lloyds banking group assessment centre presentation

1. Assessment Centre Success
Michael Nathan, Emerging Talent
Resourcing Consultant, Lloyds Banking
Group

2. AGENDA
§ Introduction
§ Overview of Graduate Recruitment Processes
§ Understanding Recruitment Criteria & Competencies
§ Assessment Centres – Overview & Preparation
§ Group Exercises
§ Presentations
§ Interviews
§ General Hints and Tips

3. GRADUATE RECRUITMENT PROCESSES
Managing Selecting
the best
Large candidates
numbers of
applicants

4. TYPICAL GRADUATE RECRUITMENT STAGES-
LARGEST RECRUITERS
Online Application/Submit Letter and CV
Online tests (Numerical/Verbal/Psychometric)
Phone Interview
Assessment Centre
The numbers significantly decrease as the process continues;
e.g. 10000 applicants for the major Graduate Recruiters
50% potentially eliminated at Initial application stage
25% get through to Phone interview
5% get to assessment centre
Getting to an assessment centre is an achievement in itself….

5. RECRUITMENT CRIERIA AND COMPETENCIES
§ Recruitment Criteria are used at all stages of the Recruitment
Process - is a list of requirements of the suitable person for the role
that is being recruited for.
§ Factual criteria will be assessed in early application stages e.g.
academic achievement, right degree subject (if applicable) etc.
§ Behavioural criteria tends to be the key differentiator that
employers will use to differentiate applicants – especially
where there are large numbers of applicants with similar levels
of the ‘factual criteria’
5

6. EXAMPLES OF COMPETENCIES
§ Problem Solving
§ Analytical Skills/Logical Thinking
§ Team Working Skills
§ Communication – Oral and Written
§ Negotiation/Influencing Skills
§ Planning and Organisation
§ Drive and Ambition
§ Motivation/Interest
§ Commercial Awareness
6

7. WHAT DO LLOYDS LOOK FOR?
§ Undergraduate Degree 2:1 or above
§ 260-320 UCAS points – Application Stage
§ Judgement*
§ Drive
§ Execution
§ Influence
§ Commercial Awareness
§ Motivation and the ability to motivate others.
* assessed at application, interview and assessment stage
7

8. WHY USE AN ASSESSMENTCENTRE
§ Provides a more holistic view – proven to be a more
effective method of assessment
§ Provides an opportunity to inform candidates about the
company
§ Advantages for applicants:
§ Gain a better insight into the organisation
§ Assess the organisation for a fit with your values and
career aspirations
8

9. A TYPICAL ASSESSMENT CENTRE
§ Normally a one day (9-5) event – some organisations
will include an overnight stay
§ Assessors will be a mix of Human Resources Managers
and Business leaders from across the business
§ Often current/former graduates will attend and hold a
networking session
§ The Assessment Centre is normally the last stage in the
recruitment process
9

10. ASSESSMENT CENTRES - HINTS AND TIPS
§ Unless told otherwise: Business Dress is the best
option:
§ Make sure you have a pen and notepad if not provided
§ Listen to the introduction, especially if tips are given
about the day.
(do not just repeat what you hear during one of the exercises)
§ Prepare some questions for:
§ Current graduates (about the programme)
§ Senior assessors (about the company/industry)
10

11. BEFORE THE ASSESSMENT CENTRE
§ Research, Research, Research both the Organisation
and the Industry
§ Follow joining instructions carefully and make sure you
bring all materials that are requested.
§ Plan travel carefully to get there on time
§ Make sure you have contact information in case of
unexpected travel delays
11

12. TYPES OF EXERCISE
§ Combination of some/all of the following:
§ Group Exercise(s)
§ Individual Exercise (s)
§ Online/Paper based Tests
§ Interview
12

13. COMMON FEATURES OF A GROUP EXERCISE
§ Brief will contain a significant amount of information – or
at least key information
§ The objective for the Group to achieve will be usually
quite clear
§ There will be a time limit
§ Assessor(s) will be physically present, usually silently
observing and making notes
13

14. THINGS TO THINK ABOUT
§ What behaviours will help the group succeed?
§ What are the pitfalls that a group need to avoid?
§ How would you describe the behaviour of an individual
group member who made a strong contribution to the
team’s success to this exercise?
14

15. A STRONG GROUP EXERCISE.....IN OUR OPINION
Good Performance:
§ Be actively involved in group conversations
§ Balanced with active listening
§ Help keep the group on track – when necessary
§ Take on a share of any physical work . E.g. note taking
§ Maintain consistent energy and involvement
Really good performance – all of the above plus:
§ Ideally identifies the correct and relevant detail
§ If required, generates the best idea(s)/solutions (s)
§ Leads the group in an empowering way
15

16. PRESENTATION EXERCISE
§ Use flipchart if provided, ideally with clear tidy writing
§ Outline the structure of the presentation at the start
§ Maintain eye contact with the assessor
§ Be prepared for a limited amount of time to prepare
§ Expect to be challenged/questioned by the assessor
§ How you deliver the presentation can be as important as the
content of your presentation
16

17. INTERVIEW
§ Can be the best opportunity to demonstrate knowledge of
company and industry
§ Be prepared for the ‘how do you want your career to
develop?’ question
§ Do not assume that the assessor would have seen your CV/
application
§ For competency based questions use the STAR model of
answering:
SITUATION/TASK/ ACTIONS/ RESULTS
17

18. ASSESSMENT CENTRES - HINTS AND TIPS
§ Be conscious that this is a day long interview – apply
yourself to all parts of the day.
§ Treat everyone from the employer and fellow candidates
with courtesy
§ Take the time to reflect if this employer is the one for
you.
§ Ask questions when you get the chance – The more
interested you seem the more the employer will be
interested in you.
18

19. www.lloydsbankinggrouptalent.com