This document provides an overview of the graduate recruitment process at Lloyds Banking Group, with a focus on assessment centers. It describes how assessment centers are used to evaluate candidates in a holistic manner based on key competencies. Candidates are advised to prepare extensively, research the company, and actively participate in exercises like group projects, presentations, and interviews in order to demonstrate strong problem-solving, communication, and other skills being assessed. The goal is to differentiate oneself and show fit for the role through performance at the assessment center.

1. Assessment Centre Success
Michael Nathan, Emerging Talent
Resourcing Consultant, Lloyds Banking
Group

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. GRADUATE RECRUITMENT PROCESSES
Managing Selecting
the best
Large candidates
numbers of
applicants

4. TYPICAL GRADUATE RECRUITMENT STAGES-
LARGEST RECRUITERS
Online Application/Submit Letter and CV
Online tests (Numerical/Verbal/Psychometric)
Phone Interview
Assessment Centre
The numbers significantly decrease as the process continues;
e.g. 10000 applicants for the major Graduate Recruiters
50% potentially eliminated at Initial application stage
25% get through to Phone interview
5% get to assessment centre
Getting to an assessment centre is an achievement in itself….

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’
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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
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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
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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
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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
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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)
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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
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12. TYPES OF EXERCISE
§ Combination of some/all of the following:
§ Group Exercise(s)
§ Individual Exercise (s)
§ Online/Paper based Tests
§ Interview
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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
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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?
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15. A STRONG GROUP EXERCISE.....IN OUR OPINION
Good Performance:
§ Be actively involved in group conversations
§ Balanced with active listening
§ Help keep the group on track – when necessary
§ Take on a share of any physical work . E.g. note taking
§ Maintain consistent energy and involvement
Really good performance – all of the above plus:
§ Ideally identifies the correct and relevant detail
§ If required, generates the best idea(s)/solutions (s)
§ Leads the group in an empowering way
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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
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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
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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.
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19. www.lloydsbankinggrouptalent.com