Psychometric and aptitude tests
These are usually timed tests designed to assess abilities such as verbal reasoning, numerical reasoning, logical thinking or situational judgement. They are normally designed around the role and should not require specialist prior knowledge unless the employer has told you otherwise.
To prepare:
- practise similar tests in timed conditions
- read the instructions carefully
- ask for clarification if anything is unclear
- balance speed with accuracy
- use the practice resources recommended by the employer or the Careers team.
See our page on psychometric testing for further guidance and access to practice materials.
In-tray and e-tray exercises
In-tray and e-tray exercises ask you to work through a set of documents, emails, messages or tasks. You may need to prioritise work, draft responses, delegate tasks, make recommendations or explain your decisions.
Employers are usually assessing how you manage information, work under time pressure, organise priorities and make sound judgements. Some exercises may include a follow-up discussion where you explain your reasoning.
Case studies
Case studies are designed to reflect the type of work you might do in the role. They may form part of an interview, written exercise, group task or presentation.
There may not be one correct answer. Recruiters are often interested in how you analyse information, structure your thinking, justify your recommendations and communicate your conclusions.
See our pages on consulting case studies and legal case studies for more specific advice.
Interviews
Interviews at assessment centres may be competency-based, strengths-based, technical, motivational or a mixture of these. They may be with one interviewer, a panel, or someone from the team or department you have applied to.
You may be asked about your previous interview answers, your application, your test results, or activities you completed earlier in the assessment centre. Try to answer each question clearly and independently, even if you have answered something similar before.
See our interviewing webpages for further advice.
Presentations
You may be asked to give a short presentation on a topic chosen by you or by the employer. This may be prepared in advance or on the day.
Make sure you follow the instructions carefully, including the topic, timing, format and any guidance about slides or visual aids.
A simple structure can help:
- introduce your topic and main points
- develop your key arguments, evidence or recommendations
- summarise your conclusion
Keep your presentation focused, relevant and appropriate for the audience. Practise aloud if you can, time yourself, and be ready to answer follow-up questions. If you use slides or visual aids, keep them clear and avoid overcrowding them with text.
Group activities
Group exercises are used because most roles involve working with others. You may be asked to discuss a scenario, solve a problem, complete a practical task, negotiate a position or make a recommendation as a group.
Good teamwork is not about dominating the discussion. Recruiters are likely to look for how you listen, contribute, build on others’ ideas, manage time, stay focused on the task and help the group work constructively.
During group exercises:
- read the brief carefully
- help the group clarify the task and priorities
- contribute your ideas clearly
- listen actively to others
- encourage quieter members to contribute
- remain calm and constructive if there is disagreement
- keep an eye on time
- focus on the process as well as the final answer
You may find these phrases helpful:
- “Shall we agree the task and timings before we start?”
- “That’s a helpful point. Could we also hear from anyone who hasn’t spoken yet?”
- “We have ten minutes left, so should we agree our recommendation?”
- “I can see two possible options. Shall we weigh up the pros and cons?”
- “Would it help if I kept an eye on time while someone else notes the key points?”
Role plays and practical tasks
Some assessment centres include role plays, discussions or practical exercises. You may be asked to respond to a workplace scenario, deal with a client or customer, defend a recommendation, negotiate with another person, or solve a practical problem.
Use any preparation time to understand your role, identify the key issues and think about how you might respond. Recruiters are likely to assess your communication, judgement, problem-solving and interpersonal skills.
For practical tasks, the employer may be just as interested in how the group approaches the task as in the final result. Get involved, even if the task feels unfamiliar.
Information sessions and social activities
Assessment centres may include talks, networking opportunities or informal social activities. These can help you understand the organisation, the role and whether the opportunity is right for you.
Listen carefully, as information shared on the day may be more up to date than your earlier research and could be useful in later interviews or exercises.
Even if an activity is described as informal, behave professionally. Use the opportunity to ask thoughtful questions and learn more about the organisation and its culture.
