Skills session webinar 28th october 2011


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lloyds banking group assessment centre presentation

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Skills session webinar 28th october 2011

  1. 1. Assessment Centre SuccessMichael Nathan, Emerging TalentResourcing Consultant, Lloyds BankingGroup
  2. 2. AGENDA§ Introduction§ Overview of Graduate Recruitment Processes§ Understanding Recruitment Criteria & Competencies§ Assessment Centres – Overview & Preparation§ Group Exercises§ Presentations§ Interviews§ General Hints and Tips
  3. 3. GRADUATE RECRUITMENT PROCESSESManaging Selecting the bestLarge candidatesnumbers ofapplicants
  4. 4. TYPICAL GRADUATE RECRUITMENT STAGES-LARGEST RECRUITERSOnline Application/Submit Letter and CVOnline tests (Numerical/Verbal/Psychometric)Phone InterviewAssessment CentreThe numbers significantly decrease as the process continues;e.g. 10000 applicants for the major Graduate Recruiters 50% potentially eliminated at Initial application stage 25% get through to Phone interview 5% get to assessment centreGetting to an assessment centre is an achievement in itself….
  5. 5. RECRUITMENT CRIERIA AND COMPETENCIES§  Recruitment Criteria are used at all stages of the Recruitment Process - is a list of requirements of the suitable person for the role that is being recruited for.§  Factual criteria will be assessed in early application stages e.g. academic achievement, right degree subject (if applicable) etc.§  Behavioural criteria tends to be the key differentiator that employers will use to differentiate applicants – especially where there are large numbers of applicants with similar levels of the ‘factual criteria’ 5
  6. 6. EXAMPLES OF COMPETENCIES§ Problem Solving§ Analytical Skills/Logical Thinking§ Team Working Skills§ Communication – Oral and Written§ Negotiation/Influencing Skills§ Planning and Organisation§ Drive and Ambition§ Motivation/Interest§ Commercial Awareness 6
  7. 7. WHAT DO LLOYDS LOOK FOR?§ Undergraduate Degree 2:1 or above§ 260-320 UCAS points – Application Stage§ Judgement*§ Drive§ Execution§ Influence§ Commercial Awareness§ Motivation and the ability to motivate others.* assessed at application, interview and assessment stage 7
  8. 8. WHY USE AN ASSESSMENTCENTRE§ Provides a more holistic view – proven to be a more effective method of assessment§ Provides an opportunity to inform candidates about the company§ Advantages for applicants: § Gain a better insight into the organisation § Assess the organisation for a fit with your values and career aspirations 8
  9. 9. A TYPICAL ASSESSMENT CENTRE§ Normally a one day (9-5) event – some organisations will include an overnight stay§ Assessors will be a mix of Human Resources Managers and Business leaders from across the business§ Often current/former graduates will attend and hold a networking session§ The Assessment Centre is normally the last stage in the recruitment process 9
  10. 10. ASSESSMENT CENTRES - HINTS AND TIPS§ Unless told otherwise: Business Dress is the best option:§ Make sure you have a pen and notepad if not provided§ Listen to the introduction, especially if tips are given about the day. (do not just repeat what you hear during one of the exercises)§ Prepare some questions for: § Current graduates (about the programme) § Senior assessors (about the company/industry) 10
  11. 11. BEFORE THE ASSESSMENT CENTRE§ Research, Research, Research both the Organisation and the Industry§ Follow joining instructions carefully and make sure you bring all materials that are requested.§ Plan travel carefully to get there on time§ Make sure you have contact information in case of unexpected travel delays 11
  12. 12. TYPES OF EXERCISE§ Combination of some/all of the following: § Group Exercise(s) § Individual Exercise (s) § Online/Paper based Tests § Interview 12
  13. 13. COMMON FEATURES OF A GROUP EXERCISE§ Brief will contain a significant amount of information – or at least key information§ The objective for the Group to achieve will be usually quite clear§ There will be a time limit§ Assessor(s) will be physically present, usually silently observing and making notes 13
  14. 14. THINGS TO THINK ABOUT§ What behaviours will help the group succeed?§ What are the pitfalls that a group need to avoid?§ How would you describe the behaviour of an individual group member who made a strong contribution to the team’s success to this exercise? 14
  15. 15. A STRONG GROUP EXERCISE.....IN OUR OPINIONGood Performance:§  Be actively involved in group conversations§  Balanced with active listening§  Help keep the group on track – when necessary§  Take on a share of any physical work . E.g. note taking§  Maintain consistent energy and involvementReally good performance – all of the above plus:§  Ideally identifies the correct and relevant detail§  If required, generates the best idea(s)/solutions (s)§  Leads the group in an empowering way 15
  16. 16. PRESENTATION EXERCISE§ Use flipchart if provided, ideally with clear tidy writing§ Outline the structure of the presentation at the start§ Maintain eye contact with the assessor§ Be prepared for a limited amount of time to prepare§ Expect to be challenged/questioned by the assessor§ How you deliver the presentation can be as important as the content of your presentation 16
  17. 17. INTERVIEW§ Can be the best opportunity to demonstrate knowledge of company and industry§ Be prepared for the ‘how do you want your career to develop?’ question§ Do not assume that the assessor would have seen your CV/ application§ For competency based questions use the STAR model of answering: SITUATION/TASK/ ACTIONS/ RESULTS 17
  18. 18. ASSESSMENT CENTRES - HINTS AND TIPS§ Be conscious that this is a day long interview – apply yourself to all parts of the day.§ Treat everyone from the employer and fellow candidates with courtesy§ Take the time to reflect if this employer is the one for you.§ Ask questions when you get the chance – The more interested you seem the more the employer will be interested in you. 18
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