Structure of Assessment Center Exercises

Structure of Assessment Center Exercises

JOB: Deloitte- consulting firm, HR Transformation Department – Future/new Team member

Intro: Deloitte would like to fill out a position in their ever successful consulting firm. To be precise, they are searching for a future team member for their Global Service Line leader: Jason Geller. He advises global organizations with the strategy and plan, architect and design, and implementation and optimizes stages of their HR transformation journeys.

In order to find the right person, we created the following Assessment centre tasks:

1. Self-presentation (Katja K.)

2. Interview conducted by future [possible] employees (Nik G.)

3. Interview (Nik G.)

 Stress-Interview

4. Role Play – People Skills (Yevgeniya Y.)

5. Feedback on all exercises (Yevgeniya Y.)

 Every exercise has a unique & adjusted evaluation form

1. Self-presentation

(i) The purpose of the exercise is to give the participants the chance to shine and stand out; by letting them present themselves in their own way without any restrictions. They are free to share anything they like. This means, that they can score extra points (additionally to our own evaluation methods), given that they have specific skills that we could use, or lots of experience in a certain area of interest, etc.

(ii) Description of exercise: Participants get 3 min. to prepare for the task, but only 2 min. of presentation time. To keep the assignment fair, both participants are presenting on their own, without the other ones knowledge of the task, so that both have the same amount of time to prepare.

(iii) Setting: 3 assessors. 1 will take the lead, other two will fill out the Rating scale/evaluation form. Task will take place at Deloitte's HR office, in an empty room.

(iv) Participants: There will be 2 participants in total. The exercise will only allow one of them to speak at a time. Both of them are external recruitments.

(v) Assessment criteria: They are very limited to the amount of ideas/information that they might present and must therefore carefully choose which they would like to present. Therefore, this tasks tests the quick-decision-making skills, as well as their presentation skills and comfortableness while presenting. Of course, they are being evaluated on other criteria as well (as shown on the evaluation sheet).

(vi) Rating scale: See unique evaluation form 1. at the back of the paper. The rating scale goes from -10 (extremely negative demonstration

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