Assessment Centres | Collins McNicholas

Graduate Assessment Centres: Practice makes perfect

Graduate Assessment Centres: Practice makes perfectMany graduates are now faced with the daunting task of undertaking the relative unknown of an assessment centre in order to make that first step onto the employment ladder. Companies dealing with a high volume of applicants, many of whom are of a very high calibre, want to view their candidates from many angles – interacting with others in a team, one-on-one, problem solving, presenting ideas etc. As Collins McNicholas Recruitment and HR Services Group have a track record of running assessment centres, we were approached by IT Sligo to develop and run an assessment process for a group of their students. There were 5 stages as part of the assessment process: The first stage consisted of 3 of the most common ability assessments used by employers Verbal Reasoning Numerical Reasoning Attention to Detail Following on from the ability assessment, the second stage involved the students partaking in a course specific group assessment. For the third stage the students were required to analyse a piece of text and make a presentation to the assessor. Students were assessed on their problem solving, presentation and communication skills. The fourth section of the assessment involved the students undertaking a mock competency based interview. The students were provided with comprehensive preparatory materials in the weeks prior to the interview so that they could gain maximum benefit from the session. Collins McNicholas then provided individualised face to face feedback to the students. As part of the feedback the students were encouraged to ask questions and were provided with guidance and information regarding real assessment processes. This was the most valuable element of the process for students. Specific feedback and advice was given to each student in a positive and development focused manner. Benefits for Students:  Opportunity for students to experience an assessment centre environment Opportunity to practice exercises that would be impossible to practice alone Students can use the developmental feedback to modify their behaviour at future assessment centres Gives confidence to students in applying to processes with assessment centres included Improved understanding of the assessment process Jamie Gallagher HR Services Coordinator Collins McNicholas Recruitment & HR Services...

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Recruitment & Assessment – Is it all about playing the game?

In recent years there has been an increase in what is termed “gamification” in the assessment process.  This refers to using gaming technology and themes traditionally associated with computer or video games to form an assessment during the recruitment process.  This can involve building simulated online versions of the potential work environment, developing interactive games and trying to incorporate “fun” into the assessment process.  A recent article in “Assessment & Development Matters” pointed to the Marriott Hotel Group, L’Oreal and several other multinational highly respected graduate and high volume employers as favouring this method of assessment for recruitment. It might be fun and engaging but is it effective? Why use gaming technology as part of the assessment process? Organisational brand can be promoted throughout the assessment “game”. High potential to provide a realistic preview of the role for candidates by providing an interactive simulation of the work environment. Assessments can be completed remotely and with limited supervision. It’s “fun”! What are the potential risks? Bias toward younger candidates or those interested in gaming as a hobby. May create a distance between candidates and the hiring company by limiting real communication. Possibility of losing sight of the role’s competencies in the midst of creating a visually impressive tool. Further testing required to prove the process works. For further information on Psychometric Assessments, contact Caroline Ward on 09064 78104 or email...

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Are you a secret Fireman?

Personality inventories can be a useful tool when considering a career change or exploring options for development in your job.  Exploring your preferences (or dislikes) in the areas of Negotiation and Sales, Leadership, Communication, Working to Targets, or Working under Pressure, for example, could help you to decide the next career move most suited to your personality and style. FIREMAN Communication Working under pressure Resilience Caring      SALES Communication Working to Stretching Goals Negotiation/Sales Socially Confident   QUALITY CONTROL INSPECTOR Attention to Detail Rule Following Variety Seeking   For more information on personality inventories and assessment generally please see the Assessment Centre information pages on our website: http://www.collinsmcnicholas.ie/jobseekers/psychometric-testing-assessment-centres/ http://www.collinsmcnicholas.ie/employers-about-us/psychometric-testing/psychometric-testing-landing-page/   Caroline Ward HR Services Consultant Collins McNicholas Recruitment & HR Services...

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Graduate Assessment Centres – What to Expect

What should I expect at a Graduate Programme Assessment Centre? Assessment Centres are increasingly common and have been a part of the Graduate Programme for many years. Assessment Centres are designed to assess your competency or skills in relation to the role, your cultural fit and overall motivations or career aspirations. As part of the programme you may be asked to complete: Group Exercise Usually 5 – 6 people working together to complete a task or solve a problem. What may be assessed? Team Working Style, Communication Skills and Problem Solving Skills Presentation An individual is provided with a topic on the spot or prior to the day and asked to give a presentation to the Assessor or a group on that topic. What may be assessed? Communication Skills, Analysis and Decision Making Analysis Presentation An individual delivers a presentation based on conclusions drawn from a large volume of newly presented information or data. What may be assessed? Problem Solving Skills, Decision Making Skills and Communication Skills In-Tray Exercise Sorting through written material, prioritising and remaining calm under pressure. What may be assessed? Decision Making, Prioritisation, Resilience, Analysis Ability Assessments Online or paper based ability psychometric tests completed on the day or a date prior online. What may be assessed? Verbal Reasoning, Numerical Reasoning, Spatial Reasoning   Top Tips Ask Lots of Questions: Ensure you understand what is required of you Get Stuck In:  Suspend belief if required, be enthusiastic Take the chance to learn: About the company, the job and even yourself Be Yourself: That’s who they selected for the Assessment Centre after all!   Caroline Ward HR...

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