The most common exercises and test procedures which can be part of an assessment center are briefly illustrated below.
EXERCISES
Short case studies
The candidates are presented with a written case, e.g. a customer complaint, which they need to address quickly or spontaneously. The candidates answer by providing a brief description of how they would react in such a situation or by taking part in a role play.
Group discussions
In this exercise, participants are asked to solve a task as a group within a given time frame, usually 30 to 60 minutes; it is left to the participants to decide how they want to structure and approach the task. The tasks can be cooperative (there are no conflicting interests), or competitive (participants represent opposite positions). Group discussions are suitable to observe moderation skills, problem-solving skills and socially interactive behaviour.
Presentation
Presentation exercises hand candidates the task to present a specific topic to a group. This task can include a preparatory phase in which candidates can research the topic and analyse and structure the information. It is also possible that the topic is defined ad hoc. In addition to organisational-analytical skills, this exercise also brings to light the linguistic fluency when performing in front of a group.
Role plays
Role plays simulate a dialogue situation for candidates to address. The problems presented need to be resolved in a targeted manner within the given timeframe. For example, this could be a negotiation, a sensitive topic to be discussed with an employee or a meeting with the specific goal to convince someone. This exercise allows to observe social interactive skills, as well as empathy and problem-solving skills.
Case studies
Participants are given written material on an organisational problem. The problem is often multi-layered and complex. Candidates work independently on questions; they analyse a problem situation and develop decisions and alternative solutions without receiving feedback during the process. This task enables to observe analytical skills and the resulting decisions-making skills.
Inbox exercise
The inbox exercise simulates the incoming e-mails of a manager who is new to their role or who has been away for a few days. An inbox contains 15 to 25 e-mails, memos, letters, reports, inquiries and irrelevant information. The task is usually processed in writing and under great time pressure. A variety of content allows to assess the decision-making process, the organisation of the workload, the prioritisation, the recognition of connections between specific aspects or also some subject knowledge.
Structured interview
Within the structured interview, candidates are asked specific questions about concrete experiences and how they actually reacted in those situations.
PSYCHOLOGICAL TEST PROCEDURES
Intelligence tests
Intelligence tests consist of a series of similar tasks which need to be solved under time pressure using mental operations. This could involve continuing a sequence of numbers, recognising similarities among a series of predefined elements, completing sentences or solving mathematical problems.
Performance tests
Performance tests are procedures designed to record general performance requirements such as attention, concentration and general level of activity.
Personality tests
These tests assume that certain personality traits assessed in this context reliably predict certain behaviours. In contrast to performance and intelligence tests, the personality questionnaires are neither timed nor are they intended to assess performance.