knowledge of the industry and company. 

Good to know: It’s key to understand the industry and hone your skills ahead of time. You should also practice using the platform to get more familiar with the technology used.

Check out even more tips that you can use to succeed in your assessment centre.

Top Tips to Pass your Assessment Centres

Here are our 7 easy to follow tips when preparing for an assessment centre that you can use in order to get the best possible results during the assessment day and stand out:

• Research the Company: Before going to the assessment day, always do your homework on the business. Learn about their goals, core principles, and offerings. Research any current company news or developments.
• Prepare for the Exercises: Assessment centres frequently include a variety of activities, such as group projects, oral presentations, case studies, and interviews. Practice to become familiar with the structure of an assessment centre and these activities.
• Dress Smartly: A professional appearance will help you make a positive first impression at the examination centre. This applies for virtual assessment centres too!
• Be Punctual: Have time to settle down and take a seat by arriving at the assessment day on time or even a little early. If virtual, join the call 5 minutes before it begins. 
• Actively Engage : During group activities, be sure to participate fully and add to the conversation. Pay close attention to what other candidates have to say and build off of it. 
• Stay Positive : Try to remain upbeat and attentive throughout the evaluation centre, even if you feel anxious or overwhelmed. Take deep breaths and focus on the tasks at hand.
• Follow up : Contact the assessors or interviewers afterwards to express gratitude for the opportunity to participate in the assessment day. This indicates professionalism and demonstrates your continuous interest in the job.

Our Assessment Exercises are written by ex-SHL consultants . Our Assessment Centre practice bundle is packed with assessment centre examples including Case Study, In-tray, Presentation and Group Discussion and Role Play Exercises along with Full Assessor Marking Guides to help you gain insights into what your assessors are looking for.

Good to know : This is a great opportunity for you to ask recruiters at the assessment centre some questions too, such as about their career and the background of the company they work for, what they best like about the job or work area, and what the next steps in your application are.

Discover more about assessment centers with our FAQs to gain quick answers to even more questions people have about assessment centers.

What to expect at an assessment centre?

You may see the following things when setting up an Assessment Centre:

• Learn about the assessors at an introduction and information session.
• Communication, problem-solving, leadership and teamwork skills are demonstrated through group activities.
• Role plays and presentations may be included in individual assessments.
• In-tray assessment: an individual written task or exercise set on the day.
• You may also answer questions about your suitability for the job during a final interview round.

What are assessment centres and the level of roles they are used for?

Assessment centres are designed to assess candidates skills for middle to senior management positions. These positions require specific skill sets, such as sales or technical roles. They can measure technical expertise, leadership qualities using simulated scenarios and 

Where are assessment centres held?

Assessment centres can be held in various locations such as company premises, conference centres, universities, or online. The location depends on the organisation and purpose of the assessment. Some employers hold assessments at their own facilities, while others may use external venues or online platforms.

What do I need to know before an assessment centre?

To get ready for your assessment centre, ensure to do the following to succeed:

• Understand the purpose
• Research the company
• Practice assessment exercises
• Practice good body language
• Dress appropriately
• Arrive on time

Practice for your upcoming assessment centre with our 10+ practice assessment centre tests and go further today!

Practice and Register with GF to ace your assessment centre exercises first time

Do you want to pass your assessment centre exercises, first time? Sign up for tools offered by GF, the only assessment practice test experts that provide tests to over 100 UK universities and their students, and also across Asia and continental Europe.

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How to Use Assessment Centers

Ultimate Guide to Leadership Assessments

ASSESSMENT CENTERS

The Ultimate Simulation

Just as pilots train in a flight simulator and surgeons test and practice in virtual reality, leaders can try out and experience what it’s like to be a leader in a virtual setting before they do so in real life. It's called an assessment center.

The data from a leadership assessment center is behavior-based, objective and measurable, and highly predictive of future success. In this section, you can learn everything you need to know about assessment centers from our experience as the pioneers and innovators.  

Originally, the methodology was created to select officers and spies after World War I. However, DDI’s founders and industrial-organizational psychologists introduced the assessment center approach to the business world in 1970 to identify, evaluate, and develop leadership skills in organizations. Over the last 50 years, DDI's behavior-based assessment centers have transformed into fully virtual centers that deliver powerful immersive experiences and actionable data for our clients worldwide.

What Is an Assessment Center?  

Assessment centers offer day-in-the-life experiences. Leaders immerse themselves in level-specific or role-specific job simulations and assignments in a fictitious organization. We often use the term “day-in-the-life experience” for an assessment center. You might also see us talk about immersive simulations, which are a part of assessment centers, but not synonymous. So what exactly is an assessment center?

Assessment centers are standardized evaluation experiences built on multiple components. At least one part is always a behavioral simulation, which is rated by multiple assessors. Other potential inputs sometimes include tests (such as cognitive ability tests or personality inventories), interviews, or a range of simulations that are designed to complement one another.

The important thing is there are multiple assessment components that are integrated to provide a multifaceted view of the person, including at least one that is a simulation of important target behaviors.

In the simulation portion, participants face various tasks, challenges, assignments, and interactions that a typical leader would face in the real world. For example, during a first-level leader simulation, he or she might be asked to coach a direct report with a performance problem or assigned to delegate a new task to a peer. For an executive-level participant, the assignment may be a high-profile media interview to manage a crisis facing the company.

Common job simulations used in assessment centers include: 

• Inbox exercises, which were previously known as “in-basket exercises” 
• Group discussions 
• Working simulations or roleplays with “direct reports” or “clients” 
• Fact-finding exercises 
• Analysis or decision-making problems 
• Formal presentation exercises 
• Written communication samples 

Exercises bring out the most relevant behaviors participants need for a specific position. These job aspects or competencies are identified prior to the assessment center exercise with a job analysis of the targeted position.  

Trained and calibrated assessors evaluate the participant’s behaviors and deliver a robust evaluation report. The report includes overall ratings on leadership competencies  as well as detailed feedback on specific actions or behaviors they observed. An assessment center exercise provides in-depth data to make accurate and valid hiring, succession, or development decisions based on who’s ready for future roles. 

When Should I Use an Assessment Center? 

The assessment center methodology has been proven to be fair and valid over several decades. In most situations, it is the best method available to organizations if your goal is to make accurate hiring and promotion decisions while minimizing adverse impact. More importantly, it’s a very powerful way to engage leaders with a breakthrough experience and get them excited about their own development. 

Here are specific ways to use an assessment center: 

• High-potential programs:  If you’re looking to provide a distinct program for your top talent, an assessment center can be an extraordinary moment in a leader’s career. 
• Succession : Simulations help determine readiness for the next level and pinpoint what gaps need to be addressed to accelerate readiness. 
• In-role development:  Some organizations have found it valuable to use a day-in-the-life approach for incumbent leaders in need of additional development in their current role. For example, a first-level leader with limited formal training can get additional experience in an assessment center exercise.   
• Hiring or promotion : Immersive simulations can be used for both external hires and internal promotion decisions.  

When Should I NOT Use an Assessment Center? 

Due to time and cost restraints, assessment centers usually don’t work for high-volume situations. These immersive simulations provide the most in-depth insights of any assessment. Given how robust it is, it’s typically more expensive and requires a longer time commitment on the part of the leader.  

You should also consider how critical the position is for which you’re selecting or developing someone. When there’s a greater risk and higher cost of failure, an assessment center can help you mitigate that risk with richer data.  

In short, use immersive simulations for high-value situations rather than high-volume needs. 

What Are the Advantages of Assessment Centers? 

One of the biggest advantages of an assessment center is that it can predict future capability. Meanwhile, other assessment types or data can only evaluate what someone has done in the past or is doing in their current role. But in an assessment center, you can see what someone will do when they stretch into a future situation. 

Here are some key advantages with the day-in-the-life approach. 

• Data on future performance, not the current job performance.  A realistic day-in-the-life simulation gives you a valid picture of how a person would perform in a target position before you decide to hire or promote them. 
• Participants get objective data, not perceptions.  Unlike a 360-degree feedback  assessment that is driven by perceptual data, an assessment center participant receives an objective measure of their leadership capabilities. The results are based on the evaluation of professional assessors or smart technology. 
• Targeted feedback on specific behaviors and competencies . When you get a rating on a certain competency, it will help if you know exactly what did and didn’t work. Imagine getting feedback on what you actually said or did that was effective or ineffective. An assessment center report and actionable feedback from a coach can help leaders focus on where and how to improve. 
• Proven to be valid and fair.  Since its first use in the corporate world, many researchers have studied assessment center validity and documented thousands of successful applications. There is no question that assessment centers are predictive of on-the-job performance as well as future performance. In addition, compared to other selection tools, the assessment center method is generally seen as more fair and objective in terms of gender, race, and age than other approaches. 
• It’s a pivotal moment in a leader’s career . An assessment center can be one of the most significant development opportunities for a leader. The insights they gain from the high-stakes experience can literally change how they lead now and throughout their entire career. Plus, regardless of outcome, the experience allows participants to accept the fairness and accuracy of promotion decisions and have a better understanding of job requirements. 

What Are the Potential Pitfalls of an Assessment Center?

While assessment centers provide a lot of advantages, there are a few pitfalls companies should avoid. These pitfalls include:

• Not setting appropriate expectations with the leader. Leaders need to know what they are getting into. Without the right explanation, the experience may seem intimidating and time-consuming. But with the right mindset, leaders may view it as an eye-opening experience that changed the course of their career. So it’s critical to clearly articulate what they can expect from the experience and the benefits they’ll gain before they begin.
• Unexpectedly changing your data sharing policy. Leaders want to know how assessment data will be used and who will see the results. It’s important to be clear how you plan on using the data, communicating your policy, and sticking to it.
• Viewing immersive simulation as an all-or-nothing proposition. Many organizations shy away from immersive simulations due to time and cost constraints. But there are significant payoffs to this powerful methodology. It helps develop your most critical talent and assists in making high-value and high-risk selection decisions.

What to Expect in an Assessment Center 

Before participating in an assessment center, it's important to set expectations and understand the process. Take the following steps for assessment center success: 

Step 1:  Prepare for the Assessment 

First and foremost, communicate the purpose and importance of the assessment to the leader. Also share with them how their data will be shared and used.

Leaders will then need background information about the simulation they plan to take part in. Background information can include details about their role, the company, organizational charts, financials, and other information to provide context.

Step 2: Engage in Simulation 

During the actual assessment center experience, which can be hosted in-person or virtually, leaders are given time to respond to the tasks and prompts. The simulation itself includes a mix of e-mails, interactions, and other challenges relevant to the targeted leadership level. For example, a mid-level leader simulation may require the participant to complete a business analysis while an executive-level simulation may include an activity where participants need to prepare a vision speech. 

Step 3: Score Behavior 

Certified professional assessors and smart technology score participants' behaviors. Their behaviors are evaluated against specific competencies required for success in that leadership role.  

Step 4: Share Feedback 

You may choose to have a trained feedback provider review the results with the leader. In some situations where a leader is not selected for a role, especially if it’s an external candidate, clients choose not to have feedback provided. 

But most often, this one-on-one feedback session is deeply valuable to the leader. The feedback provider is able to review the data in the context of the person’s role. They can discuss the leader's challenges and responsibilities and help them identify their strengths and development priorities within that context. 

As a result, the leader has a much deeper understanding of how they can use the data to propel their own success. Most importantly, it can help gain their commitment to their future development plan. 

Step 5: Use the Data 

Last is all about how you decide to use the data. Because the data is so rich, you can use it for a wide range of applications. For example, you can use it for hiring or promotion decisions in critical roles. Or, you can use it to make a final decision about which candidate is ready immediately for a critical role. 

Once the candidate is in the role, they can use the data to rapidly develop and improve their chances for success. 

For candidates who are not selected (but still have potential) or who went through the assessment purely for development, the next step is to design individual development plans. This approach is particularly important for high-potential leaders for whom you need to accelerate development. 

Plus, assessment center data can help design group-level development plans and pinpoint specific assignments needed to accelerate individual leaders’ readiness. 

How Do Leaders Benefit from an Assessment Center? 

In an assessment center, leaders can benefit from: 

• Feedback at both the behavioral level and overall competency level.  Leaders receive detailed feedback on the specific behaviors they exhibited or missed. They also receive overall ratings on leadership competency areas. 
• Insights into role strengths and development areas.  If the leader went through a simulation targeted at their current leadership level, then the data helps them build on their strengths and close the gaps in their development areas.  
• Data on readiness gaps . If the leader is put through a simulation targeted at the next level, they’re able to see which next-level competencies they’re ready for and competency gaps. 
• A broader appreciation of all the competencies required for success. Even high-level executives sometimes struggle to see what it will really take to succeed in bigger roles. An assessment center gives them an appreciation of what they might face in these roles and why it’s critical to develop key skills. The experience can also help them decide if they truly want to pursue certain roles.

How Long Do Assessment Centers Typically Last? 

It varies based on the level and configuration. An assessment center experience ranges from 90 minutes to a full day.

How Often Should I Administer an Assessment Center? 

As a high-value, high-stakes assessment methodology, we recommend an immersive day-in-the-life experience once for each leader at each level. 

What Else Should I Use with an Assessment Center? 

By design, the assessment center methodology focuses on evaluating behaviors. Many organizations supplement the day-in-the-life simulation data with a  personality test  or behavioral interviews . Plus, leaders benefit from individual feedback and coaching sessions to review the results with their manager or a trained coach.