Successful Interviews

Interviews, Assessment Centres

& Psychometric Testing

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The selection process - interviews, assessment centres and psychometric testing

Contents Page

Interviews 5

Format of interviews 5 - 9

How to prepare 9 - 11

The interview 12 - 13

Types of interview 14 - 18

How you come across 19

Sample questions 19 - 21

Asking questions 21

After the interview 22 - 24

Assessment centres 24

Selection methods at a glance 25

Typical programme 26

Preparation for an assessment centre 27 - 29

Psychometric testing 29

Psychometric testing in graduate selection 29

Aptitude, ability and intelligence tests 30

Personality questionnaires 31

How to prepare 32 - 35

Further Information 36 - 38

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Introduction

When you apply for graduate jobs you are likely to encounter a rigorous and demanding selection process. (Some feedback suggests that it can be fun too!) Employers use a combination of different selection methods in order to get a more accurate picture of a candidate�s suitability for the post. The tools used - interviews, tests, exercises - are each designed to reveal more about you to match against the requirements of the position for which you are applying. It can be daunting but there is a lot you can do to prepare for this process to ensure that it is as painless and profitable as possible.

This booklet is designed to help you:

� prepare effectively for interviews and assessment centres� improve your performance at interviews� feel confident in your ability to demonstrate your skills, experience, qualities and motivation to a potential employer� be aware of the variety of interview formats� learn from the interview experience� be aware of the ways in which the Careers Service can help you at each stage of the process.

Take time to read it now before the invitations to interview start rolling in. If you have already been invited to interview, it will give you an idea of what to expect and help you make the most of the opportunity.

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Interviews

When you are invited to a first interview you have already passed the biggest hurdle in your job search. The invitation to interview means that the recruiter is interested in employing you. You have been selected for interview because the organisation believes that you have the potential to do the job. It�s now up to you to convince them of this.

Employers hold interviews to:

� assess whether you have the attitude, skills, experience, knowledge and motivation to do the job� assess whether you will fit in with the existing team and the culture of the organisation� meet the people they are considering recruiting and with whom they may have to work.

An interview is an opportunity for you to sell yourself to that organisation and to decide whether or not you want to work for them, i.e. it is a two way process.

Format of interviews

The format of an interview can vary widely, depending on the type of job and organisation, from a 20 minute �informal discussion� to a series of separate interviews lasting from half an hour to an hour, over the course of a day. If you have not been given any information about this, it is perfectly acceptable to ask the employer what format your interview will take prior to attending.

One to one

This is a very common format and it is the setting in which you are likely to feel most comfortable. The interviewer will normally

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be someone from the human resources department, or a departmental manager in the area of work for which you are applying.

Panel

Panel interviews are very common in public sector organisations but are also found in private sector recruitment. They are potentially the most daunting as you may have up to five or six interviewers (although three is more usual). There is normally a convenor who will explain the format. Each person may ask you questions in turn or some may concentrate on a particular aspect. Try not to be put off if one person takes notes but doesn�t ask questions. Maintaining reasonable eye contact with all the members of the panel is important, not just the one who asked the question.

�Informal�

Sometimes an interview described as informal is used as a preliminary screening before a more formal interview. It may also be an information exchange where the employer is expanding on information already given about the organisation and allowing you to ask questions and give a limited amount of information about yourself. This sort of interview is sometimes done in a small group. Whatever the reason for the encounter being described as �informal�, don�t be lulled into thinking that you can get away with less preparation. You are still being assessed and in a less structured exchange you may need to think more carefully about the message you want to get across to the interviewer and ensure that you do so.

Telephone

Many employers use telephone interviews at some stage in the recruitment process, usually because it is a more cost-effective method of doing an initial assessment of applicants. It can also reduce the length of the selection process. Sometimes the interviewer is from an agency or recruitment consultancy acting

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on behalf of the company.Most employers will arrange a time in advance with you and many prefer to use landline numbers. On the rare occasion an employer calls you unexpectedly and you feel the time or place is really inconvenient, you may want to ask if it can be rescheduled.

There are several different types of telephone interview and those most commonly used in graduate recruitment are described below.

� Structured

A trained interviewer will ask a set of questions which will be asked to all applicants. These questions are likely to reflect the competencies the job and the company require. Try to answer as honestly as possible. The interview is structured to ensure that every candidate is asked exactly the same questions in exactly the same way. The interviewer might not deviate from their script and may not provide any clarification on questions even if you ask. This can be quite disconcerting so it is important that you remain focused on the questions and are not distracted by the unusual nature of the conversation. In a slightly less structured interview, you may have to give examples to demonstrate the competencies the employer is looking for e.g. to give an example of a time when you worked in a team, solved a problem or coped with a difficult colleague - so make sure you have some examples ready, just as you would for any other competency-based interview.

� Informal

These will take a very similar form to a face-to-face interview and despite the fact that they may be described as an informal �chat�, you should be as well prepared as you would be for a formal interview. The interviewer will ask questions based on the information in your CV or application form; your interest in the job and organisation; and the skills and qualities that you possess which would make you a suitable candidate for the job.

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� Automated

A few organisations use pre-recorded telephone interviews in which you have to use the telephone keypad to answer questions automatically, often to agree or disagree with a statement. Your responses are recorded and the time you take to respond may also be measured. There is very little preparation that you can do beforehand to get ready for this type of telephone interview. They are usually designed to see if you have the basic competencies, skills or attitude the organisation is looking for.

How to prepare for a telephone interview

� Prepare as thoroughly for telephone interviews as you would for any other (see below).� Have a landline number you can use just in case the employer prefers to contact you this way.� Try recording your voice or practise calls with friends to minimise the �...umms� and ��aahhs�!� Know your CV/application form inside out and have a copy of it to hand in case you need to clarify anything or just as a reminder. Have a pen and paper handy as well. � Try to ensure that there will be no background noise to disturb you and that you will be comfortable. The interview could last up to an hour. Have a glass of water nearby.� You will have to listen especially closely to the reaction of the interviewer as you will not be receiving any visual clues about their response to your answers.� If it makes you feel more confident, dress smartly.� Try to smile! It can make you sound more positive and confident.� Have your diary with you in case you are invited for a further interview.

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How to prepare for interviews

You can and must prepare thoroughly for any interview. There is no agony like the experience of sitting in an interview for which you have not prepared your case. To avoid this agony, do your homework!

The job and the organisation

� Re-read the job advertisement, the job description and the person specification if there is one. Clarify in your own mind what the organisation is looking for.� Re-read any notes you made prior to applying.� Find out more about the organisation - don�t expect to get away with what�s in the brochure or on their website. Get some ideas of sources from the Careers Service if you are having difficulty finding relevant information. � Keep your eye on the media for any developments affecting the organisation and the sector to which it belongs; for example, market trends, international competition or changes in government legislation affecting them. Refer to relevant professional journals wherever possible. � Find out who their competitors are. Think about what challenges the organisation and its sector may be facing. � Keep up to date with current affairs as most employers want recruits who know what is going on in the wider world.� Read feedback from other students who have been interviewed by the same organisation - available in the Careers Information Centres.

Action box

þ Pick up the leaflet �Telephone Interviews - Some Useful Tips� from the Careers Service. þ Read up on telephone interviews in the red Interviews folder in the Information Centres in the Careers Service and arrange a practice interview!

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Your background

� Refresh your memory about what you wrote on the application form or CV. It is always a good idea to keep a copy.� Reflect on the case you made and be ready to expand on any assertions.� Think further about the skills, qualities and experience that you have to offer that are relevant to the job.� Prepare evidence to back up or add to the claims you made by thinking of specific situations you have been in where you demonstrated these skills and attributes.� Reflect on these situations and analyse the role you played, the actions you took, the decisions you made and the (hopefully successful) outcome. You could, for example, be asked to describe a situation where you showed that you have leadership qualities or team skills. It helps if you have given this some thought in advance!� Book a practice interview with a Careers Adviser. This should be booked for at least a couple of days before your interview to give you time to reflect on the experience and prepare for the real thing. Some employers don�t give you much notice for an interview so it is worth booking an appointment before this has been confirmed, as at busy times there may not be last minute slots available.

�I have been impressed when there is clear evidence that the candidate has researched the company and by candidates who can discuss current affairs and have an appreciation for what is happening in industry.� Graduate recruiter

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�Many candidates do not do themselves justice due to lack of preparation, often citing the same experiences time and again, while a range of examples would prove much more impressive.� Graduate recruiter

Practical arrangements

Think about what you are going to wear. Dressing smartly will help demonstrate that you have made an effort and are serious about this position. However, you may need to find out what is considered appropriate dress for this area of work. For example, acceptable dress for an interview at a fashion house could be considered overly trendy or flamboyant for the Civil Service. In addition, not all areas will expect you to arrive in a suit so consider whether you would wear one regularly at work. If so, it would be a good investment. If you have bought new clothes, wear them at home once or twice so that you feel comfortable in them. Break in new shoes as arriving at an interview in discomfort will not help you remain in a positive frame of mind.

Find out exactly where the interview is to be held and how to get there and remember to check if the employer is paying travel expenses. Give yourself plenty of time so that you are punctual and arrive in a cool and focused state of mind. Organise yourself so that you get a good night�s sleep and adequate breakfast to give you energy for the day ahead.

�I have been impressed when it is obvious that a candidate has made an effort with their appearance. This does not mean breaking the bank to pay for a designer suit!� Graduate recruiter

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The interview

The interviewer/s will want to probe:

� your interest in and motivation for the job� how well you match their requirements� how knowledgeable you are about the organisation and the context in which it is operating.

To help them do this, they will ask questions to elicit information about:

� what you have done so far in your life� how you have contributed to the activities listed in your application and what you have learned from these experiences� your strengths and weaknesses� what motivates you.

Remember

You will be expected to provide specific examples from your experience to back up your suitability for the post. If you have prepared well, the content of your answers should not be a problem. You should know what skills and attributes the employer is looking for and be capable of providing evidence as proof that your experience has enabled you to develop these skills. You should have a range of specific situations from all areas of your history which you can use to demonstrate these skills in action. It is imperative that you are able to show the interviewer what your role in these situations was.

�It is unfortunate when candidates do not highlight their personal contribution to a group effort and tend to use �we� instead of the preferred �I�.�Graduate recruiter

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Examples of such questions might be �You say you have developed leadership skills. Tell me about a time you used your leadership skills to improve the work of a group.��You seem to have little experience in the private sector. How can you reassure us that you have the commercial awareness that we seek?�

Listen carefully and answer precisely the question you have been asked. Do not give too much subject-specific or technical detail if this is not directly relevant. If you are presenting a situation as evidence, set the scene quickly and succinctly and then focus on your role. Remember the acronym STAR (Situation, Task, Action, Result) when answering this type of question. Be aware of the interviewer�s response to you so that you have an idea of when to offer more information or to wind up. Take time to think before you respond rather than launch into it in a hurry and dry up or lose your way. If you are really stuck, admit it rather than waffle. However, take any opportunity to say something that adds to your case rather than say nothing. Be prepared to ask questions at the end.

Action Box

þ If you have an interview coming up, clearly identify the criteria which will be used to select you. þ Research, Research, Research!þ Brainstorm your background and prepare your evidence.þ Check practical arrangements.

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Types of interview

The type of interview you can expect will vary and depend very much on what you are applying for and who is interviewing you. The following are the most common.

Chronological

The interviewer goes through your experience chronologically, inviting you to expand on items in your application. This type of interview is becoming less common within graduate recruitment.

Competency based (Structured, Criteria Based, Situational)The interviewer will ask a series of questions based on the transferable skills and qualities required for the job - their selection criteria - and expect you to give examples of situations you have been in where you demonstrated these competencies. This method examines your past behaviour as a predictor of your future performance. You may be asked to give 2 or 3 different examples for each core skill. You are likely to be probed in depth with follow-up questions inviting you to analyse your behaviour and reflect on your approach and what you learned from the experience (see How to prepare on p.9). This type of interview is much more common than chronological interviews, especially with large graduate recruiters.

Technical

If your interview is described as �technical� and you are applying for a technical position then it is likely that your area of study and technical experience are directly relevant to the post. The interviewer will want to determine whether you have the technical know-how to do the job, that you can apply technical theory topractical problems, that you have a genuine interest in the technology and that you can back up any claims of technical skills that you have made in your application.

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You will be asked detailed questions about aspects of your study and any relevant experience you may have. Expect challenging technical questions. Expect in-depth knowledge-based questions on any part of your degree course, possibly around your projects or thesis. You may be asked to explain how you approached your thesis in particular, the techniques used, any problems you encountered and how you attempted to overcome them. The results you obtained, any conclusions you came to and any ideas you have for further development might be probed. You may be asked to demonstrate your technical knowledge by attempting to solve problems posed by the interviewer.

NB If you don�t know the answer to a question, being able to admit it, demonstrating how you would go about finding out and showing that you are keen to learn is a much better strategy than waffling and going nowhere.

Although technical issues will be probed as key to the position, it is unlikely that these will be the only factor in the selection process. Other competencies required for the post will also be investigated either at another stage or as part of the technical interview. Be ready to answer questions on all of the competencies required.

�Be prepared to answer technical questions on all the subjects you put on your CV. �Oh, I only had one lecture two years ago and I can�t remember� does not go down well�. Graduate recruiter

�Expect to have to think on your feet about how your subject/project/skills could relate to the work you are being interviewed for and to other broader areas of the company�s interest�.Graduate recruiter

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Strengths Based

Strengths based interviewing is a relatively new concept in graduate recruitment but it is rapidly gaining ground as an alternative to competency based in all sectors, though especially within finance / accountancy and consulting. Essentially, the idea is to focus on what you like doing rather than what you are just capable of doing (or learning to do), as in a competency based interview. It is argued that by concentrating on what you enjoy, or where your passions lie, you will be able to demonstrate a real sense of energy and engagement in work, rapidly learn new information and approaches, become totally engrossed in your tasks and thus produce a higher level of performance in your role.

Recruiters are turning to strengths based interviewing because they were finding that candidates were becoming too well rehearsed in their responses to competency based questions, and are therefore moving towards a system which looks at what applicants enjoy as a means of testing their innate strengths or natural aptitudes. Successful candidates will be those who can show that they were �made for the role�, rather than having to adapt to fit it. These employers are finding that they can make recruitment decisions more quickly using this method, saving time for both themselves and students / graduates, and applicants are said to find the interviews more enjoyable, so are attracted to these organisations as employers.

Interviewers at strengths based interviews will have pre-determined a set of strengths required for the role in question and will be looking for answers which reflect these. Such interviews are aiming to find the �real you� and may move along more quickly than a competency based interview, in order to determine a wider range of your qualities. Strengths might include reliability, a strong sense of personal responsibility, being a good organiser, having strong analytical ability or being good at working with others in a team. To prepare, you could identify your strengths by asking yourself some probing questions such as:

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� What subjects have I enjoyed most during my education and what have I found easiest?� What am I good at, both within and outwith university?� What comes to me most easily and what do I learn most quickly? � What energises me? � What is my proudest achievement?� What has been a really successful day for me?� What personal strengths was I born with?

Case Study

Case study interviews are becoming more common, particularly during interviews for management consulting firms but increasingly for a much wider range of employers. Organisations may also use a case study exercise as part of a more general group exercise during an assessment centre. A case study tends to be a scenario e.g. a company facing a particular business issue - facts are presented to candidates and you must come up with solutions.

The aim of the case study interview is to see if you are suited to the type of work the organisation undertakes and to give you an opportunity to see if you enjoy this type of work. They can take a number of different forms including the analysis of a hypothetical business problem (e.g. what would be the pros and cons of introducing a �regular user� scheme to reward loyal customers of an airline?) or a brainteaser (e.g. how many bottles of wine are consumed in the UK each week?). No previous knowledge of the business is required and there is no �right� way to respond. The organisation is looking for:

� your ability to identify key issues� a demonstration of your problem-solving abilities� how you demonstrate logical thinking and creativity in your solutions� the way you structure your response.

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You will be provided with all the background information you need. Listen very carefully to this, think aloud to demonstrate the approach or framework you are using to solve the problem and ask the interviewer questions to elicit further information if appropriate.

How to prepare for case study interviews

� Look at examples of case study questions and practise until you are more familiar with the types of question that can be asked. � Take part in the events that the Careers Service runs on case studies and group exercises e.g. Practice assessment

centre (case studies), as this will give you an insight into what to expect.� Watch DVD How to Crack Case Study Interviews (Bain and Company).� Read Vault Guide to the Case Interview or other books on the subject in the �red� section of the Careers Information Centres.

Action box

þ See the red Interviews folder in the Careers Information Centres to check out any interview feedback from those who have attended interviews. þ Check the Further information section in this booklet on where to find sample questions and sample case studies and remember to book a practice interview to help you with your interview techniques.

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How you come across

First impressions are important, and how you come across can be as important as what you say.

� Be friendly and try to smile when you first meet the interviewer.� Maintain good eye contact. If you find this difficult, a useful tip is to look at other parts of the interviewer�s face: this way, it will appear that you are maintaining eye contact.� Retain a confident posture and try not to fidget.� If you have a tendency to speak quickly and fall over your words when nervous, take a deep breath and pause before giving a reply.� Make a poised and confident exit - you can relax when you have left the building!

Some sample questions

This list is not exhaustive but will give you an idea of the kinds of questions you might be asked. Once you have prepared yourself for an interview you should feel equipped to answer them.

�Good eye contact and positive body language make a huge difference� Graduate recruiter

Why did you choose your degree/university?

What have you learnt through your degree that is relevant to this application?

What did you find most challenging about your degree?

Can you explain to me what your dissertation/research project was about?

How do you keep up to date with new developments in your field/discipline? What has especially interested you?

What professional journals do you read and why?

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What recent developments in our organisation/industry/sector have caught your attention?

Why do you want to be a��?

Why do you want to work for us?

What do you know about our organisation?

Who do you see as our major competitor?

What are the main challenges facing this organisation over the next two to three years?

What will you do if you don�t get this job?

What have you gained from your previous work experience?

What is your biggest achievement to date and why?

What has been your biggest crisis and how have you handled it?

What makes you stand out from the crowd?

What are your main strengths and weaknesses?

What other careers have you considered and why?

Describe a situation where you worked in a team to achieve a goal.

Describe how you analysed a complex issue or problem to reach a decision. What steps did you go through and why?

Describe a situation where you have had to deal positively and effectively with an unexpected or changing situation.

Tell me about a time when you demonstrated a new approach to a task.

Give me an example of a time when you achieved a task under a time constraint. How did you react? Were you successful?

Looking back over your life, what three things have contributed most to your personal development and why?

How do you see your career developing over the next five/ten years?

A question such as �Why do you want this job?� is standard and you should expect it in some guise or other, often very early in

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the interview when you might still be nervous and not quite into your stride. You must be able and prepared to give a good positive answer to this in order to demonstrate your focus, motivation and commitment. You must show that you want this

job and not just a means of paying the bills. Perhaps you could check out the organisation�s aims/objectives/values and be ready to explain how these match your own. It is always good to show that you are in sympathy with what they are trying to do.

Often at the end of an interview you might be given the opportunity to sum up your case. Examples could be: �Tell us why we should choose you?�; "Is there anything you�d like to add?�. Avoid shooting yourself in the foot in answering questions like this, particularly if they occur at the end of the interview, by waffling, being defensive or pleading. You are selling yourself and must finish on a high note, having summarised effectively or contributed information that adds to your case and convinces the selector that you are the ideal candidate.

Asking questions

You will normally be given the opportunity to ask questions towards the end of an interview. Bear in mind that this may be the last impression that you create, so make sure that your questions are pertinent. Ideally you should ask questions which you genuinely want answering, so noting some down whilst doing your research on the organisation is a good way of accruing a list from which to draw. Avoid opening with a question about salary and benefits. However, if salary hasn�t been discussed it�s perfectly legitimate to ask about it, preferably at the end. Don�t ask a question which is answered by the recruitment brochure or website and, as the next candidate is probably waiting outside, don�t work your way through a long list!

�I have been impressed in the past by candidates who arrive with questions written down�. Graduate recruiter

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After the interview

Most people will have more than one interview when looking for a job, so it makes sense to learn from your experience. As soon as possible after the interview, try to review how you performed. Were there any questions which you found difficult or weren�t expecting? If so, try thinking about possible answers or looking for extra evidence for future interviews. Perhaps you answered a tricky question particularly well. Jot down what you said for future reference! Did you feel you created the right impression? Did you feel adequately prepared? If not, what could you do about it? There�s another good reason to make notes after your interview. You might get a second interview!

Making notes

It�s always good to be able to remember what you said first time around. In case you are offered a second interview you need to note:

� the names of your interviewer and anyone else who attended the interview� any questions you feel you might have dealt with better � any reservations you suspect the interviewer may have been left with� anything you wish you had said but forgot� anything that they seemed impressed by, as you may be able to use this at future interviews.

Asking for feedback from employers

Many employers will be happy to give feedback on your performance at interview so do give them a call if you are unsuccessful to see if they can give you any useful tips for the future.

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Providing feedback for the Careers Service

An important thing to remember is to fill in an interview feedback form for the Careers Service! The information you provide will be kept aside until the end of the current recruitment cycle and then will be available for reference to next year�s candidates. This type of feedback is invaluable in helping students to prepare for similar interviews in the future.

Considering the job offer

Congratulations! Now you have to decide whether to accept or politely decline. You might be faced with one or more of the following situations:

� you may be offered several different posts and are faced with a difficult choice� you may have an offer from your second choice of employer and still be waiting to hear from your first choice� you might have a job offer from one employer but still have an interview to attend with another employer.

There is a lot to consider so it is worth speaking to a careers adviser, either in a booked appointment or in a short appointment arranged by booking on the day during normal office hours.

Action box

þ Pick up a feedback form from the Careers Service Reception or Information Desk or you can download one from our website www.ed.ac.uk/careers

(CVs, applications and interviews > interviews > how to prepare )

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Action box

þ Discuss your situation with a careers adviser and look at our information on Employment Rights in the Careers Information Centres.

Assessment centres

Assessment centres usually take place at the final stages of the selection process for graduate posts in large organisations in both the public and private sectors. If you have been successful at the initial stages, you and a group of other candidates will be invited to take part in a series of events designed to measure you against the aptitudes required for the job; i.e. against a certain set of standards and not normally against the other members of your group. This is an opportunity for you to demonstrate your abilities in a practical way.

Each organisation will design a programme to fit their requirements, but it is likely that this will include a number of exercises from the chart on page 25. Even if you are not invited to a full day assessment centre, you can usually expect to have to do more than just an interview as employers of all sizes are becoming increasingly likely to use a range of selection methods.

�It all sounds pretty demanding and strenuous but many students and graduates find the experience stimulating and enjoyable�.Careers Adviser

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Type of exercise What they're

looking for

What they're NOT

looking for

Group exercise (can take many forms but fundamentally a discussion with a group of other candidates)

People who can work with others to reach a suitable outcome

People who hog the discussion or people who contribute nothing

Presentation (giving a talk about a topic)

The ability to prepare and to communicate to a fair-sized audience

The aplomb of a cabinet minister or a nervous breakdown

Panel interview (involving 2 or more interviewers, probably investigating some issues in depth)

Someone who can communicate well in a three-(or more)way conversation involving a variety of personalities

Candidates who won�t let others have their say or talk the interviewers down

Lunch or dinner (yes, these can be tests too!)

Someone who can communicate coolly and calmly under, for example, the stress of eating peas

Aristocratic table manners or food fights

Personality profile (quiz-like exercise to find out what sort of person you are)

There are no right answers so there�s no point in cheating

Your deepest, darkest secrets

Aptitude test (normally verbal, numerical and possibly diagrammatic reasoning)

People who are reasonably numerate, literate and spatially aware. Prepare by practising

Einstein

Case studies or in-tray/e-tray exercises (examples or simulations of day-to-day working situations)

Common sense solutions and bright ideas.

MBA-level analysis (unless you have just completed an MBA!)

Technical interviews (can take many forms, including practical tasks)

People who really do have the technical abilities they list on their CVs

People who have been doing the job for 40 years

Selection methods at a glance

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You will be assessed on each exercise and a final overall assessment will be made at the end of the Centre.

Most assessment centres last between 24 and 48 hours and can involve an overnight stay (often in hotels or company training centres). The employer will normally pay your travelling expenses.

A typical assessment centre programme might look like this:

This is just one example. If it is not clear what the format is to be, do not hesitate to ask the employer (though they may not wish to give you an answer).When speaking to people in an informal setting, be prepared with a simple draft answer to the question �Tell me about yourself�. Try to show genuine interest in what other people do.

4.00pm Arrival 5.00pm Verbal and Numerical Reasoning Tests 6.15pm Pre-Dinner drinks with Senior Staff 7.00pm Address by Senior Manager 7.30pm Dinner 8.00am Breakfast 9.00am Group Discussion (Leaderless) 10.00am In-Tray/E-Tray Exercise 11.00am Presentations on In-Tray/E-Tray Exercise (in front of selectors and possibly other candidates) 12noon Opportunity to talk to Graduate Trainees 1.00pm Lunch 2.00pm Second Group Exercise (Leader appointed) 3.00pm Panel Interview 4.00pm Feedback on Test Results 5.00pm Depart

Day 2

Day 1

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One very effective question for you to ask could be �What workhave you been involved in over the last 6 months?� or �What are your most interesting projects at the moment?�

The process tends to be pressured and exhausting, but most candidates report that they enjoy the exercises and the opportunity to make their own assessment of the organisation.

Preparation for an assessment centre

Before the event

� Re-read your original application form or CV and any notes you have made in preparation for the initial stages.� Remind yourself of the key attributes this employer is seeking and arm yourself with further evidence to present.� Keep informed of current issues relevant to the job or organisation by reading appropriate newspapers and periodicals.� Practise aptitude tests, at the Careers Service or online. � View the DVDs The Assessment Centre and At The Assessment

Centre available in the Careers Service. You may also watch them on any Edinburgh University campus PC: www.ed.ac.uk/careers (CVs, applications and interviews > Assessment centres)

� Look at the �Interviews and Assessment Centre Feedback� folder in the Careers Information Centres - these contain reports from graduates of previous years on their experiences at assessment centres.

� Familiarise yourself with in-tray/e-tray exercises. This type of exercise simulates day-to-day situations you might face as a part of your job to assess your ability to prioritise tasks and understand complex information. You will often be asked to prioritise emails on a PC or, less commonly, paper memos. You can gain an insight into the experience by booking a practice in-tray exercise at the Careers Service, or by trying a simpler version on our website.

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� Presentations: some employers disclose the topic in advance but in other cases you only get to prepare it on the day. You may be asked to choose your own topic - for example, a subject you feel especially passionate about. If you know the topic beforehand, aim for a structured presentation and stick to the brief. Consider what visual aids you feel confident using - Powerpoint, slides, handouts or flipcharts. Time yourself to ensure you stay within the time limit, bearing in mind that nerves on the day may make you talk more quickly or slowly. When well-versed with your presentation, practise in front of friends to become accustomed to an audience and to ensure your timing is right.� Group Exercises - book a place on the assessment centre practice session which will give you an opportunity to experience several group exercises and consider if your performance leaves room for improvement. You have to demonstrate that you are a team player by participating fully and listening and cooperating with the other group members.

At the assessment centre

� Show your enthusiasm and be yourself.� Assume you are being assessed at all times.� Take the opportunity to talk to senior staff & graduate trainees.� Ask questions, join in discussions - don�t sit in a corner on your own.� Don�t view the other candidates as the enemy. You are not normally competing against them but instead competing against the employer�s set criteria. Therefore you can support each other through the process.� Don�t hog the conversation - show interest in the other candidates.� Do not eat or drink too much.� Listen carefully to instructions and ask if you are not clear about what you have to do.� Make sure you are aware of the time constraints in any exercise and aim to produce what was asked for in that time. However, in many cases, what is most important is how you

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go about the task, rather than achieving the �correct� result.� Don�t panic if you feel you have made a mess of an exercise - it is your overall performance they are interested in.� Nobody is perfect.

After the assessment centre

As soon as possible make some notes about the experience - how did you perform, what could you do better or differently another time? If you are not offered the job it is quite in order to ask for feedback.

Remember to complete an interview feedback form for next year�s candidates. You can pick one up from the Careers Service reception.

Psychometric tests and questionnaires are structured, systematic ways of evaluating how people perform in tasks or react to different situations. There are broadly two types:

� aptitude, cognitive, ability or intelligence tests are designed to find out how well candidates perform in reasoning tasks i.e. they are looking at the level and nature of your thinking competencies.� questionnaires of personality, values or interests are concerned not with what you can do but how and why you do things in your own particular way. They cover aspects such as how you typically tend to react or behave and your preferences or attitudes.

Action box

þ See the Further information section at the end of this booklet to find useful resources on assessment centres, including reference books, DVDs and student feedback.

Psychometric testing in graduate selection

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Aptitude, ability and intelligence tests

These assess your logical reasoning or thinking performance. They are not tests of general knowledge. They are administered under exam conditions, live or online, and are strictly timed. A typical test might allow 30 minutes for 30 or more questions.

The questions have definite �right� and �wrong� answers, which you often have to select from a range of alternatives. As you go through the tests, the questions may become more difficult, and there are frequently more questions than you can comfortably complete in the time. It does not matter if you do not finish the test (though you should complete as many questions as possible), it is the number of correct answers which counts. Your score is then compared with how other people have done on the test in the past. This group (the �norm group�) could be other students/graduates, current job-holders or a more general group. This enables selectors to assess your reasoning skills in relation to others, and to make judgements about your ability to cope with tasks involved in the job.

The validity of such tests rests on how closely they assess abilities necessary to the job. For this reason there is a variety of tests, for example test of reasoning with written information (verbal reasoning), numbers, charts and graphs (numerical reasoning) or abstract figures (diagrammatic or spatial reasoning). The choice of tests is normally related to the specific activities which the job entails.

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Personality questionnaires How successful you will be in a job depends not only on yourabilities, but also on your personal qualities. Interviews and group exercises can be used to assess social skills, but personality questionnaires can further explore the way you tend to react to, or deal with, different situations. They are self-report questionnaires which means that a profile is drawn up from your responses to a number of questions or statements. These focus on a variety of personality factors such as: how you relate to other people, your workstyle, your ability to deal with your own and others� emotions, your motivation and determination, your approach to problem solving and your general outlook.

Unlike aptitude tests, there are no 'right' or 'wrong' answers and questionnaires are usually not timed. The selectors will not be looking for a rigid 'typical' personality profile, although certain characteristics will be more or less appropriate for that particular job (e.g. independence, social confidence and persuasiveness are important characteristics for sales staff).

From your responses the selector gains information about your style of behaviour - how and why you do things your own way. You may receive feedback on the profile and occasionally it might form the basis for discussion at a subsequent interview.

Questionnaires exploring your interests or values are less commonly used in selection. These are designed to clarify what fields of work interest you or what factors make work worthwhile for you. You are more likely to come across them in a careers guidance setting or in an appraisal context once in work.

The best way to approach all of the questionnaires is just to answer them as straightforwardly as you can. Guessing what the employer is looking for is difficult and could well be counter productive - you might get a job which does not suit you. The

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more likely outcome is that your strategy will be transparent and this will not work in your favour.

How to prepare

The Careers Service is often asked if we can supply practice questions to prepare for employers� aptitude tests. We have some useful sources of information which you can look at, but you will not be able to look at actual tests used by employers as organisations feel that it would undermine the tests� effectiveness. However there are some things you can do to prepare yourself.

� You may receive a sample test beforehand to help you prepare. If you do, look at it carefully. Work out the answers but also think about both the questions and the answers in order to get an idea of the sort of thinking you will have to use.� Have a go at word games, mathematical teasers and puzzles with diagrams. These may help you to get into a logical and analytical frame of mind.� Brush up on your basic number skills � practise basic mental arithmetic with and without a calculator. Addition, subtraction, division, multiplication and calculations of percentages and ratios are commonly required. Unless the job requires a very high level of numeracy, numerical tests are unlikely to be pitched any higher than Standard Grade or GCSE Maths. The ability to extract information from charts and graphs is as important as the actual calculations in these tests. Reading financial reports and studying data in charts (e.g. in the business pages of the newspapers) could also be useful practice. � Verbal reasoning skills are tricky to brush up in a hurry but reading manuals, technical reports or academic or business journals may help. Practise extracting the main points from

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passages of information and summarising their meaning. The GRE and GMAT example tests may be useful, but remember that these are aimed at those applying for postgraduate level study, so don�t be too put off if you find them challenging.� It is very helpful to have looked at examples of test questions. Have a look at the Aptitude Tests folder (red section) in the Careers Information Centres, which has some example questions, many from companies that use these types of test.� A number of books with test questions are available for reference in the Careers Information Centres. However check the level at which they are pitched. They are not all aimed at graduates.� Practise timed tests on a computer by booking time on 'Times Psychometric Tests'.� The Careers Service offers the facility of taking a practice test and will give you feedback on your performance. This is probably the best preparation you can have for a real test, since the tests are administered under exam conditions. Check the Careers Service website for details or ask at reception.

Online testing Employers increasingly use online application systems which save time, money and paper. As part of the application process you may be invited to take a number of tests some of which may be administered over the internet. The Careers Service offers a practice online test: www.ed.ac.uk/careers (CVs, applications and interviews > Selection tests). You then email the Careers Service to proceed but please note that registration is not instantaneous - it may take one to three days. Other test providers also have links to this page.

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What to expect

Some organisations include mandatory online questionnaires or tests before allowing access to their application form. Usually, however, the online test will come at the second stage of the process after the online application form and as a sift before the first interview. You will probably be sent a password and a user number to identify you and keep your responses secure and you will be asked to log on to the test. There will be instructions and some practice questions. Once you have started on a test it is likely that you will have to continue to the end in one sitting.

Some tips

Apply the same principles to online tests as you would to a test at an assessment centre: you need to be fresh, on the ball, focused and motivated.It will be possible for you to do it at your own preferred time and at a place of your choosing. Ensure that the time is suitable for you and the place appropriate. A noisy internet café will not help you. Keep calm. Be unhurried in your approach and follow instructions exactly. The best preparation - as for any kind of test - is to do some practice tests online. And a warning - employers generally re-test at interview or assessment centre, so don�t get your friends to sit your tests!

On the day

� Arrive in good time at the test location and ensure that you will be fresh and ready for a demanding day by having a good night�s sleep beforehand and enough breakfast to give you energy for the activities.� Ensure that you know exactly what you are required to do - do not be afraid to ask questions, at the appropriate time.� Follow the instructions you are given exactly.� With multiple choice tests, you may wish to eliminate as many wrong answers as possible. For example, with numerical tests, a quick estimate may help you to discard several of the options without working out every alternative.

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� Work as quickly and accurately as you can. Both speed and accuracy are important; so do not spend too long on any one question.� Do not waste time. If you are really stuck on a question, leave it and move on.� Don�t worry if you do not finish all the questions in the time (it is the exception to do so) but if you do, go over your answers again to check them.

Action box

þ Book a practice aptitude test.þ Check the red Aptitude Tests folder in the Careers Information Centre for sample questions.þ See the Careers Service website to find a practice test online.

�The signs are good when you finish an interview feeling positive and feel that the candidate has enjoyed the experience too�.Graduate recruiter

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Further information�

The following is a selection of information available for reference in the Careers Service and there is more help available on our website at: www.ed.ac.uk/careers (CVs, applications and interviews)

Booklets

� Telephone Interviews - Some Useful Tips

(take-away copies available)

DVDs (ask at Information Desk)� Making an Impact - the Graduate Job Interview

� Bain and Company - How to Crack Case Study Interviews

� Selection Success in One, which comprises:� Your Job�s Online (about online applications)� The Assessment Centre (NB this is also streamed to all Careers Service and other campus PCs)� Why Ask Me That? (a typical selection interview)� At The Assessment Centre

Books

� Succeeding at Interviews

� Great Answers to Tough Interview Questions

� 201 Best Questions to Ask on Your Interview

� Best Answers to the 201 Most Frequently Asked Interview

Questions

� Ace the IT Interview

� Vault Guide to Finance Interviews

� Successful Presentation Skills

� How to Succeed at an Assessment Centre

� Vault Guide to the Case Interview

� How to Succeed at Interviews and Other Selection Methods

(available for reference in red file)

� First Interviews - Sorted (red file)

� How to Pass Advanced Aptitude Tests

� How to Pass Advanced Verbal Reasoning Tests

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� How to Succeed in Psychometric Tests

� How to Pass Advanced Numeracy Tests

� How to Pass the Civil Service Qualifying Test

� Refresher in Basic Maths

� Improve Your Maths - Essential Maths for Students

Some of these items may be available to take home on loan overnight.

Folders

� Interviews� Assessment Centres� Interviews and Assessment Centre feedback

Student feedback

As well as on paper in the files, this is available on our SAGE (Student and Graduate Employment) database. Follow the link to Employers and enter the name of the employer you are looking for (or look at other similar employers). www.ed.ac.uk/careers/SAGE

The Careers Service runs �live� practice aptitude tests and assessment centre sessions during semesters, and look out for our series of talks on interviewing skills. For further details and to book a place check our website (Quick links > Talks and events).

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A Duty Careers Adviser is available almost every working day at both the Central Area and King�s Buildings offices, to help with any questions you might have relating to interviews. You can arrange a short appointment (up to 20 minutes) by booking on the day during normal office hours. You can also book a 45 minute consultation with a Careers Adviser or book a �mock� interview. These role-plays are excellent preparation for the real thing, so make sure you book well ahead of any potential interviews to ensure maximum benefit.

Where can you find us?

Careers Service - Central Area, Third Floor, Main Library Building( Tel: 0131 650 4670 * Email: careers@ed.ac.uk

Careers Service - King�s Buildings (KB), Weir Building( Tel: 0131 650 5773 * Email: careers@ed.ac.uk Opening times during semester:Mon/Thurs/Fri 9.30am - 4.45pmTuesday 9.30am - 4.45pm*Wednesday 12noon - 4.45pm

*In addition to these times the central office at the Main Library Building is also open from 4.45pm - 6.45pm on Tuesday evenings during semesters.

Please note: opening times change during vacations. Check www.ed.ac.uk/careers (Opening hours and contact details)

Space for your notes

@SAGE

graduate jobs

part-time jobs

voluntary work

internships

information on employers

www.ed.ac.uk/careers/sage

www.ed.ac.uk/careers