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How to Ace the Barclays Job Interview

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More than 300 fresh graduates from all over the UK embark on the journey of their investment banking careers at the Barclays’ London Office situated in Canary Wharf. Jobs offered by the Barclays Group are divided into 3 core areas – personal and corporate banking, investment banking and business function.

When applying for an entry level position at Barclays, having a good academic record and communication skills is not enough. The Investment Banking Division of the Barclays Group searches for crème de la crème fresh graduates who can bring more to the table than just that.

The 6 key competencies that Barclays looks for are – business skills, commercial effectiveness, management & leadership skills, interpersonal skills, technical knowhow and control environment.

If you wish to pursue a career in investment banking, Barclays offers a great start to fresh graduates. In this article, we will discuss the various steps involved in the recruitment process and the tips and tricks that will help you ace the job interview at Barclays.

The Graduate Application Procedure

The entire application procedure is divided into 4 steps –

  • Online application
  • SHL Tests (Verbal & Numerical)
  • Telephone Interview
  • Assessment Centre

Step 1 – Online Application

Each online form available on the website is tailored to the Barclays business arm that the applicant is applying to. It includes general biographical information, extracurricular activities, questions regarding past work experience, open ended questions to test the competency of the applicant and a one page CV upload.

When filling in the online application form, there are certain aspects all applicants must focus on.

  • Do thorough research pertaining to the particular division you are applying to. Look for the attributes that are sought by recruiters in that business area. Try to highlight those competencies in the application to show that you are a good fit for the job.
  • Always support your answers with examples whenever possible for it increases the credibility of the answer. For e.g., don’t just mention that you have good problem solving skills; show them what you mean by quoting an example.
  • Use correct grammar and spellings. Make use of good vocabulary. Have your application form read by someone else before submitting to ensure no such mistakes have been made.
  • Don’t wait for the deadline – apply as soon as possible for applications are assessed on a rolling basis.

Step 2 – Aptitude Tests

Numerical Test

The numerical online reasoning test includes 35 MCQs that must be completed within 35 minutes. The questions in this test pertain to ratios, percentages and basic mathematical operations. This aptitude test is formulated to gauge the applicant’s mathematical skills and ability to comprehend information provided in charts, graphs, tables, etc.

Logical & Reasoning Test

The logical and reasoning test attempts to identify the applicant’s ability to solve problems by looking at shapes and patterns. The candidate is required to answer 24 questions within 25 minutes. Here’s an interesting point to note – those who are called in to take the numerical test don’t have to take this test. The recruiters decide on which test the candidate should be given depending on the position and department he or she has applied to.

Situational Judgment Test

The situational judgement test is a multimedia-based test that sets out various different workplace scenarios. You must be able to pick the most appropriate response to the situation given. This test is given in order to figure out if the individual matches up to the core values and skills sought by Barclays. The best way to ace this test is to peruse through the Barclays’ values and work description.

The Barclays Occupational Personality Test

The standard occupational personality test is tailored to Barclays’ requirements for its employees as it strives to determine whether an individual is the right fit for the position. If the OPQ32 test score is satisfactory, only then the individual is then invited to a telephone interview.

It is important to understand that there is no ‘one’ or specific type of personality that Barclays is particularly in search for. Therefore, there are no fixed ‘right’ or ‘wrong’ answers to questions in this test.

Step 3 – Telephone Interview

The telephone interview is conducted by an HR representative. All interview questions asked are related to the individual’s skill set in order to determine if he or she is a suitable candidate to become part of the Barclays Team. Based on the STAR method, candidates are asked competency based interview questions and are required to highlight situations in which they achieved desired results.

Here are some of the questions that you must prepare to be answer.

  • Why do you think you are a good fit for this job?
  • Why do you want to work for this particular division?
  • In your opinion, what issues are currently affecting this industry and Barclays in particular?

Step 4 – Assessment Centre

The last and the most important stage of the interview procedure is the full day activity at the Barclays assessment centre. The activities you will be asked to participate in are subject to change according to the business arm you have applied to. Activities at the Barclays assessment centre include in-centre SHL testing, one-on-one interviews, group exercise, role play, case study, analytical exercises and written exercises.

  • Numerical SHL Testing – The candidates are required to take a second numerical test at the assessment centre. The test consists of 35 questions and must be completed within the stipulated time. The difficulty level of this test is higher than the previous one.
  • Group Exercise – This is Barclays’ way of evaluating your decision making skills. At this stage, you will be given a fictitious case in which you’ll have to do a cost benefit analysis within 90 minutes.
  • One-on-One Interview – the second interview is a more technical one and you’ll face more complicated questions during this one. The interview questions will be related to your resume as well as brain teasing questions to gauge your intelligence.

We hope you find this information useful when applying for an entry level position at Barclays. Preparation is the only key to success when it comes to acing the Barclays job interview. Log on to www.graduatemonkey.com to get hold of the latest SHL aptitude test tutorial packs today!

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How to Get Multiple Job Offers From Top Investment Banks This Season

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he investment banking industry is regarded as one of the most notoriously challenging fields where only the best of the best fresh grads have the potential to succeed. According to Careers-in-Finance, recent stats show that less than 200,000 entry level job opportunities are open for fresh graduates worldwide every year.

This no longer seems impressive as soon as you realize that the applicant pool is 10 times larger than the number of jobs available. Don’t get disappointed just yet; it may be tough to break into the investment banking field, but not impossible. With the right set of skills, academic background and determination, you can start off your career in investment banking as an analyst.

Read on to know what it takes to get multiple job offers from top investment banks like JP Morgan, Credit Suisse, Goldman Sachs, Morgan Stanley, Royal Bank of Scotland, Merrill Lynch, BNP Paribas, etc.

Figure Out What You Want To Do Before Searching

Nail down the target job and audience before anything else. By this, we mean, search for the kind of job you want and determine if it has the most career capital. Before applying, do an in-depth search on the industry focus, size, personality, core values and management style of the organization.

This will not only help you determine if you are a good fit for the job but it will also provide you will deep insights that may come in handy during the interview. Some other points that you must also consider when applying for an entry level job at any top investment banks are – the salary, the people and the perks.

If possible, also try to find out more about the work environment and the organizational culture as it will help you create a resume that is tailor made for the job.

Know What to Expect When You Venture Into Investment Banking

Here are some hard facts that you must consider before applying for an entry level job at top investment banks like Goldman Sachs, Morgan Stanley, JPMorgan Chase, Bank of America Merrill Lynch, Deutsche Bank, etc.

  • The field of investment banking is very demanding; 12-hour working days are not uncommon.
  • However, as far as entry level jobs are concerned, an analyst can earn as much as £50,000 on starting with bonuses.
  • You can choose to work in one of the many different areas of work an investment bank including private wealth management, operations, corporate banking, technology, risk management, specialist markets, structured finance, investment management, investment banking, specialist markets, markets, etc. Research each of these work areas carefully prior to filling in the application form and developing a resume.

The 4 Key Skills You Need To Develop

If you’re aiming to develop the competencies that investment banks want to see when you apply for an entry level job, these are the 4 key skills you need to develop instead of just having good teamwork and communication skills. According to Barclays Capital head of campus recruitment Jane Clark, investment banking recruiters want to see what more you can bring to the table other than your excellent academic grades alone.

Intellect

Top investment banks are always in search of candidates who are quick learners; ones who can grasp and learn new concepts easily. Recruiters working for top investment banks feel that these individuals are highly sought-after because they are quick thinkers. They thrive in challenging and difficult situations rather than folding under pressure.

Keen learners with an insatiable hunger for dealing with challenging situations are the perfect fit for working in the investment banking industry because new opportunities, deals, markets and products continually emerge in this field.

Meanwhile, Baillie Gifford stresses upon the importance of intellectual curiosity – the ability to think rationally without jumping straight to conclusions, asking the right questions and picking the right leads during research.

During the interview, come up with a short anecdote on how you used your intellectual skills to handle a difficult situation to impress the interviewer.

Innovation

The ability to indentify or create new profitable opportunities for developing a business is another highly prized skill. For instance, Morgan Stanley values entrepreneurial skills the most. Recruiters at Morgan Stanley look for individuals who can come up with innovative ideas and spot new areas for development.

Also, one of the key competencies that Mitsubishi UFJ Securities seeks in a candidate is the ability to ‘think of creative ideas and approaches’. Prepare a short anecdote to support your answer if the interviewer asks you to give an example of a time when you were innovative. Focus on the new idea or approach you came up with and how it helped.

Resilience

Investment banking recruiters want a resilient individual who can easily adapt to the highly pressured working environment instead of breaking under strain. For instance, management and leadership competency of Barclays Capital includes the ‘ability to work under pressure’; meaning you must be able to meet short deadlines and deal with highly demanding prominent clients.

M&G Investments’ key competencies include ‘resilience under intense pressure’ referring to the capability to manage working with changing deadlines and deal with new information effectively.

Remember, a resilient person is one who sees a setback as a challenge. So woo the interviewer by coming up with an example in which you dealt with criticism positively by working towards improvement despite your disappointment.

Global Outlook

Top investment banks seek candidates who are capable of operating in an international context effectively. Merrill Lynch is known for recruiting individuals with a global outlook while Goldman Sachs requires job candidates to have strong linguistic skills for more than 50% of graduate job roles. Recently for Goldman Sachs, Turkish seems to be the new language of interest.

In order to impress the interviewer, focus on researching new growing markets in the world or a socio economic trend or key event that will affect markets in other countries of the world.

Other Highly Sought-After Competencies

Credit Suisse lists ‘loyalty’ among other key competencies while Rothschild includes ‘authority’ as one of its key competencies. On the other hand, HSBC plc – Global Businesses seeks individuals who have an outgoing nature and possess the ability to maintain a good level of diplomacy. Meanwhile, Citigroup recruiters feel that having a solid academic background and understanding of the industry is useless is you lack enthusiasm.

Conclusion  

Develop the above key competencies to get a job offer from top notch investment banks like JPMorgan Chase, Morgan Stanley, Barclays Capital, Royal Bank of Scotland, Citigroup, Bank of America Merrill Lynch, Goldman Sachs, UBS, Credit Suisse, Deutsche Bank, BNP Paribas, Mitsubishi, etc. Log on to www.graduatemonkey.com for SHL aptitude test tutorial packs today!

5 mistakes that keep graduates unemployed for a long time

You possess the right qualification for the job and it seems that the job description is written keeping you in mind. Still, you don’t get hired and remain unemployed. So why weren’t you offered the job? Did you completely mess up the interview? Or did you overlook certain attributes while applying for the job or during an interview? The reasons can be numerous, but the fact is that you remain unemployed. In an ideal world, the job is offered to a qualified and deserving candidate and there can be numerous reasons why you are not hired – even if possess all the desired skills. During the job interview process, you will be in direct competition with other qualified candidates and internal candidates (who obviously might have a better chance of grabbing the job offer thanks to having some close contacts). Until you are able to create a lasting positive impression on the interviewer, you have a minimal chance of getting hired. Here are a few mistakes that keep graduates unemployed for a long time, even after scoring well on many points including psychometric assessment (personality traits) and aptitude tests (such as verbal reasoning, logical reasoning and abstract reasoning tests).

  1. The celebrity syndrome

Celebrities usually do not have to impress people, admirers follow them wherever they wander. If you think you fall under the celebrity syndrome, then you need to change your thinking as it will not help you acquire a job especially if you are a graduate. If you face an interview with an instinct that the resume will speak, you are wrong. The competition is fierce and you need to sell yourself in the market. A majority of the companies conducts reasoning test, aptitude test, SHL numerical test and Kenexa numerical test to filter in  the worthy applicants. The resume will not help you come out with flying colors in these tests, but your inherent skills will surely help. Therefore, it is essential to come out of the celebrity syndrome mood and undergo an intensive numerical test preparation and prepare using verbal test tutorials.

  1. The shy syndrome

Modesty is the best quality to lead a happy and prosperous life. Boasting your strengths and achievements in the public is a habit to inculcate, but if you fail to portray these skills during a job interview, you are killing the chances of grabbing a lucrative offer.  If you are a humble person, you need to present the best qualities in a confident manner only then you will be able to impress the interviewer. Remember, no one else will discuss your selling points. During an interview, you have exactly one chance to impress the panel and present your case. Your shy behavior should not come in your path of whooping the interviewer. Stand in front of the mirror and answer probable interview questions. It will surely boost the confidence and you will face the job recruitment process confidently.

  1. Going into the job interview with little industry knowledge

You have probably put in all your efforts to build a resume and cover letter, but you have missed out something very important – industry knowledge. Review the website of the company and ensure you know everything about them before facing the interview. Dive into the recent news about the company as being armed with a plethora of knowledge regarding a prospective company is the key to your next or first job. You need to understand that becoming an advocate for the company is different from becoming an advocate for yourself during the job interview. Not only this, after reading a plethora of information about the company and the industry it is in (e.g. trends, threats or opportunities), you can decide whether the company will see dark days ahead (pursuing a job in such company can be avoided) or investors are keen on investing. Based on your research about the company, you can craft a better cover letter and tailor the resume to suit the culture, mission statement and core values of the prospect company. Try to obtain as much knowledge about the industry and company because knowledge is the ultimate power.

  1. Avoiding learning technical skills

Nothing can be worse than saying a ‘no’ or ‘I do not know’ during a technical round. This usually occurs when the technical skills are restricted and you only have the bookish knowledge. Bookish knowledge rarely comes in handy during an interview because companies look for candidates with clear concepts, memorizing the technical questions will not help as one bouncer from the interviewer and you will be clean bowled. Based upon the job profile, you should be well-versed in programming languages or spreadsheets or accounting. Negative answers lead to failure and instead of saying a direct ‘no’ try to attempt the question and draw reasonable parallels from the question itself. A positive motivation will help you seek the job easily. Therefore, for graduates it is extremely essential to polish the technical skills on a regular basis, otherwise you will remain unemployed for an indefinite period of time.

  1. Other miscellaneous mistakes

Communication skills both verbal and non-verbal are extremely important to excel in an interview. Facial expression, voice modulation and eye contact form the non-verbal communication skills show whether the candidate is nervous or not. Non-verbal communication includes the mannerism in which you talk during the interview, your body language, pitch, tone and timbre of your voice, etc. Additionally, during the interview if you do not ask the interviewer any questions, it might be assumed that the candidate has little commitment to the position. It is a good move to ask questions geared to the position for which you have applied. Another reason for candidates being rejected in the job recruitment process is giving long-winded answers. You have to remember that the questions being asked in an interview can usually be answered in 30-60 seconds. Long winded answers are an indication of nervousness which may signal to the interviewer that you have a lot of weaknesses as a candidate.

5 Common Reasons Why PwC Rejects Graduate Job Applicants

As more and more university graduates pass out each year, the cut-throat competition faced by new university graduates in the corporate world has become fiercer. Have you ever wondered why you haven’t managed to get one positive response even after sending tens of applications? Rejection is the bitter pill that thousands of new graduate job applicants have to swallow every day.

In today’s fast paced corporate world, employers want quality more than quantity and this is one of the reasons why just getting a degree is no longer the only precondition for landing a job at top notch firms like PwC. Many employers nowadays reject far more job applicants than they ever hire due to the prevailing economic crisis around the globe. Take ‘rejection machine’ PwC for instance, that does more rejecting than recruiting. It is estimated that PwC receives a staggering amount of 20,000-25,000 job applications for 1,000 jobs in the UK alone.

But did you know that more than 80% new graduate job applicants get rejected even before they have a one-on-one meeting? In this article, we will analyze the 5 common reasons why PwC declines graduate job applications at different stages of the interview process.

Application Overload & Indecisiveness

Accountancy firm PwC rejects almost 80% graduate job applicants at the application stage simply because there are enough job openings and the quest for finding crème de la crème candidates becomes tougher. There is a wide disparity in the number of applications received against the total number of job openings and therefore, the acceptance rate is merely 5%.

According to PwC’s Campus and Schools Engagement Leader Andrew Bargery, the reason why many applicants are rejected at the first stage is because they fail to specify a particular business area they wish to excel in. Fresh grads usually make this mistake because they are either indecisive or haven’t thought much about what they want to do.

The two best strategies to make it through the first stage is to apply as early as you can since top 4 firms usually start hiring earlier than the university term starts and be articulate when filling the application form.

Assessment Is Stricter Than Before

PwC’s interviewing process usually lasts up to six weeks where candidates are thoroughly tested and only a few emerge victorious. One of the key candidate elimination stages is the online test divided into four parts including the following:

  • Logical (diagrammatic) – here, the SHL tests gauge the individual’s ability to perceive and educe relationships between sequences of shapes and symbols (patterns).
  • Numerical reasoning – the SHL test evaluates math-related skills like foreign currency conversions, ratios, fractions, percentages, etc.
  • Verbal reasoning – SHL test targeted at verbal critical reasoning skills of graduate applicants. It presents text passages and ask the test-taker to evaluate a statement based solely on the information given in the passage. It is set in True/False/Cannot Say format.
  • PwC Occupational Personality Questionnaire – a questionnaire tailor-made to judge workplace behavior of the applicants.

Although PwC recently eliminated its A-level requirement, the assessment is stricter than before. Quite a large portion of candidates score top marks verbal and numerical reasoning tests and essays but they are chucked out of the recruitment process at the online testing stage because they fail to meet “PwC personality type” as per the occupational personality questionnaire.

Telephone Interviews – A Deal-Breaker

The Big Four firms including PwC love telephone interviews. PwC is very forthcoming when it comes to the values and behaviours they look for in a candidate. At PwC, candidates are bombarded with a series of old fashion competency questions. For instance, you may be asked to talk about past experiences in which you’ve exhibited the behaviours and values they hold dear.

PwC is known to use the S.T.A.R. interview technique for preparing competency based questions. During this stage, more than 50% candidates are eliminated from the interview process either because they take the interview very lightly or fail to come up with relevant answers which in turn, makes the interviewer feel that they’re not a good fit for the job.

The Penultimate Assessment Centre Stage

Once the candidates clear the telephone interview, they are called in at the assessment centre for one final test. The competition becomes intense here as these SHL reasoning test for evaluating analytical skills becomes harder than the online tests cleared previously. Top scorers then proceed to the group interview.

In the group interview, a case study is usually discussed where candidates’ group work and project management skills are put to test. Candidates who perform well under pressure, able to analyze the situation and come up with viable solutions accordingly are handpicked at this stage for the final interview. According to Bargery, there are about 55-60% chances of success at this stage.

The Final Interview

During the final interview, a senior manager or partner at PwC will interview you and ask you a variety of different questions. If a candidate makes it to the final interview, he or she has about 90% chance of landing the job. In order to ace the final interview, stay calm, be confident and think rationally when answering the questions.

Many candidates are knowledgeable and capable of acing the interview. The only reason why they are rejected after the final job interview is because they try to memorize all Big Four success approaches from various sources and then get confused. The interviewer at this point in time pays attention to detail and focuses on the way the individual ‘thinks’ which is why it is important to tailor a specific approach to your thought process so it doesn’t seem forced.

These are the 5 common reasons why most graduate job applicants are rejected by PwC at various stages of the job interview process. We hope this article helps you understand how to manoeuvre through the interview process at PwC successfully without making those major blunders that most candidates make.

The Graduate Recruitment Processes at Major Companies

Our world is an ever-changing one, so the graduate recruitment process too has greatly changed from what it was known to be. It used to be that to secure a job in your company of choice, you only needed to finish with a good grade.  Oh, even before that, you only needed a degree; the grade was secondary.  Good companies went to campuses to poach the best of the best graduates, while the ordinary ones (companies) had to lobby for whatever they could get.  The competition was more on the side of the employers, while graduates chose companies they would work with.

But when did the game change?  I don’t know!  Just that the reality today is that in which graduates have to go through a schooling of some sort after their degree in order to get into their companies of choice, because gaining an employment into the giant companies is indeed a process. Yes, it is a process.  The competition is now more on the side of the job seekers, while the hard work on the side of companies is to get the best that they would not have to fire anytime soon.

Did I hear you say, ‘it’s unfair’?  No, it’s not fair, considering the sleepless nights, burning of your candles at both ends, taking the extra credits to graduate early, and the list goes on.  However, nothing is fair in love and war – you’ve heard that before, right?  And Job-seeking is a war of some sort.

So, talking about the process of recruitment, you will need this to prepare for the ‘battle’ ahead.  The process seems to be pretty standard with some slight modifications from company to company.  You have the initial online application, followed by an online psychometric test, a telephone interview and the assessment centre.  The order can be changed in some companies, but then, the journey always starts with the online application and most times ends at the assessment centre.

So, what should you expect at the different stages?

Online Application

A note of warning, never rush into the filling of the online application without knowing what you are getting into.  Or if you have started already, you don’t have to complete the filling of the application at a seating.  So, do some research about what to expect in the application of the particular company for which you are applying.

Then, get the requirements ready; your CV, your certificates and any other relevant documents.  The rule of thumb is to have your dates on your fingertips and then, check to be certain.  Your dates are very crucial and any mistake in the dates is a red flag to the recruiter that you are probably sloppy with your facts.  Fill the form accurately and completely.

It has now become the norm rather than an exception for companies to include competency based questions in their online application.  You need to use this to your advantage, because at this stage, this is more important than your grade and whatever work experience you might have.  The impression you give with your answers to the competency questions determines whether you will be invited for the next stage of the recruitment.

Competency questions can be behavioural, technical, or cognitive.  They are asked to ensure that an applicant have the requisite skills and personality that align with the mission and vision of the organisation.  Find here some examples of competency questions you can expect during your online application:

  • Why are you interested in working with our organisation?
  • Give an example of a project in which you were involved that require teamwork.
  • As a manager, do you direct the project or the people?

It is not a bad idea to have some standard answers to these questions, but you have to be flexible enough to adapt them to whichever situation you find yourself.  You will find STAR method of answering interview questions useful here.  And while crafting your answers, you should creatively work the core values of the organisation you are applying for into the answers.

For instance, if you are applying into Chevron, your competence answers should reflect words or ideas like Diversity, Integrity, Partnership, Ingenuity, Trust, High Performance, and Protecting people and the environment.  You don’t want to throw the words just anyhow; that will be counter-productive, of course.  So, you have to meaningfully and creatively use them in your answers. Remember, impression is what you want to make and it must be a very good and memorable one.

For most organisations, the next stage of the recruitment process is the psychometric testing. However, some can have the telephone interview come before the testing, while some very few may not use the testing at all. You can also find a company like Chevron omitting the telephone interview altogether.  Whichever way they come, you should find out the process for the specific organisation into which you are applying and work carefully with it.

Psychometric testing

The focus of every psychometric testing is to assess the personality and ability of the applicant.  So, for the personality test, you should be ready to fill questionnaires or sit for Situational Judgement Test (SJT).  But what is common now is SJT and you should expect to write one if you applying for Eon or Shell.

The ability test comes in different parts, which are; numerical reasoning, verbal reasoning, inductive reasoning, logical reasoning, abstract reasoning and some others.  You should not be surprised if you are asked to write a test of English by Baker Hughes, especially if you are not a native speaker.

Success in these aptitude tests have less to do with intelligence, given sufficient time, an average applicant will be very successful at them.  So, speed is a major factor and you have to be well practised to have it.  If possible, you should know about the grading system too, it will guide your decisions.  Some grading systems are not very interested in the number of questions you have answered but rather in the proportion answered correctly, while other grading systems penalise every unanswered question.  Though, whichever be the system, you are always safe with a good speed.

We have a number of psychometric testing companies around.  You should know which your company of choice employs.  This information is important, because you will be able to practise with the right materials.  You should also know the type of questions they administer too.  For instance, ExxonMobil administers only numerical tests provided by SHL, Chevron administers logical, mathematical and verbal reasoning provided by Onetest, Shell administers personality tests provided by Cubiks, Citigroup administers numerical and logical reasoning provided by Talent Q and the list goes on and on.

Telephone interview

What should you expect here?  More competency questions and the discussion of your CV.  The answers you supplied to the competency questions in your applications will also be examined for consistency.  So, in the process of going through your CV, don’t forget; always have your dates on your fingertips.

You should choose a location that is suitable for this interview.  In fact, you should block out some personal time for it.  The idea is to ensure that you are not interrupted in any way.  Moreover, ensure that your phone battery is sufficiently charged; any form of break in transmission is undesirable.

Here are some interview questions used by Shell.  While you shouldn’t necessarily expect these questions, if you have applied for Shell, they should serve as pointer of some sort to what you need to focus on.  So, get your mind prepared:

  • Tell me about your biggest achievement.
  • Tell me about a time you have worked in a diverse team with many contrasting opinions and personalities; how have you solved the issue?
  • Why have you chosen to work with us?

Again remember, your STAR method will be very handy in systematically tackling these questions.

The Assessment Centre

The call to the assessment centre leads to the final lapse of this journey.  However, you may have some event like face-to-face interview, just before the assessment centre day.  Eon does this, especially for their engineering applicant and the focus of this interview is on technical stuff.  So, at the assessment centre, what should you expect?  Firstly, the assessment  is usually for a whole day, except in rare cases when you have it for two, and you should be aware that senior executives of the company will be present; not only to observe and assess, but to also entertain any question from the applicants.

The line-up events for the day usually include all or some of the following; in-person interview, panel interview, group exercises, role play exercises, presentation and case studies.  Every aspect of this day is very important and you should give it your all, because it is probably the last opportunity you will get to make an impression before you are given your offer letter.  And don’t forget, your success here determines if you get the offer or not.

Mind you, it is not unusual for a company like Jaguar Land Rover to demand that you resit, at the assessment centre, the aptitude test you had taken earlier in the recruitment process.  And sometimes it turns out to be a more difficult version of the one taken earlier.  So, if you have gotten rusty, get ‘cleaned up’ and shining before going for the event.  It is your big day.  Make it count.

It will be my pleasure to hear the tale of how you made it to your company of choice and I do hope I am of some help along the way. Please, feel free to leave comments on my Blog or Forum on www.graduatemonkey.com.