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I鈥檝e been chatting to a number of graduate recruiters, people whose job it is day in and day out to search for and select the graduates that will join their company and, hopefully, drive the future success of that organisation. I鈥檓 always asking what is it that separates the successful from the unsuccessful candidates at assessment centres. I get the same response time and time again, best summed up by this Head of Recruitment at an Investment Bank 鈥溾��at the end of the day 鈥� do I like the person?鈥�

Really? Is that all it鈥檚 about? Well, no, of course there鈥檚 more to the recruitment process than that. There are tests to perform, interviews to impress in and exercises to show what you can do, but 鈥� and it鈥檚 a big but 鈥� so much of it is simpler than all that 鈥�

Assessors. Walk a mile in their shoes鈥�.

They鈥檙e working hard for companies that are ambitious and demanding more and more of them, they鈥檝e got pressing deadlines, clients and bosses to keep happy, and then they鈥檝e been asked to take a whole day of their precious time to assess the next generation of graduates/interns. Many of them will enjoy this break from the norm and the buzz of meeting new people and seeing new talent, a few of them will be overstretched and frustrated. What they all have in common is that their day is about to get a whole lot better if they meet someone who greets them in a friendly and professional manner, is appreciative of their time and has bothered to do their homework so that they can clearly articulate what they鈥檙e going to offer to the company.

You鈥檒l be assessed by many people

The great thing about assessment centres is that it鈥檚 a collective decision-making process. The chances are you鈥檒l be assessed by at least 3 or 4 people throughout the day. So, even if you didn鈥檛 click with one person there are a number of others who鈥檝e seen you too. But here鈥檚 the real crux; you鈥檙e not being assessed by 3 or 4 people, you鈥檙e probably being assessed by 10+ people that day. In fact, anyone you come across in the company. I know Directors who make a point of always asking receptionists what they thought of each candidate as they came in. Are you friendly and professional with everyone you meet? If not, chances are it鈥檚 been noted.

At a recent conference, an employer panel featured managers and recruiters from the public sector, banking and pharmaceutical industries were asked what were the things that made a positive or negative impression for candidates at an assessment centre?鈥� Barely were the words out of the audience member鈥檚 mouth when the answer shot back 鈥淥h, it鈥檚 the little things, how they come into the room, how they greet you鈥�. Another panellist agreed, 鈥淎bsolutely, it鈥檚 so annoying that candidates turn up and they鈥檙e not smart, they don鈥檛 look you in the eye and they have a limp handshake鈥�. In chimed another panel member, 鈥淭here鈥檚 no bigger switch off than when they don鈥檛 know about your business鈥�. So, what is it that they wanted to see then? Some commercial understanding, some work experience examples to draw on in interview and natural enthusiasm and interest.

Body language counts!

So, while there is lots to prepare for with an assessment centre don鈥檛 forget to prepare a few basics too 鈥� smart suit on, turn up on time, shoulders back, looking up, smiling, firm hand shake. Display your genuine enthusiasm to be given the opportunity of the assessment centre. In return you might just cheer up someone鈥檚 day 鈥� and find yourself with a job offer.

Originally published by Louise C

Revised by Student Opportunity in 2025