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Assessment Centre Success




Michael Nathan, Emerging Talent
Resourcing Consultant, Lloyds Banking
Group
AGENDA



§ Introduction
§ Overview of Graduate Recruitment Processes
§ Understanding Recruitment Criteria & Competencies
§ Assessment Centres – Overview & Preparation
§ Group Exercises
§ Presentations
§ Interviews
§ General Hints and Tips
GRADUATE RECRUITMENT PROCESSES




Managing                         Selecting
                                 the best
Large                            candidates
numbers of
applicants
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….
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
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
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
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
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
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
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
TYPES OF EXERCISE


§ Combination of some/all of the following:
    § Group Exercise(s)
    § Individual Exercise (s)
    § Online/Paper based Tests
    § Interview




                                               12
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
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
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



                                                              15
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
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
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
www.lloydsbankinggrouptalent.com

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Skills session webinar 28th october 2011

  • 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’ 5
  • 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. 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. 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. 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. 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. 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. TYPES OF EXERCISE § Combination of some/all of the following: § Group Exercise(s) § Individual Exercise (s) § Online/Paper based Tests § Interview 12
  • 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. 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. 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 15
  • 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. 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. 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