Workshop 3 & Assignment 2 – The Assessment Centre

This workshop followed the previous Careers Cafe with the aims to prepare us for job interviews through team exercises using practices commonly used by employers.

 

Interviews

After being divided into groups of approximately 4 or 5, each person was assigned one of 4 roles; Head interviewer, Interviewee, a member from Human Relations and a scribe who filled out a feedback and assessment form.

During the process the first role I took up was that of the scribe so therefore marked the interviewee on attributes that employers would generally be looking for, for example, body language, clarity and quality of their answers as well as confidence.

The roles rotated between individuals ensuring everyone had the opportunity to experience every aspect of the interview process.

Over the past year or so I have taken part in numerous interviews, with not all of them being successful, so found the process quite familiar. But it was also quite difficult as we weren’t being interviewed for an specific job so we were unable to conduct any further research into the job or company and were given rather general questions, for example:

“Describe your dissertation project?”

“What are your biggest weaknesses?”

“How would your friends describe you?”

Psychometric tests

The second part of the assessment centre consisted of taking the Belbin Test.

This involved ranking various scenarios between 1 and 10  (more to least likely) depending on how you would respond the total score then correlates to a specific team role you would have.

A Team Role can defined as “a tendency to behave, contribute and interrelate with others in a particular way.”

After conducting the test myself I was assigned the role of Monitor Evaluator.

Monitor Evaluator:

  • Provides a logical eye, making impartial judgements where required and weighs up the team’s options in a dispassionate way.
  • Strengths: Sober, strategic and discerning. Sees all options and judges accurately.
  • Allowable Weaknesses: Sometimes lacks the drive and ability to inspire others and can be overly critical.
  • Don’t be surprised to find out: They could be slow to come to decisions.

Now what am I going to do?

After seeing the feedback from my interview I will work on being more confident when speaking but will also continue to search for helpful interview tips to ensure I am continually improving. By taking on the different roles involved in the interview process I am now able to see what it is like from all perspectives which would therefore put me at ease and more confident in future interviews.

Also, the psychometric test has given me an insight into how I approach problems and therefore ways to improve this.

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