self presentation assessment center

Assessment centre activities and examples

Are you an assessor looking for assessment centre activities to run? If so, we can help . 

Our experiential learning materials are used in assessment centres all over the world , by heavyweight names like KPMG, Gatwick Airport, and EasyJet.

As an assessor, this post will guide you through the whole process and prepare you to lead a selection of effective activities.

Or if you’ll be attending an assessment centre, this post will give you an idea of the logic underpinning the activities you’re about to encounter.

Here’s what we’ll cover. Click the links to skip ahead to any section:

Key assessment centre concepts

Benefits of an assessment centre, the role of the assessor, activities for recruitment assessment centres , group assessment centre activities with examples, role-play assessment centre activities with examples, virtual assessment centre activities with examples, in-tray assessment centre activities with examples.

We’ll start by introducing some key concepts in case you’re not familiar. To skip this and go straight to the activities, click here.

Assessment centre

A methodology used to identify the candidate(s) best suited to a role or position. 

Despite the name, an assessment centre isn’t a specific physical place. It’s a set of exercises to assist with personnel selection, designed to simulate the job and give participants an opportunity to demonstrate the skills required to succeed.

A person tasked with carrying out assessment centre activities, often with formal training to ensure objectivity.

Candidate / participant

A person being assessed for their suitability for a role via completion of the assessment centre.

A type of assessment centre activity in which candidates are given question-based prompts to determine the suitability of their experience and attitude.

Group exercises

A type of assessment centre activity which multiple candidates work together to complete, possibly while playing assigned roles.

Presentation exercises

A type of assessment centre activity in which individuals give a presentation on areas requested by the assessor.

In-tray exercises

A type of assessment centre activity which simulates a workflow that a successful candidate will encounter on the job, to assess their ability to perform tasks, manage time, and delegate responsibility.

Our kit for assessment centres , containing eight activities designed especially to let candidates showcase their qualities while assessors observe a whole range of skills, attitudes, approaches and behaviours that might be missed in interviews.

Assessment centres are popular for a handful of reasons:

• They save time and allow more effective use of resource by letting you assess multiple applicants at once
• They reveal applicant traits that may not be obvious in a traditional interview context, for example leadership and interpersonal skills
• They offer a more robust demonstration of participants’ soft skills than might be available through other methods
• They are versatile and flexible, giving assessors the opportunity to assess a wide range of competencies
• They leave an audit trail which can be used to demonstrate that fair hiring processes were followed

An assessor’s role is to observe participant behaviour, assess their performance, and carry out objective judgements based on predetermined criteria.

Assessors will understand that objectivity is hard to achieve. We are all prone to bias, and special frameworks or models of evaluation are often employed to ensure that assessment on a good-bad scale is consistent for different participants and by different assessors.

The ORCE Model is a popular assessment framework. By taking care to o bserve and r ecord behaviour during the assessment, assessors have a more solid baseline to work from when c lassifying and e valuating it afterwards. 

There is plenty written about such frameworks – in academic contexts and beyond – so beyond mentioning their relevance, this blog post won’t go into any more detail.

(Note that effective assessment centre activities will be designed in such a way that the opportunity for such bias is reduced , but it is not possible to remove it completely.)

Assessors are also tasked with documenting the assessment process to create a record that can be referred back to at a future date, and which can demonstrate in a legal context that the recruitment process was carried out fairly and in accordance with relevant legislation.

What makes a good assessor?

Broadly speaking, an effective assessor will possess the following traits:

• An ability to make accurate observations both of behaviours and their impact
• An ability to remain objective while observing
• An ability to accurately document your observations
• An ability to assess observations with regard to the relevant criteria

These traits are relevant in all assessment centre contexts. Depending on the type of assessment centre you work in, you may need to develop one or more context-specific skills. 

If you’ve been tasked with designing or running an assessment centre, you may be on the lookout for suitable activities. This section includes a few recommendations to get you started, along with information about their strengths and relevance.

The activities in this section flow nicely into each other and would work well for an assessment centre, if you’re in a hurry. 

Icebreakers are best unobserved and unassessed, as it reduces the pressure on participants and lets them acclimatise to the day. 

One popular example of an icebreaker is to split into pairs or threes, give each participant a few secret things to find out about their teammates, and then invite them to share with the group at the end.

Skills assessed : the ability to listen, communication skills, presentation skills

Marshmallow challenge

To warm people up after the icebreaker, go for something fun and lowkey. One popular example is the marshmallow challenge, in which participants must build a tower as tall as possible using only marshmallows and dried spaghetti.

If you do run this activity, check out our blog post outlining how to do it properly : i.e., in a way that will actually give you something to assess. The marshmallow challenge is one of many activities which, done incorrectly, can yield little to no useful results.

Skills assessed : listening skills, valuing others’ ideas, leadership, influencing others, innovation, trial and error

Role-based scenario

Lots of assessment centres used role-based scenarios. The logic is that giving participants the opportunity to react to a scenario relevant to the role they’re applying for will prompt them to think about how they’d deal with it, and that discussing performance afterwards will allow other participants to input their ideas. 

In practice though, be aware that role-play can be a hindrance to proper assessment. Participants are being asked to imagine how someone else might respond to a situation, rather than showing how they would actually respond: as a result, you may be seeing a performance rather than real behaviour.

Skills assessed : role-specific qualities, communication skills (if discussed), presentation skills 

This simple activity can be useful in assessing how well participants perform under pressure. Prepare a selection of topics, then ask participants to give a 2-minute talk about their topic. Make sure to give all participants the same amount of time to prepare ahead of their talk, to ensure they’re held to similar standards.

To increase the predictive validity of this activity – that is, how well it indicates performance in the role – choose a topic that prompts thought and reflection relevant to the role. 

Skills assessed : ability to perform under pressure, communication skills, presentation skills

A traditional interview where candidates answer questions about their past experience and suitability for the role can be employed as part of an assessment centre. 

Constructing an effective interview is an art in itself, and one we won’t delve into here. We will say this, though: make sure questions are relevant to the role, and that they give participants the opportunity to demonstrate their suitability.

Skills assessed : ability to perform under pressure, communication skills, role-specific skills

MTa Select for recruitment assessment centres

Our MTa Select kit is designed especially for use in assessment centres. 

These assessment activities can be used to evaluate over one hundred defined qualities – including leadership, influencing, customer focus, conflict management and more – making them a popular choice for assessment centres worldwide.

 “MTa Select now forms an integral part of our Recruitment Assessment Centre – and has been well received by our own staff and candidates themselves”.

• Constable John Ritchie, Grampian Police

If you’re looking for an assessment centre activity and would like a personalised recommendation, click here . 

An integral part of an assessment centre is to see how participants interact with others, and group-based activities are a reliable way to assess this. Here are a few ideas for group assessment centre activities.

Group discussion

Split participants out into groups and give each group a topic. Ask them to discuss the topic, possibly with a prompt for different people to advocate for different stances within the discussion, then observe the ongoing discussion and interpersonal dynamics. 

Skills assessed : communication skills, ability to listen, valuing the opinions of others, ability to respond to new information

Group presentation

This group activity expands on the above by requiring a presentation at the end of the discussion, to which each participant must contribute. This addition allows assessors to see more interpersonal dynamics at play. 

Skills assessed : how roles emerge, leadership, how people advocate their ideas, negotiation, presentation skills

Case studies

This type of activity is a good twist on role-based activities, as they address some of the aforementioned shortcomings of role-play.

Assessors give each group a printout with details about a situation, then ask them to decide the most appropriate response from the company’s perspective. At the end, answers can be compared with company policy to determine the accuracy of their response. 

This type of activity can also be done individually.

Skills assessed : knowledge of the role, group decision making, communication skills.

The NASA Challenge

This group activity puts participants in a simulated lunar mission gone awry. Together, group members must decide which items they’ll take when traversing the treacherous lunar surface between their crashed lunar module and the mission control centre.

When running this activity, be careful that you’re doing it right .

We also offer the NASA Challenge as a virtual assessment centre activity over on MTa Immersion .

Skills assessed : listening skills, valuing others’ ideas, influencing others

Perspectives

This experiential learning activity is designed to get participants thinking about the best way to fulfil a deliberately ambiguous brief. Through the simple act of arranging pictures, participants are given an opportunity to advocate their ideas, attempt to build consensus and perform under pressure.

Observing who is able to do these things, and how well, should yield useful insights.

Perspectives is available as a virtual assessment centre activity on MTa Immersion and can be customised based on your requirements.

Skills assessed: advocating ideas, building consensus, working under pressure

By asking participants to play specific roles, you can see how they behave in a wider variety of situations and within different power dynamics. 

However, as we mentioned previously, you may actually be assessing how good people are at acting. Participants are not responding to social stimuli as themselves, they’re responding how they think someone playing the role should respond.

Be aware of this if you decide to include role-play activities in your assessment centre. And remember: MTa Select avoids this issue by giving you the opportunity to see how people really behave: in real situations, and under real pressure.

Here are a few examples of role-play assessment centre activities.

Bad feedback

One participant plays the role of a superior, another plays a subordinate. The latter receives negative feedback and must deal with it gracefully and constructively.

Skills assessed : ability to receive bad feedback, ability to act on feedback, identify areas of improvement

Angry customer

One participant plays the role of a dissatisfied customer, another plays an employee dealing with them. They must follow company procedure as best as possible and potentially decide how to act when the procedure stops being relevant.

Skills assessed : ability to work under pressure, knowledge of procedures, customer interfacing skills

Role-specific situations

If you’re running an assessment centre for the police, it would make sense to simulate an arrest or the search of a suspect. This increases the predictive validity of the task by giving participants the chance to show how they’d approach a situation they are likely to encounter in the role.

Skills assessed: desired role-specific skills

Given the advent of technology and remote working, some assessment centres will have online components (or be completely virtual). Here are some ideas for activities to use in this setting.

Virtual ice breaker

By using breakout rooms, you’re able to split participants into groups and give them a private environment to discuss things. Task the participants in each breakout room with finding facts about each other, then close the breakout rooms and invite all groups back to the main space to share.

Observe which participants are keen to share, how well they communicate, the type of information they share, and so on.

Virtual group discussion

Use breakout rooms to split participants into groups and give them the opportunity to discuss things in a private environment. By moving between breakout rooms, you are also able to observe and assess groups individually.

Consider not letting groups know when they will be observed: this will encourage them to discuss things naturally, rather than waiting until you arrive to begin.

Virtual group presentation

Expanding the group discussion into a group presentation, with the requirement to create digital presentation materials, gives you the opportunity to assess how well participants can use technology, collaborate on online documents, and so on.

Psychometric assessments

Many psychometric assessments are available, each offering insight into a different combination of traits. The most suitable one will depend on the situation and the nature of the role being assessed for.

These assessments can be done in person, but lend themselves particularly well to virtual.

In-tray activities place participants in simulated work environments to give assessors a chance to see how they would behave in the role. There are a couple of ways to run these activities, with examples below.

Participants are given a simulated mailbox with a number of emails of varying urgency and are asked to prioritise these tasks and delegate (where relevant) to create an example workflow.

The expectation here isn’t for the participant to complete the work; rather to show that they are able to manage their time and respond to the pressures of the role, rather than just tackling tasks one at a time as they appear in their inbox (which is rarely the most efficient way off working).

Skills assessed : ability to delegate, time management skills, ability to manage a workload, performance under pressure

A paper-based version of the above

Not all roles and workplaces lend themselves best to digital. If you’re assessing for a role where there’ll be lots of interpersonal or paper-based tasks arriving, make sure this is reflected in the assessment centre.

You could give participants a tray full of documents and memos, then have people come to their desk to add other tasks to their workflow. The objective is the same: to create an indicative workflow and showcase how they would prioritise the incoming tasks.

Just 35 Minutes

This activity from MTa Select is an in-tray exercise that utilises computer, fax and paper to simulate a busy work environment. Participants must identify the big issues and avoid getting caught up in the detail. 

Skills assessed: evaluating and judging, decision making, focusing on critical issues, prioritisation

If you’ve still got questions about running an assessment centre, the following section should have you covered. And if not, drop us a message on the chat box below and we’ll do our best to help.

How should I structure an assessment centre?

Allow a full day to run the assessment centre, with time for introductions, explanations, and reviews. Remember that people’s ability to concentrate is limited, so a few hours in the middle of the day may yield better results than a whole day 9-5.

Aim for a large enough group to give participants the chance to interact with each other. Low double digits is a good size.

Leave time for lunch and other informal breaks, so that participants can interact in a natural setting: this can be just as revealing as the formal activities.

If you need a pre-made recruitment assessment centre, just run the five activities in this section .

What should an assessment centre include?

An assessment centre should include activities designed to test the competencies relevant for the role you are recruiting for.

You should also include time for review, where relevant. This gives you a mechanism to give feedback to participants and let them know next steps.

Factor in time for breaks and food, too! Participants will be at their best when they’re not under pressure for the whole day.

Some informal time at the beginning is a good shout as well, as it gives participants time to get acquainted with each other and the environment they’ll be spending time in.

What makes an effective assessment centre?

The best assessment centres utilise multiple exercises to assess each competency: i.e., a structured interview may assess communication, and a group exercise will give assessors another opportunity to observe participants communicating.

Similarly, intelligence could be assessed by a psychometric test and a work sample exercise.

How many assessors should there be in an assessment centre?

This depends on the role and the organisation: we would recommend at least 2.

How long should an assessment centre last? 

Again, this depends. We’d recommend not making an assessment centre longer than a workday. Ideally, a little shorter so that people can maintain concentration throughout.

Can you recommend any useful resources?

This chapter from a textbook dealing with the role of an assessor includes some useful information about common pitfalls and how to avoid them.

You can read about how MTa materials have helped a variety of organisations to run assessment centres:

• Gatwick Airport
• UK emergency services

Assessment centres are powerful tools for personnel selection, across a range of roles and industries.

Depending on the nature of the role you are recruiting for, the components of your assessment centre will vary. This blog post was written to connect you with some activities that might be suitable for your assessment centre.

For assessors looking for out-of-the-box activities, we have created MTa Select specifically to help you get more value from your assessment centres. 

If you need help finding activities for your assessment centre, get in touch via our contact form or the live chat below and we’ll be happy to help.

Empower your assessment centres with MTa Select

Free consultation

Let’s get started! If you’re new to experiential learning, we can provide the guidance you need to get going with confidence.

Click for a free consultation

Get in touch

Call us to have a chat

Call us now

Got a question?

Check out our FAQ’s for answers to the most common questions

FAQ’s

• Numerical Reasoning
• Verbal Reasoning
• Inductive Reasoning
• Logical Reasoning
• Situational Judgement
• Mechanical Reasoning
• Watson Glaser Critical thinking
• Deductive reasoning
• Abstract reasoning
• Spatial reasoning
• Error checking
• Verbal comprehension
• Reading comprehension
• Diagrammatic Reasoning
• Psychometric tests
• Personality test
• In-Tray exercise
• E-Tray exercise
• Competency based assessment
• Game based assessments
• Analysis exercise
• Group exercise
• Presentation exercise
• Video interview
• Strengths based assessment
• Strengths based interviews
• Saville Assessment
• Talent Q / Korn Ferry
• Watson Glaser
• Criterion Partnership
• Test Partnership
• Cut-e / Aon
• Team Focus PFS
• Sova Assessment

Chapter 4: Presentation Exercises

A resource guide to presentation exercises.

Page contents:

• What is a presentation exercise?

What skills does a presentation exercise assess?

Planned vs. on the spot presentations, preparing for your presentation, giving your presentation.

• What assessors look for in a presentation

Key takeaways

You will almost certainly be required to give some sort of presentation at your assessment centre. Presentation skills are important in the workplace, so the assessors want to see if you are able to deliver a well-structured, clear, confident presentation. The good news is that it is possible to improve your presentation skills through practice and following some sound advice. Chapter 5 explains all.

What is a presentation exercise at an assessment centre?

A presentation exercise at an assessment centre is a task that involves a candidate giving a formal presentation to a group of assessors on a given topic. The candidate is usually provided with a brief beforehand and given a set amount of time to prepare their presentation. The presentation may be in the form of a PowerPoint or other visual aids and is usually followed by a question and answer session where assessors can ask questions related to the presentation. The objective of this exercise is to assess the candidate's ability to deliver a structured and coherent presentation, communicate effectively, and engage the audience while demonstrating their knowledge and understanding of the given topic.

The presentation exercise is a common assessment tool used to evaluate candidates for roles that require excellent presentation skills and the ability to deliver information to a variety of audiences.

Typical competencies assessed in the presentation exercise are:

• Communication skills: The ability to convey information clearly, concisely, and effectively is crucial for any presentation. The assessors will evaluate how well the candidate speaks, how they articulate their ideas and how they tailor their presentation to their audience.
• Presentation skills: The ability to engage the audience and deliver a structured and coherent presentation is important. The assessors will evaluate how well the candidate uses visual aids, how they organize their presentation and how they manage their time.
• Confidence: Confidence is an essential aspect of any successful presentation. The assessors will evaluate how confidently the candidate presents and how well they handle questions and challenges.
• Knowledge: The candidate's knowledge and understanding of the given topic is important. The assessors will evaluate the accuracy and relevance of the information presented, as well as the depth of knowledge.
• Time management: Time management is an important skill in any presentation. The assessors will evaluate how well the candidate manages their time and sticks to the allotted presentation time.

Most employers will give you information before the assessment centre about the presentation exercise, and what they expect you to have prepared in advance. This preparation time is a realistic simulation of the demands of a real job since employees rarely get asked to give a presentation off the cuff. To stretch you, assessors may interject during your prepared presentation or add a minor last-minute change to your brief, again to simulate a real-world scenario. Effective preparation will significantly improve your performance in the presentation exercise. At your assessment centre your presentation will probably be only 5-10 minutes in duration.

An effective saying goes "own the time". It's your presentation and you have the floor. There's no need to rush.

Some assessment centres deliberately reveal very little about the presentation exercise before hand, so that all the preparation has to be done on the day at the assessment centre. This type of exercise is more a test of how well you deal with being put on the spot, and less a test of presentation skills.

In one scary example of a challenging presentation exercise candidates were given a handful of topics to choose from and 15 minutes to prepare a 5 minute presentation. Few assessment centres use this shock tactic as they are more interested in how you perform in realistic situations.

87% of users aced their employment test in 2022*

Get a completely free starter account with over 20 tests included.

*According to our 2022 survey of 1486 users

You will likely be given time before your assessment centre to prepare for your presentation, so take advantage of this luxury. Walking into the room confident in what you are about to say will settle your nerves and help you present with aplomb. Aim to have rehearsed your presentation so many times that if disaster struck on the day and you lose your notes (it has happened at assessment centres before), you could get by on your memory.

failure to prepare is preparing to fail.

Establish who the audience will be and what level of knowledge they are likely to have, so that you can pitch your level of technical content accordingly. Your audience will either be just one assessor, or more likely, a mix of assessors and other candidates from the assessment centre.

What brief have you been given? You will get marks for achieving the brief as well as how well you present. Clarify with the assessment centre organisers beforehand what equipment will be available. PowerPoint slides are much better than overhead projector slides or a flip chart. Remember you are in a simulated business environment, how would it look in a client presentation if you use scrawled acetate sheets? Ask the assessors if there is time for you to familiarise yourself with the equipment before your presentation, perhaps during a lunch break. Even if it’s not possible you are showing them what you would do in a real-life situation: plan and take precautions against the common nuisance of IT issues.

Carry your presentation on two separate USBs and email it to yourself. It has been known for candidates to lose their presentation!

A common mistake made by inexperienced presenters at their assessment centre is to use too many slides. As a rule of thumb, use no more than one slide per two minutes presenting. And keep the slides sparse! The slides are meant to be a prompt for the audience to follow what you’re saying; they are not meant to be read, because you want the assessor’s attention on you, not the slides. The best use of slides is for graphically presenting numerical information difficult to describe orally, not for showing blocks of text. It should go without saying but it’s surprising how many candidates still just read what the slides say. This is a quick way to show the assessors you are not a good presenter.

If you want to stand out from other candidates at the assessment centre reduce the number of boring bullet point slides. These are a standard PowerPoint template and quickly make audiences dreary. Professionals replace bullet point lists with a simple graphic alongside text.

The best slides are clean and let the presenter be the focus of attention.

Practice your presentation out loud. You will be amazed how differently it comes out compared to reading it in your head. Record yourself and play it back. This is a great way to discover where you could inject intonation, pauses or emphasis. Practising out loud will also give you an accurate estimate of how long it takes.

Write your prompt notes on envelope-sized cards, not A4 paper which can distract from your presentation and will exaggerate any shaky hand tendencies.

When it comes to presented information, people tend to be very slow at taking it in. So use simple, clear language. Break down what you are saying into simple sentences. Tell them what you’re going to say, say it, then remind them what you said.

Look at the audience, not the slides. This is another classic mistake made by inexperienced, or nervous presenters. Don’t take your cue from the slides; keep your attention on the audience and take your cue from your note cards. This looks very professional.

Your introduction should briefly explain who you are (in the fictional scenario) and what your presentation will cover. Reiterate anchor phrases on each slide to emphasise what you're talking about. For example, if you’re talking about projected sales, title your slide “Sales Projection” and open with something like “the projected sales are increasing because…” Then end that slide with something like “…which is why we see these projected sales”.

Think about how you want to take questions. Are you the sort of person who gets thrown by interjections? If you think you can handle questions as you go along, this will impress the assessors. Whatever you decide, tell your audience at the start whether you’d prefer to take questions at the end or as you go through.

Commonly presentation exercises are being video recorded so assessors can re-watch your performance later, or refer it to someone else. The cameras used are usually discreet security type ceiling-mounted ones so they’re not overly imposing.

What assessors look for in presentation

We mentioned the skills and competencies that presentation exercises will assess, now we will look at what assessors will be looking out for during your presentation. The assessors will gain an overall feel of your presentation, but to standardise assessment amongst candidates and to justify hiring decisions, the assessors will be scoring you against a set of criteria agreed with the employer. Obviously each employer will have their own scoring criteria but an example of the type of criteria used is below:

• To what extent were visual aids used effectively?
• Was prior preparation and planning evident?
• Did the candidate come across confident and convincing?
• Were the audience engaged?
• Was the brief question satisfactorily answered?
• What was the standard of oral communication?
• How well were questions addressed?

If the assessment centre assessors enjoy your presentation they're more likely to notice and remember how you fared against their set of scoring criteria.

Here are the key takeaways on tips for giving successful presentations during assessment centres:

• The presentation should be well-structured and tailored to the audience.
• Practice and preparation are essential, including practicing with any technology or equipment beforehand.
• Clear communication, confidence and engagement with the audience are important.
• Candidates should be mindful of time constraints and avoid exceeding the time limit.
• Visual aids can enhance the presentation, but should not be relied on too heavily.
• Candidates should anticipate and prepare for potential questions from the audience.
• Rehearsing with a friend or colleague (if possible) can provide helpful feedback and improve the presentation.

By following these tips, candidates can increase their chances of delivering a successful presentation and impressing potential employers during the assessment centre process.

How it works

For Business

Join Mind Tools

Article • 9 min read

Assessment Centers

Highlighting your knowledge and skills.

By the Mind Tools Content Team

Imagine that you've just succeeded in your first round interview with an industry-leading organization. Now you've been asked to attend an assessment center, where you'll be tested on your communication, problem solving and teamworking skills.

You've never attended an assessment center before, and it sounds quite intimidating. So, how do you prepare for these tests and scenarios to ensure that you put your knowledge, your experience, and your skills in the best light? In this article, we'll look at assessment centers: what they are, how they work, and how you can prepare for them thoroughly.

The Purpose of Assessment Centers

Assessment centers were developed during World War II, when there was a desperate need to find people capable of certain types of leadership. Companies then began adopting this process for recruitment. Their popularity increased, and now there's global interest in their use.

The term "assessment center" can be misleading; often, they aren't actual "centers." Rather, they're a series of tests, activities, and simulation exercises that organizations use to select the right person for the right role. Usually, several assessors monitor your performance throughout the course of the assessment, which can last anything from a few hours to several days.

Some organizations use assessment centers after an initial interview, to see how candidates will react in situations that might occur in the role that they've applied for.

For example, if you're applying for a management role in a customer call center, you'd likely go through role-playing scenarios where you'd have to manage an unhappy customer over the phone. You might be tested on your ability to multitask, or on your ability to lead a virtual team . And you might be asked to come up with a plan detailing how you'd increase customer satisfaction with each call.

Alternatively, if you're applying for an IT position, you might go through several troubleshooting scenarios. The organization might also test your ability to coach non-IT professionals, and assess your ability to solve problems effectively.

Why Organizations Use Assessment Centers

Assessment centers are useful, for you as well as for the organization.

First, this testing process allows organizations to see how you'd react in an environment similar to the one that you'd be working in. The tasks, activities, and problem scenarios you'll face should all mimic real situations; and your ability to work through these gives interviewers an in-depth look at whether you're right for the role.

Assessment centers are also useful for screening groups of potential candidates, all at one time.

This process also benefits you – going through this sort of assessment helps you get a good sense of the knowledge and skills that you'll need in this role. It also serves as a realistic "job preview," which allows you to see whether you're likely to enjoy the work and the organizational culture. You can then decide whether you and the organization will be a good fit.

Preparation

The good news is that much of the time, the recruiter will tell you in advance about the competencies and skills that the organization is looking for. This means that you can do several things to prepare.

1. Analyze Your Strengths and Weaknesses

Think carefully about what the organization is looking for, as well as how you can demonstrate the qualities it needs most. Conduct a Personal SWOT Analysis to gain a better understanding of your strengths and weaknesses. If you're weak in an important area, take steps to strengthen these skills before your assessment.

2. Be a Team Player

Group exercises are common at assessment centers, but, in many cases, you won't be competing with the other candidates for the role. Those assessing your performance are measuring you against predetermined standards, so being overly competitive often isn't the best strategy.

Try to do your own personal best in each test or activity, and show that you're a great team player . Be assertive , collaborative, and helpful.

3. Strengthen Your Interview Skills

Most assessment centers will involve another interview, so it's important to brush up on your interview skills . Research the organization, and come prepared with several good questions to ask your interviewer about the company and the role.

Last, it's important to pay attention to your image. Arrive well-dressed and looking presentable, and have ready all of the materials that you might need.

4. Improve Your Comprehension Skills

During your assessment, you'll be issued numerous instructions in many different formats. It's incredibly important that you listen, that you understand these, and that you follow these instructions closely.

As part of this, work on your active listening skills , so that you better understand oral instructions, and don't risk missing vital information.

Succeeding with Assessment Activities

The assessment activities that you encounter will vary, depending on the organization or role that you're applying for. However, there are some commonly used activities that you can prepare for in advance. [1]

1. Inbox/In-Tray Assessment

With the inbox/in-tray assessment, you'll take part in a "real life" scenario. You'll be presented with material, or tasks, that you'd normally see in the role that you've applied for. You're given time to study the material, and then you're asked to explain, or demonstrate, how you'd deal with each item.

Inbox/in-tray assessments are useful, but they can be intimidating to recruits, especially since you're given a strict time frame to complete them.

Tackling these tasks will require good decisions on your part, so work on your decision-making skills .

To strengthen your problem-solving skills, learn about tools such as the 5 Whys so that you have several resources available to use during this exercise.

2. Role Playing

Role-playing exercises are common at assessment centers. These can be one-on-one sessions with an assessor, manager, or even an actor, or there might be group role-playing activities.

Role-playing exercises are often designed to put candidates in stressful situations, where it's essential to think on your feet . This means staying relaxed and confident under pressure, listening actively, and practicing slow, clear delivery.

When role-playing, it's important to immerse yourself in the role that you've been assigned. You'll often get some time to prepare, so use this time to plan how you'll work through the scenario.

Before your assessment, it may help to practice with a friend or colleague. Try to anticipate the types of scenarios that you might be asked to participate in; these scenarios should be specific to the organization or role that you're applying for. The more that you prepare, the more comfortable you'll feel.

3. Psychometric Testing

It's possible that you'll have to take one or more psychometric tests during your assessment. These tests are designed to evaluate objectively specific knowledge sets or technical skills, personality, logical or verbal reasoning ability, problem solving, or judgment.

To get practice with these, you can go online and take some sample psychometric tests; these tests will give you a good feel for the sort of tests you might be presented with during your assessment. (You can find practice psychometric tests here .)

4. Presentations

Many, if not most, assessment centers will ask you to make an individual or group presentation. So, make sure that you work on your public speaking skills in advance, to make sure that you deliver a great presentation .

Begin by taking our test to find out how good your presentation skills are, so that you can assess your current strengths and weaknesses. Next, learn good presentation skills, with our article on speaking to an audience .

Last, even the most prepared presenters feel nervous before they speak to a group. Manage presentation nerves by making sure that you stay hydrated before you speak, practice deep breathing, make eye contact with key decision-makers, and visualize your success.

An assessment center is not always an actual place, as its name suggests. It's a series of tests, mock scenarios, and exercises, that recruiters use alongside interviews. These tests determine which candidates will best fit the role that they have applied for, and will best fit with the organization.

You can prepare for an assessment center by brushing up on your interview and comprehension skills. You can also practice for role-playing scenarios and presentations beforehand.

Keep in mind that you may not be competing with other people in your assessment, in which case you're measured against a predetermined standard. Do your individual best, be a good team player, and make sure that you show how well you work with others.

[1] Tolley, H. and Wood, R. (2011) ‘ How to Succeed at an Assessment Centre: Essential Preparation for Psychometric Tests, Group and Role-Play Exercises, Panel Interviews and Presentations ,’ London: Kogan Page.

You've accessed 1 of your 2 free resources.

Get unlimited access

Discover more content

Open your eyes.

Exercise to Explore How People React When They Speak to Them or Try to Influence Them

Improving Our Working Environment

Helping Teams Review Their Working Environment to Improve Mood and Motivation

Add comment

Comments (0)

Be the first to comment!

Gain essential management and leadership skills

Busy schedule? No problem. Learn anytime, anywhere. 

Subscribe to unlimited access to meticulously researched, evidence-based resources.

Join today and save on an annual membership!

Sign-up to our newsletter

Subscribing to the Mind Tools newsletter will keep you up-to-date with our latest updates and newest resources.

Subscribe now

Business Skills

Personal Development

Leadership and Management

Member Extras

Most Popular

Latest Updates

How to Build Confidence in Others

How to Create Psychological Safety at Work

Mind Tools Store

About Mind Tools Content

Discover something new today

Pain points podcast - presentations pt 1.

How do you get better at presenting?

NEW! Pain Points - Presentations Pt 2

Learn how to present like a pro

How Emotionally Intelligent Are You?

Boosting Your People Skills

Self-Assessment

What's Your Leadership Style?

Learn About the Strengths and Weaknesses of the Way You Like to Lead

Recommended for you

Practical business planning.

Understanding the Components of Future Success

Business Operations and Process Management

Strategy Tools

Customer Service

Business Ethics and Values

Handling Information and Data

Project Management

Knowledge Management

Self-Development and Goal Setting

Time Management

Presentation Skills

Learning Skills

Career Skills

Communication Skills

Negotiation, Persuasion and Influence

Working With Others

Difficult Conversations

Creativity Tools

Self-Management

Work-Life Balance

Stress Management and Wellbeing

Coaching and Mentoring

Change Management

Team Management

Managing Conflict

Delegation and Empowerment

Performance Management

Leadership Skills

Developing Your Team

Talent Management

Problem Solving

Decision Making

Member Podcast

• How It Works

The five most common exercises at an assessment center

For applicants, an assessment center is very stressful (the author speaks from experience). In contrast with a normal one-to-two-hour job interview, in which the candidate’s resume is the main subject of the conversation, at an assessment center, candidates have to complete a series of individual and team exercises lasting several hours, with many of them under deadline pressure. No wonder that one’s own mental limits can easily be reached.

Of course, this is precisely what the purpose of an assessment center is. By applying these tough tests and exercises, employers want to test their applicants’ soft skills, which are usually not apparent from their resumes. How does the applicant work under time pressure? How does he/she behave in a team? What are his/her presentation skills? These are just some of the questions that companies consider as part of the work at an assessment center.

Although assessment centers differ from company to company, there are some exercises that are an integral part of every assessment center. Hence, you can prepare yourself quite well for such an event. And it is our goal to give you the best preparations possible, so that you can attend your first or next assessment center in a relaxed, stress-free manner. To achieve this, we are going to outline the five most frequently tested exercises and show you how to master them best.

1) The introduction

A round of introductions is the most common starting point at an assessment center. Thereby, applicants get a chance to introduce themselves and get to know each other and their so-called assessors (the company’s representatives). In turn, the assessors get an initial impression of the personality, motivation and appearance of the candidates. In general, the assessors start the introductory round.

While introducing yourself, it is very important to remember that you should not just recite your resume mechanically. You can assume that the company’s assessors have read your CV carefully. Take the opportunity to highlight the most interesting and exciting points of your career and accentuate your job-relevant strengths and experiences. Make yourself aware that dealing with over 100 candidates (and quite often many more), the assessors quickly lose track of individual applicants. A business student, who has already set up a start-up company while at university and who volunteers in refugee aid, will definitely be retained in memory more easily than a rather “boring,” average person, with no outstanding qualifications.

On the other hand, please don’t be too full of yourself. If you have recently graduated from university, no one expects you to have the resume and experience of a long-time business professional. So, do not protract your personal introduction unnecessarily. Better make a brief and to-the-point introduction than a lengthy and boring one.

And another tip: Prepare to answer this question in the introductory session: Why are you participating in this assessment center? If your answer is, “I just wanted to see what the fuss is all about,” you better pack your bags right away. So have a crisp answer up your sleeve, as to why you are interested in the company and why you are a perfect match for your future employer. This is exactly the answer that the assessors want to hear.

A variation of the personal introduction is the candidate interview. The assessors may split the group into pairs, which interview each other. In some cases, the company provides you with the interview questions. In other cases, you are completely free to structure the interview. This, of course, makes things a bit trickier, but also more exciting. So, think about some questions that you want to ask a fellow candidate, and that you might be asked in turn.

2) The inbox exercise

The inbox exercise is a classic among assessment center tasks. Actually, in the context of today’s electronic way of communication, the exercise should be called a mailbox, but anyway. In this exercise, you will get access to a mailbox, in which you will find some 10 to 20 mails. These mails have been sent by different people who confront you with various tasks. Here are some examples: The boss wants you to correct a presentation within an hour. A customer demands an urgent response to a complaint. A supplier requires feedback on an offer. On top of that, your wife asks you to pick up your daughter early from the daycare, and, finally, your dog has had an accident, and has to be taken to the vet immediately.

Now it is up to you to go through these tasks, prioritize them, take a decision to handle them yourself, or delegate them to somebody else. The difficulty of the inbox exercise is that content can overlap and all the tasks have different deadlines. In order to further increase the candidate’s stress level, you may have to handle some incoming phone calls or requests from co-workers in between.

Many inbox exercises cannot be completed in the given time-frame of (usually) one hour. This should not cause you despair, because the ultimate purpose of this exercise is not to get all the tasks completed, but to demonstrate to the company how you cope with a heavy workload in general, how focused and structured your work can be under time pressure, and how good your organizing and decision-making abilities are when put under stress. That said, the worst case for you would be to have a nervous breakdown, be petrified, and not get anything done at all.

In the feedback discussion after the exercise, the assessors will inquire about the reasons for certain decisions. It is important for them to understand how logical your reasoning has been. What was your motivation to prioritize certain tasks, handle some of these personally, and delegate others? In many instances, there may be no right or wrong answer. It’s all about reasonably justifying your decisions.

The inbox exercise is not undisputed. Many critics claim that there is little or no reference to the working reality in most companies. Be as it may, we can only recommend you to search the internet for some inbox exercises and get a feel of what to expect. Of course, you can also put yourself under pressure at home and try to complete the exercise within a given deadline. This will definitely give you some extra confidence and the exercise will probably appear less stressful at the assessment center itself.

3) Role playing

Role playing is known to be one of the most difficult tasks of an assessment center, since you can hardly prepare for it. There are just too many versions and ways to play this “game.” Usually, role-play is about a conversation between the candidate and one or two of the assessors. For example, a performance review with an employee or a pitch with a customer can be simulated. The assessor may ask you to take over the role of the employee or the seller. Alternatively, it might be that you would have to play the boss or the customer. As you can see, there is a lot of possible ways to structure a role-play.

In order to add some spice to the game, a confrontational situation is mostly simulated. For example, a boss gives his employee some really bad feedback. Or a customer complains heavily about a product defect. These would test your social skills in difficult and conflict-laden situations.

An important tip for role playing is for you to understand the problem in full detail. Quite often, the starting point of the game is a general complaint or blame game. The boss tells you, “Müller, your performance has been miserable in the last few weeks.” Or a customer complains: “Your product isn’t worth the money at all.” In a situation like this, you should always try to find out first why your boss or the customer came to their respective conclusions. When asked, they will give you further details that you can reasonably deal with.

Generally, it is important to keep calm and react in a cool-headed manner in a role-play. Don’t let yourself get carried away and avoid making impulsive and inappropriate reactions. Your assessors will listen very carefully to how you deal with your fictional boss or customer. Nevertheless, you should not be intimidated by the situation of conflict and be all meek and mild. Equally important is the candidate’s ability to courageously stand up for his/her own point of view. No company wants to hire a yes-man, one who is easily pushed aside by his/her boss or walked over by a customer.

4) The presentation

At many assessment centers, you may also have to make an individual presentation. Usually, the topic of this presentation will be a current political or economic development or an issue related to the company’s industry. So, be prepared to elaborate on the Brexit, the global fight against terrorism, or the handling of refugees in your country. And, if you are attending an automaker’s assessment center, it goes without saying that you should be able to say a few words about the future of electric-powered vehicles.

No company will assume that you are the expert on a particular field. The presentation exercise is all about these two points: How analytically you approach a certain topic and how good your presentation skills are.

The presentation exercise is often made harder by the fact that you get little time for preparation and the topic itself is very comprehensive. You could undertake several weeks, or even months, of research on the advantages and disadvantages of the UK leaving the European Union. Working out that question in just 30 minutes is a little more difficult. And you should be aware of the fact that the assessors will likely have an edge in knowledge on that subject matter. So, be prepared to be grilled in your presentation. When confronted with a question that you don’t have an answer for, it’s always good to have a smart reply up your sleeve (e.g. “because I lacked preparation time, I wasn’t able to analyze this point in greater detail.”)

5) The group discussion

The group discussion (or the group presentation) is also an integral part of most assessment centers, and not necessarily the easiest. As the name implies, it is a group exercise, and you neither know its subject nor the other participants’ behavior.

Typically, in a group discussion, the applicants are divided into small groups of four to six participants. These groups are then given a topic, which they have to discuss together, or alternatively, they have to prepare and hold a group presentation. The topic may be related to the company’s business (e.g. “which products should the company develop over the next five years”) or have a reference to current events (e.g. “what is the refugee policy that Germany should have.”)

As candidates’ personalities differ, the outcome of a group discussion is always uncertain. The groups are often very heterogeneous. Characters may range from the narcissistic showoff to the timid chicken. An additional obstacle for a productive group discussion is the fact that candidates at an assessment center naturally see themselves as competitors fighting for a limited number of jobs. This often leads to aggressive and controversial discussions.

In order to follow the group discussion as closely as possible, the groups are usually watched by at least two assessors. They assess the applicants in various soft skills categories, such as teamwork and communication skills, persuasive power and determination.

We would like to give you two tips regarding your appearance in a group discussion. For one thing, you should hold your own opinion. However, that does not mean that you should ignore or even denigrate your fellow group members’ opinions. Most companies pay close attention to how team-minded the applicants are. Even if a candidate is very knowledgeable and argues convincingly, if he/she does not take the opinion of others seriously, that candidate will get worse grades in the presentation exercise than a more team-minded person with better social skills.

Also, speak up for a productive solution. Quite frequently, because of the absence of a boss or moderator and the participants’ divergent opinions, group discussions end up in complete mayhem. If the group has to hold a joint presentation, disaster looms. In such a situation, you are always well advised to stand up for a reasonable solution. Your assessors will appreciate the fact that you are trying to channel the different opinions into a compromise that is acceptable to everybody in your group. This is proof that you are not only a valuable team member, but that you are capable of leading a team without formally being the boss.

As you can see, an assessment center is no walk in the park, and you’ll definitely feel exhausted after the two or three days of the event. However, from his own experience, the author can report that participation in an assessment center is a very valuable experience. You will not only learn a lot of new things, but even more important, you will get to know yourself much better. There are not that many situations in life wherein one is exposed to such an amount of stress within a short time-frame. Having completed an assessment center, you will be able to assess much better how stress-resistant you are and how you react in stressful situations.

We do hope our tips have shown you how well you can prepare yourself for the exercises waiting for you at the next assessment center. Finally, we would like to remind you to spend one or two days at home in peace, inform yourself about the company and its industry, and also research the internet for some of the exercises described in this article. This will strengthen your confidence and take away your fear of assessment centers. Remember, the most important precondition for being successful at the assessment center is your own self-confidence!

Further tips and tricks for solving the tasks in an assessment center can be found at the following links:

Trainee-gefluester

• 10 tips and tricks for succeeding at an assessment center

Comments are closed.

• Application
• Cover letter
• Uncategorized

• Numerical Reasoning
• Verbal Reasoning
• In-Tray Exercises
• E-Tray Exercises
• What To Expect
• Group Exercises
• Presentations
• Assessment Centre Tips
• How To Prepare For An Interview
• How To Behave During An Interview
• Hope To Cope With Nerves
• PwC Assessment Centre
• KPMG Assessment Centre
• EY Assessment Centre
• BDO Assessment Centre & Online Ability Tests Guide
• IBM Assessment Centre & Study Guide
• GSK Assessment Centre
• Mastering the Teach First Assessment Centre 2024: Ultimate Prep Guide
• MI5 Assessment Centre
• Network Rail Assessment Centre
• Fast Stream Assessment Centre
• PSNI Assessment Centre
• Psychometric Tests
• Numerical Reasoning Test
• Verbal Reasoning Test
• Logical Reasoning Test
• Abstract Reasoning Test
• Inductive Reasoning Test
• Watson-Glaser Test
• How to Prepare for UKCAT Exam? – A Definitive Preparation Guide with Practice Tests, Tips & Tricks & More
• Mastering Mechanical Comprehension Tests: Tips, Practice, & Insights
• Diagrammatic Reasoning
• Spatial Reasoning Tests
• Numeracy Skills Test (QTS)
• Literacy Skills Test (QTS)
• SHL Numerical Test: 5 Essential Tips for Guaranteed Success
• RAF Aptitude Test
• Army BARB Test
• How to Prepare for Prison Officer Selection Test?
• Network Rail Online Tests
• PSNI Initial Selection Test
• Personality Tests

What to expect at an assessment centre: A step-by-step guide to prepare you for success

This short article will give you an introductory understanding of assessment centres. What they are, why they’re used and how you should begin to prepare.

Download our Ultimate Assessment Day & Interview Guide 2022 here . (It's packed with tips, tricks and insider-secrets to help you succeed.)

Three useful starting-point resources

• You can listen to our podcast episode on what to expect at your assessment centre here .
• You can practise the actual aptitude tests that employers use here .

Ok let’s get started!

Interviews are stressful, but a full assessment event is one of the most challenging and intimidating things you will face in your career; it’s a full and rigorous test of your professional & mental ability. It’s not for the faint-hearted and if you are about to attend your first assessment event you will be genuinely surprised by how exhausted you feel afterwards.

But don’t worry, we’re going to give you all the tools and advice you need to succeed.

Assessment events are referred to by various names, sometimes they’re called “assessment centres”, “assessment days” or “assessment events”. The language may differ but the principle is exactly the same: It’s an event to test a group of candidates’ suitability for a given role .

If you’re reading this then we assume you’ll be attending one soon (or hoping to attend one soon), so let’s look at what to expect in more detail.

So what is an assessment centre?

It’s not a location, it’s a process.  It usually takes place at a company office, conference facility or a conveniently placed hotel.

Take Assessment Centre Practice Test Now

It’s basically a big, in-depth interview process for several people.

The assessment centre process is used for all kinds of roles and for people at different stages of their career including:

• graduate starter roles
• corporate middle-management and executive roles
• management selection
• ongoing staff development & training

Assessment centres are usually used after the initial stages of the selection process due to the large amount of time and expense in conducting them. (They often follow an online assessment or initial job interview which is usually conducted by a third party, an agency or recruitment consultant.)

FACT: An average corporate employee in the UK will attend 3 assessment centres during their career.

So what happens at an assessment centre?

Assessors observe a group of candidates performing a variety of specially-designed tests (including psychometric tests ) and exercises which provide specific information on the ability & mental capacity of each candidate.

Each of the exercises simulate aspects of the job description and work environment for the vacant role and allow the candidates to demonstrate how their skills match with those required to perform that role.

It’s an efficient way for big companies to quickly sort the wheat from the chaff and that’s why assessment centres have become so widely used.

68% of employers in the UK and 72% in the US now use some form of assessment centre as part of their recruitment/promotion process.

Performing under pressure is a great indicator of capability and assessment centres have become acknowledged as one of the most effective ways of quickly sifting through a large number of candidates and identifying talented people who will:

• Perform their role with excellence
• Get on well with other members of the team and fit in with the employer’s culture

How long do assessment centres last?

It varies from half-a-day to two full days. The more senior the role, the longer the assessment.

Stop worrying! Download a 12-step assessment day cheatsheet & be perfectly prepared.

Click here to download your copy.

Who are the assessors?

Usually they will be a mix of HR consultants (in-house & external) and line managers and people at least one level above the position you have applied for.

Typically they will be ambitious and successful people who understand the qualities they expect to see in an individual performing the role you have applied for.

What will happen on the day?

Candidates attending an assessment centre will usually be welcomed with tea and coffee and there’ll be an arrival period of 30 minutes or so when candidates and assessors will mill around outside and chat ahead of the day’s events getting underway.

You’ll then be ushered into a communal ‘welcome briefing’ of some kind and you’ll receive an initial address together with the other candidates about the timing of the tests and exercises, location of rooms and housekeeping rules (fire alarms, washrooms etc).

And without further ado the assessment exercises will begin.

What exercises will I have to do?

The most common exercises are:

• The in-tray exercise  (or e-tray exercise )
• A group exercise

In addition to these practical exercises, there will almost always be some form of psychometric testing . Usually in the following areas:

• Personality questionnaires   (You can practise personality questionnaires here )
• Verbal reasoning   (You can practise verbal reasoning tests here )
• Numerical reasoning   (You can practise numerical reasoning tests here )
• Logical reasoning

Some industries also run other ‘reasoning’ tests such as Inductive, Mechanical or Spatial reasoning, which are essential for engineering & technical roles.

(Note: It’s increasingly common for psychometric tests to be completed online before the assessment centre itself and in some cases there will be a second suite of psychometric tests at the assessment event too!)

What happens during each exercise?

We’ll cover this with you in much more detail in each individual section, but briefly, during each test a group of observers will rate you on a range of predetermined criteria.

At the end of each exercise the observers compare each candidate’s performance to reach a consensus on overall performance.

Prior to each test, you will be given instructions describing the exercise you’re about to perform. You will not be told specifically what criteria will be measured during the exercise and (annoyingly) you will rarely receive feedback on your results or performance. (Though in some cases this may be made available after the event, usually within a few days.)

Some final questions for you…

• Do you have to take a numerical reasoning test or a verbal reasoning test ? If so you may want to check out the aptitude tests section of the site.
• You can find practice tests and tons of free advice on every other type of ‘reasoning test’ too: numerical , verbal , abstract , logical , inductive , diagrammatic , spatial , mechanical comprehension , UKCAT and Watson-Glaser tests .
• Worried about your assessment day? Maybe you’re worried about performing a presentation or preparing for an  interview or group exercise   or   in-tray exercise ?
• Perhaps you’d like some guidance on  how to deal with nerves & anxiety at your interview ?
• Lastly the Tools and Resources page is packed with useful equipment and ‘A’ List recommendations that will make your life easier.

Thanks for reading!

We hope you enjoyed reading this free article and wish you the best of luck at your assessment centre.

Turbocharge your employability NOW

Get your copy of our Ultimate Assessment Day & Interview Guide here. It's packed with tips, tricks and insider-secrets to help you succeed.

© Copyright AssessmentCentreHQ - All Rights Reserved

You May Also Like:

• Royal Mail Online Test & Preparation Guide

Visit our Contact Page

AssessmentCentreHQ Unit 57 Minerva Ave, Chester, CH1 4QL

• NUMERICAL REASONING
• VERBAL REASONING
• ASSESSMENT CENTRES
• APTITUDE TESTS
• PRIVACY POLICY

Featured On

© Copyright 2023 AssessmentCentreHQ – All Rights Reserved

How it works

Transform your enterprise with the scalable mindsets, skills, & behavior change that drive performance.

Explore how BetterUp connects to your core business systems.

We pair AI with the latest in human-centered coaching to drive powerful, lasting learning and behavior change.

Build leaders that accelerate team performance and engagement.

Unlock performance potential at scale with AI-powered curated growth journeys.

Build resilience, well-being and agility to drive performance across your entire enterprise.

Transform your business, starting with your sales leaders.

Unlock business impact from the top with executive coaching.

Foster a culture of inclusion and belonging.

Accelerate the performance and potential of your agencies and employees.

See how innovative organizations use BetterUp to build a thriving workforce.

Discover how BetterUp measurably impacts key business outcomes for organizations like yours.

A demo is the first step to transforming your business. Meet with us to develop a plan for attaining your goals.

• What is coaching?

Learn how 1:1 coaching works, who its for, and if it's right for you.

Accelerate your personal and professional growth with the expert guidance of a BetterUp Coach.

Types of Coaching

Navigate career transitions, accelerate your professional growth, and achieve your career goals with expert coaching.

Enhance your communication skills for better personal and professional relationships, with tailored coaching that focuses on your needs.

Find balance, resilience, and well-being in all areas of your life with holistic coaching designed to empower you.

Discover your perfect match : Take our 5-minute assessment and let us pair you with one of our top Coaches tailored just for you.

Research, expert insights, and resources to develop courageous leaders within your organization.

Best practices, research, and tools to fuel individual and business growth.

View on-demand BetterUp events and learn about upcoming live discussions.

The latest insights and ideas for building a high-performing workplace.

• BetterUp Briefing

The online magazine that helps you understand tomorrow's workforce trends, today.

Innovative research featured in peer-reviewed journals, press, and more.

Founded in 2022 to deepen the understanding of the intersection of well-being, purpose, and performance

We're on a mission to help everyone live with clarity, purpose, and passion.

Join us and create impactful change.

Read the buzz about BetterUp.

Meet the leadership that's passionate about empowering your workforce.

For Business

For Individuals

The self presentation theory and how to present your best self

Jump to section

What does self presentation mean?

What are self presentation goals, individual differences and self presentation.

How can you make the most of the self presentation theory at work?  

We all want others to see us as confident, competent, and likeable — even if we don’t necessarily feel that way all the time. In fact, we make dozens of decisions every day — whether consciously or unconsciously — to get people to see us as we want to be seen. But is this kind of self presentation dishonest? Shouldn’t we just be ourselves?

Success requires interacting with other people. We can’t control the other side of those interactions. But we can think about how the other person might see us and make choices about what we want to convey. 

Self presentation is any behavior or action made with the intention to influence or change how other people see you. Anytime we're trying to get people to think of us a certain way, it's an act of self presentation. Generally speaking, we work to present ourselves as favorably as possible. What that means can vary depending on the situation and the other person.

Although at first glance this may seem disingenuous, we all engage in self-presentation. We want to make sure that we show up in a way that not only makes us look good, but makes us feel good about ourselves.

Early research on self presentation focused on narcissism and sociopathy, and how people might use the impression others have of them to manipulate others for their benefit. However, self presentation and manipulation are distinct. After all, managing the way others see us works for their benefit as well as ours.

Imagine, for example, a friend was complaining to you about   a tough time they were having at work . You may want to show up as a compassionate person. However, it also benefits your friend — they feel heard and able to express what is bothering them when you appear to be present, attentive, and considerate of their feelings. In this case, you’d be conscious of projecting a caring image, even if your mind was elsewhere, because you value the relationship and your friend’s experience.

To some extent, every aspect of our lives depends on successful self-presentation. We want our families to feel that we are worthy of attention and love. We present ourselves as studious and responsible to our teachers. We want to seem fun and interesting at a party, and confident at networking events. Even landing a job depends on you convincing the interviewer that you are the best person for the role.

There are three main reasons why people engage in self presentation:

Tangible or social benefits:

In order to achieve the results we want, it often requires that we behave a certain way. In other words, certain behaviors are desirable in certain situations. Matching our behavior to the circumstances can help us connect to others,   develop a sense of belonging , and attune to the needs and feelings of others.

Example:   Michelle is   a new manager . At her first leadership meeting, someone makes a joke that she doesn’t quite get. When everyone else laughs, she smiles, even though she’s not sure why.

By laughing along with the joke, Michelle is trying to fit in and appear “in the know.” Perhaps more importantly, she avoids feeling (or at least appearing) left out, humorless, or revealing that she didn’t get it — which may hurt her confidence and how she interacts with the group in the future.

To facilitate social interaction:

As mentioned, certain circumstances and roles call for certain behaviors. Imagine a defense attorney. Do you think of them a certain way? Do you have expectations for what they do — or don’t — do? If you saw them frantically searching for their car keys, would you feel confident with them defending your case?

If the answer is no, then you have a good idea of why self presentation is critical to social functioning. We’re surprised when people don’t present themselves in a way that we feel is consistent with the demands of their role. Having an understanding of what is expected of you — whether at home, work, or in relationships — may help you succeed by inspiring confidence in others.

Example:   Christopher has always been called a “know-it-all.” He reads frequently and across a variety of topics, but gets nervous and tends to talk over people. When attending a networking event, he is uncharacteristically quiet. Even though he would love to speak up, he’s afraid of being seen as someone who “dominates” the conversation. 

Identity Construction:

It’s not enough for us to declare who we are or what we want to be — we have to take actions consistent with that identity. In many cases, we also have to get others to buy into this image of ourselves as well. Whether it’s a personality trait or a promotion, it can be said that we’re not who   we   think we are, but who others see.

Example:   Jordan is interested in moving to a client-facing role. However, in their last performance review, their manager commented that Jordan seemed “more comfortable working independently.” 

Declaring themselves a “people person” won’t make Jordan’s manager see them any differently. In order to gain their manager’s confidence, Jordan will have to show up as someone who can comfortably engage with clients and thrive in their new role.

We may also use self presentation to reinforce a desired identity for ourselves. If we want to accomplish something, make a change, or   learn a new skill , making it public is a powerful strategy. There's a reason why people who share their goals are more likely to be successful. The positive pressure can help us stay accountable to our commitments in a way that would be hard to accomplish alone.

Example:   Fatima wants to run a 5K. She’s signed up for a couple before, but her perfectionist tendencies lead her to skip race day because she feels she hasn’t trained enough. However, when her friend asks her to run a 5K with her, she shows up without a second thought.

In Fatima’s case, the positive pressure — along with the desire to serve a more important value (friendship) — makes showing up easy.

Because we spend so much time with other people (and our success largely depends on what they think of us), we all curate our appearance in one way or another. However, we don’t all desire to have people see us in the same way or to achieve the same goals. Our experiences and outcomes may vary based on a variety of factors.

One important factor is our level of self-monitoring when we interact with others. Some people are particularly concerned about creating a good impression, while others are uninterested. This can vary not only in individuals, but by circumstances.   A person may feel very confident at work , but nervous about making a good impression on a first date.

Another factor is self-consciousness — that is, how aware people are of themselves in a given circumstance. People that score high on scales of public self-consciousness are aware of how they come across socially. This tends to make it easier for them to align their behavior with the perception that they want others to have of them.

Finally, it's not enough to simply want other people to see you differently. In order to successfully change how other people perceive you, need to have three main skills: 

1. Perception and empathy

Successful self-presentation depends on being able to correctly perceive   how people are feeling , what's important to them, and which traits you need to project in order to achieve your intended outcomes.

2. Motivation

If we don’t have a compelling reason to change the perception that others have of us, we are not likely to try to change our behavior. Your desire for a particular outcome, whether it's social or material, creates a sense of urgency.

3.  A matching skill set

You’ve got to be able to walk the talk. Your actions will convince others more than anything you say. In other words, you have to provide evidence that you are the person you say you are. You may run into challenges if you're trying to portray yourself as skilled in an area where you actually lack experience.

How can you make the most of the self presentation theory at work?

At its heart, self presentation requires a high-level of self awareness and empathy. In order to make sure that we're showing up as our best in every circumstance — and with each person — we have to be aware of our own motivation as well as what would make the biggest difference to the person in front of us.

Here are 6 strategies to learn to make the most of the self-presentation theory in your career:

1. Get feedback from people around you

Ask a trusted friend or mentor to share what you can improve. Asking for feedback about specific experiences, like a recent project or presentation, will make their suggestions more relevant and easier to implement.

2. Study people who have been successful in your role

Look at how they interact with other people. How do you perceive them? Have they had to cultivate particular skills or ways of interacting with others that may not have come easily to them?

3. Be yourself

Look for areas where you naturally excel and stand out. If you feel comfortable, confident, and happy, you’ll have an easier time projecting that to others. It’s much harder to present yourself as confident when you’re uncomfortable.

4. Be aware that you may mess up

As you work to master new skills and ways of interacting with others,   keep asking for feedback . Talk to your manager, team, or a trusted friend about how you came across. If you sense that you’ve missed the mark, address it candidly. People will understand, and you’ll learn more quickly.

Try saying, “I hope that didn’t come across as _______. I want you to know that…”

5. Work with a coach

Coaches are skilled in interpersonal communication and committed to your success. Roleplay conversations to see how they land, and practice what you’ll say and do in upcoming encounters. Over time, a coach will also begin to know you well enough to notice patterns and suggest areas for improvement.

6. The identity is in the details

Don’t forget about the other aspects of your presentation. Take a moment to visualize yourself being the way that you want to be seen. Are there certain details that would make you feel more like that person? Getting organized, refreshing your wardrobe, rewriting your resume, and even cleaning your home office can all serve as powerful affirmations of your next-level self.

Self presentation is defined as the way we try to control how others see us, but it’s just as much about how we see ourselves. It is a skill to achieve a level of comfort with who we are   and   feel confident to choose how we self-present. Consciously working to make sure others get to see the very best of you is a wonderful way to develop into the person you want to be.

Transform your life

Make meaningful changes and become the best version of yourself. BetterUp's professional Coaches are here to support your personal growth journey.

Allaya Cooks-Campbell

With over 15 years of content experience, Allaya Cooks Campbell has written for outlets such as ScaryMommy, HRzone, and HuffPost. She holds a B.A. in Psychology and is a certified yoga instructor as well as a certified Integrative Wellness & Life Coach. Allaya is passionate about whole-person wellness, yoga, and mental health.

Impression management: Developing your self-presentation skills

How to make a presentation interactive and exciting, 6 presentation skills and how to improve them, how to give a good presentation that captivates any audience, what is self-preservation 5 skills for achieving it, how self-knowledge builds success: self-awareness in the workplace, 8 clever hooks for presentations (with tips), self-management skills for a messy world, developing psychological flexibility, similar articles, how self-compassion strengthens resilience, what is self-efficacy definition, examples, and 7 ways to improve it, what is self-awareness and how to develop it, how to not be nervous for a presentation — 13 tips that work (really), what i didn't know before working with a coach: the power of reflection, self-advocacy: improve your life by speaking up, building resilience part 6: what is self-efficacy, why learning from failure is your key to success, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

3100 E 5th Street, Suite 350 Austin, TX 78702

• Platform Overview
• Integrations
• Powered by AI
• BetterUp Lead™
• BetterUp Manage™
• BetterUp Care®
• Sales Performance
• Diversity & Inclusion
• Case Studies
• Why BetterUp?
• About Coaching
• Find your Coach
• Career Coaching
• Communication Coaching
• Life Coaching
• News and Press
• Leadership Team
• Become a BetterUp Coach
• BetterUp Labs
• Center for Purpose & Performance
• Leadership Training
• Business Coaching
• Contact Support
• Contact Sales
• Privacy Policy
• Acceptable Use Policy
• Trust & Security
• Cookie Preferences

Online Assessment Tools

• Psychometric Tests
• Behavioral Tests
• Cognitive Tests
• Technical Tests
• Spoken English Tests
• Test Library
• Coding Tests
• Advanced Coding Simulators
• Online Coding Interviews
• Coding Test Library
• Campus Intelligence
• Student Engagement
• Screening Assessments
• Interviews & GDs
• Technical Hiring
• Sales Hiring
• Blue-Collared Hiring

Learning and Development

• High-Potential Identification
• Succession Planning
• Leadership Development
• Skills Gap Analysis
• Learning Agility & Proximity
• Training Effectiveness

ONLINE EXAMINATION

• Entrance Exam
• Semester Exam

Trusted by More Than 6000 Clients Worldwide

• Client Success Stories

• Research & Reports
• Case Studies

Top 14 objectives of recruitment and selection

AI & Future of work

Examination and Proctoring

Recruitment

• Online Interviews
• Virtual ADCs
• Request a demo
• subscribe to blog

Get awesome marketing content related to Hiring & L&D in your inbox each week

Stay up-to-date with the latest marketing, sales, and service tips and news.

By using our offerings and services, you are agreeing to the Terms of Services and License Agreement and understand that your use and access will be subject to the terms and conditions and Privacy Notice

Thank you for subscribing! Let's take the HR world by storm now!

Suvarna Kartha

Recruiter, sap.

Mettl’s assessments have been the biggest filter in our recruitment process. Their platform has helped us reach out to a higher volume our applicant numbers. Mettl constantly keeps innovating on their products and tries to introduce a new aspect to everything.

Trusted by thousands of leading brands

GET A FREE DEMO

Just drop in your details here and we'll get back to you.

Learning and Development | 10 Min Read

The Ultimate Guide To Assessment Centers

Table of contents.

An assessment center is a platform to evaluate an individual’s suitability for specific job roles. It includes several exercises like aptitude tests, personality evaluations, virtual assessment center case study simulators and interviews. It helps organizations better predict candidate performance and potential for a proposed position. A traditional assessment center involves in-person discussions and group exercises for which candidates are invited to a specific venue. With the advent of virtual alternatives, it is now possible to host such activities and interviews on digital platforms supporting remote evaluations.

On the other hand, a development center in HRM is used for organizational initiatives such as training needs identification, high-potential identification, leadership development and succession planning. While virtual assessment tests are often used for recruitment, development centers help identify professional strengths and challenges.

This comprehensive handbook dives deep into assessment centers and their key elements, their applications, process and more. You will also learn about designing an assessment development center following the best practices and using recommended tools.

Chapter 1: The fundamentals of assessment centers

Understanding acdcs- an upgrade to assessment center method in hrm.

An assessment center development center(ACDC) is a combination of an assessment center and a development center. It is a platform offering a detailed evaluation of an individual’s skills, organizational fitment and developmental needs – ACDCs work by assessing candidates on various competencies required to be successful on the job.

Assessment center development centers have three primary uses:

1. Personnel selection and recruitment

2. Identification of strengths and areas for training and development

3. Development and grooming of professionals to accelerate their growth path

Assessment center methods and types

Organizations employ one of the three major types of assessment centers. They are:

Traditional

Traditional assessment center method

Traditional assessment centers involve a physical location. As part of the assessment process, organizations selectively send employees to a site away from their workplace, with the following objectives:

• To encourage a disconnect from the daily routine
• Building employee engagement
• Helping boost employees’ self-awareness

Alternatively, traditional assessment centers may also involve inviting job applicants to the assessment center for tests and interviews.

The traditional assessment center method

Participants in a traditional assessment center in HRM undergo several activities such as role-playing, group discussions, behavioral interviews, and business case presentations. Meanwhile, experienced assessors observe and evaluate the participants based on their demonstrative behavior.

Toward the end of each activity, assessors collate their observations and discuss each participant’s performance. Once they agree on individuals’ performance, they create a report based on which participants get one-on-one feedback.

Limitations of traditional assessment center tests

Physical assessment centers are usually not feasible for all job levels, considering the stakes and costs involved. Also, traditional assessment centers can involve several logistical and operational problems. Therefore, few experts recommend this approach for a regular assessment or evaluation process.

Virtual assessment development centers

A virtual assessment development center is the online version of a traditional assessment center. It allows a holistic candidate evaluation without compromising the quality and standard set by physical assessment centers.

Virtual assessment center platforms and virtual assessment development centers accommodate a range of traditional tools used in assessment centers in a simulated virtual environment. However, wherever necessary, virtual assessors overlook the virtual assessment center activities that are conducted via assessment center software.

Virtual ACDC process

Virtual assessment and development center exercises are mapped to behavioral competencies relevant to a specific role. The exercises are administered online, followed by automated reports, eliminating logistical hassles, reducing human effort and curbing the overhead costs in conducting extensive in-person assessments.

We will discuss the applications of virtual assessment centers in Chapter 2.

Blended assessment center method

A blended assessment center method is an innovative hybrid approach that combines the best features of traditional and virtual assessment centers. It elevates the design of a traditional assessment center by combining conventional offline activities with online assessment center exercises. Resultantly, there is room for a comprehensive blended approach that supports multiple styles of learning and learners.

The process of a blended assessment center

In a blended assessment center, few competencies are mapped using online tools with life-like simulations, while the rest are assessed based on physical exercises. The physical part of the assessment remains the same. However, the total score is calculated based on the performance in both physical and virtual assessments. Ratings are compiled to provide a holistic view of the candidates after the exercises. One-on-one feedback sessions by the assessors follow this process to further development goals.

What are the advantages and disadvantages of assessment centers?

The most significant benefit of assessment centers is that they are accurate predictors of performance since candidates attempt tasks closer to real work situations. This provision offers both the assessors and the candidates an accurate picture of what may lie ahead. Thus, assessors can make better hiring decisions, and candidates gain a more realistic insight into their roles, ensuring a long employment association.

The only disadvantage is that designing a candidate assessment center involves creating customized assessment development center exercises for every organization and job role, which can be a trifle lengthy process because of multiple stakeholders’ involvement.

Chapter 2: Applications of assessment centers

As hinted in the first chapter of this guide, assessment center tests and exercises are used for three primary purposes: to predict future behavior to make better talent decisions, diagnose development needs, and groom potential employees.

The applications of various forms of assessment centers include:

• High-potential identification
• Training needs identification

Leadership development

Leadership hiring, succession planning.

Using ACDCs for Hi-Po identification

High-potential employees  are 91% more valuable to a business than non-high potential workers.

Assessment centers and development centers help organizations identify and develop high-potential employees who can assume additional responsibilities and drive growth. They ensure objective evaluations via real-life workplace scenarios.

Identifying professional training needs to bridge the skill gaps

Companies that invest in employee training enjoy a 24% more profit margin versus companies that don’t.

The role of an assessment center in training and development pans out across hierarchies. To bridge the skill gaps, assessment development centers enable organizations to identify training areas for their current employees and take adequate initiatives to develop their workforce’s skills. Besides, assessment center development centers provide employees and organizations with concrete data on improvement areas. Moreover, the ACDC’s insights serve as a benchmark to further employee training and development.

Assessment centers in human resource management have proven to be an extremely insightful tool to develop professionals in leadership roles . The predictive capabilities of development and assessment center tests can help deploy exercises that test leadership competencies relevant to a specific industry or organization.

Qualities to test before selecting future leaders through the assessment centre include responsiveness to change, ability to command the respect of their peers, critical thinking and risk-taking appetite. Through a series of simulation exercises, these qualities can be tested using the assessment centre.

Akindele afolabi, how to use assessment centre in the selection and development of future leaders in your organisation.

Regular assessment center methods in HRM can also be customized into leadership assessment centers that enable organizations to hire exclusively for leadership roles. Leadership assessment centers measure key leadership attributes like ethics, civic-mindedness, innovation, team development abilities, self-development awareness, ability to negotiate and influence, etc. In most cases, assessment centers are designed to simulate day-in-the-life experiences in fictitious organizations. This helps observe candidates and their behavior in fictitious leadership roles. The insights can be immensely helpful in making the right leadership hiring decisions.

Feedback from assessment center HR helps organizations identify whether they can handle the challenges offered in the next higher position. They act as a catalyst for change, as leaders learn about the gaps between their mindsets and skills and what is required to lead effectively. At an organizational level, this information can target specific growth and development programs. This can lead to important information for  succession planning  by allowing the organization to assess whether it has the number of employees required to move into key roles in the future.

Chapter 3: Assessment center methods: Vital steps in the process

Assessment and development centers can address an organization’s most learning and development needs if implemented correctly. Hence, one must understand the various steps involved in rolling out the process.

Step 1: Sensing

The sensing exercise is divided into three core phases:

1. Defining the objective

2. Underlining the job levels

3. Choosing a competency framework

Sensing phase 1: Defining the objective

Organizations should have clarity about why they want to use an assessment center development center. Concerning the various applications and possibilities elaborated in the previous chapter, an ACDC can be employed for more than one objective. A clear goal ensures that the rest of the steps follow without challenges. Choosing a type from the various assessment center examples, shortlisting the assessment and development center exercises, designing the type of questions, etc., all depend on the goal of an assessment center process.

Sensing phase 2: Underlining the job levels

The methods to assess and develop individual contributors, first-time managers, mid to senior-level management, and leadership positions vary. Ideally, the exercises must accurately reflect the variety and demands of the target role. Also, subject matter expertise is critical to establish better-suited roles for a particular assessment center technique.

Sensing phase 3: Choosing a competency framework

If organizations need to identify the skills required by the workforce to be effective in a target role, they should begin by analyzing the factors that aid employee performance. For example, competencies such as problem-solving skills, collaboration and creativity may be essential for a certain job role. However, competencies such as adaptability, strategic vision and people skills may be a priority for another job role. Hence, setting up a relevant, role-specific competency framework is crucial for the success of an assessment center process.

Sensing phase 4: Mapping competencies to relevant tools

Subject-matter experts specializing in assessment center tools and activities can help correlate various competencies to relevant assessment center exercises.

Exercises for an assessment center in HR can include situational judgment questions, personality, cognitive tools, case studies, group discussions, role-plays and various other simulation tools, online and offline. However, your assessment and development plans would fail to deliver quality results if you do not have in-depth knowledge of these tools.

Here’s an example of competency-tool mapping in a virtual assessment center development center:

Step 2: Customization of tools

After the completion of the first three sensing phases, experts customize the assessment center tools to match the organization’s requirements. After evaluating and validating these customizations, the company is ready to roll out the assessment development activities.

Step 3: Administration and management

This step involves the deployment of resources, setting up the systems and appointing assessors. The logistics and duration of this step depend on the type of assessment center chosen by the organization. A physical assessment center’s administration and management requirements vary significantly from its virtual counterpart or a blended ACDC alternative.

Step 4: Offline activities (In case of blended assessment)

On the day of in-person activity, candidates engage in individual and group exercises onsite, in the presence of trained assessors. The assessors observe job-specific behaviors and rate participants accordingly. The assessors then collaborate their offline and online ratings in the form of a report. A short debriefing may happen on the day of the assessment center, but detailed developmental feedback occurs after the report generation.

Step 5: Report generation

Assessment center reports serve as a benchmark for employee development plans and personnel selection. Observations about behaviors and performance are made using specifically developed assessment simulations. Further action depends on these reports’ comparison and analysis.

Here are examples of insights provided by an assessment center report:

Chapter 4: Key assessment center tools

Depending on the various forms of assessment centers, i.e., physical, virtual, or blended, and their objectives, individuals are evaluated using an array of tools and exercises. Assessment center tools help gauge fitment, readiness, or developmental needs. They can range from psychometric to situational judgment, from case studies to in-box exercises, from group discussions to business presentations.

|   Personality profiler          |   Cognitive abilities test          |  Case study simulator          |   Presentation exercise          |   One-to-one role-play 

Personality profiler

Personality Profiler is a type of assessment that helps identify personality traits and types in the candidates. It is a valid and standardized method to evaluate an individual on the Big Five traits like extraversion, agreeableness, openness, conscientiousness, and neuroticism.

Cognitive abilities test

A cognitive abilities test measures a candidate’s cognitive skills such as observation, memory, visual processing, mental flexibility, critical thinking and decision-making. Several types of cognitive ability tests can help predict performance and determine a candidate’s job fitment.

Case study simulator

In a case study simulator, candidates look through information folders, seek answers to a few questions, and solve the problem in the available time and resources.

Presentation exercise

A presentation exercise tests candidates’ patience, ability to perform under pressure, deal with repeated questioning, and their time management skills.

One-to-one role-play

Role-plays put candidates in mock professional positions and situations. The exercise allows the assessors to test candidates’ responses and behavior with others when put in a spot. It is a useful way of assessing a candidate’s social and communication skills, empathy, and the ability to influence others in job-relevant situations.

Chapter 5: Top twelve assessment center exercises

The tools highlighted in the previous chapter are essential to conducting various assessment center exercises. The latter comprise a range of interactive sessions, interview rounds and assessments to gauge the candidates’ core competencies.

Examples of these exercises are:

Writing tests:

Assessment center written exercise examples include writing reports, drafting press releases, letters, emails or even proofreading texts written by someone else.

Icebreakers:

Employers strategically use this exercise to observe participants’ behavior in low-pressure situations.

Domain skills test:

Domain skills tests or domain expertise tests cater to multiple job roles and job levels. They test a candidate’s grasp on domain expertise, technical knowledge, and efficiency in their line of work.

Interviews:

Assessment center interview questions are chosen to understand the candidate’s industry knowledge, skill level, experience, etc.

Situational judgement tests:

They assess a candidate’s ability to deal with real-life work-related situations.

Role-plays:

They offer a great way to observe candidates in high-pressure work situations.

Case study exercise:

This exercise evaluates various approaches to a specific problem and the ability to derive a fruitful/logical outcome.

Technical assessments:

They help assessors understand how well a candidate is likely to excel in a specific industry or discipline.

Inbox exercise:

Inbox exercises are simulation tests where candidates receive emails, calls and memos, which they must attend to by prioritizing, organizing and scheduling in a limited time.

Psychometric assessments:

Tests to measure cognitive intelligence and personality traits ensure a holistic candidate evaluation.

Presentations:

As stated in the previous chapter, exercises in the form of spot presentations and planned presentations offer critical insights into participants’ expertise, experience and key professional competencies.

Group exercise:

The purpose of such an exercise is to observe candidates and their abilities to respect, collaborate and engage with other people.

Get detailed insights into assessment center exercises

Chapter 6: the future of assessment development centers.

As the talent management landscape continues to evolve and adopt modern technologies, human resource experts can now leverage technology to train and develop their workforce. To avoid the consequences of relying on a traditional assessment center, organizations are gradually adopting online tools to expedite the process, in addition to giving credible outcomes at par with the physical approach. Virtual assessment centers can overcome most pitfalls in physical assessments while greatly expanding the potential pool of applicants available to the organization.

A globally competitive marketplace mandates organizations to sync their strategic aims with the market requirements to ensure business continuity. Virtual assessment centers can prove to be efficient and effective in achieving the desired results. It is a time and cost-effective medium , and the assessments can be taken remotely . Meanwhile, blended assessment centers that incorporate both technological and human elements are increasingly becoming a go-to option for vital organizational planning initiatives.

The role of assessment centers in organizations is constantly growing. From hiring to using assessment centers in performance appraisals, companies are constantly experimenting with the online assessment center platforms and tools.

Moreover, organizations are increasingly undertaking the assessment center approach due to the following reasons:

• Relevant content in a simulated environment: Assessment centers prove to be more efficient since they effectively measure participants’ competencies in a simulated environment. Additionally, candidates can easily relate to the assessment center content as the replication of real-world scenarios appears realistic to them. Assessment centers prove to be a reliable solution, especially while assessing mid to senior management, leadership roles and others with high-stakes job roles.
• Constructive & actionable feedback: Assessment centers stand out among other forms of assessments. A standard assessment center is not only aimed at pre-assessment but employee development tools. The performance and their scores are collaborated by assessors, after which they are given constructive feedback. This is contrary to traditional forms of assessments where the task ends with report generation. The one-on-one feedback sessions act as a mirror for test-takers and help them carve a development journey. A group-level analysis helps organizations identify a particular department’s training needs.

How Mercer | Mettl can help

Mercer | Mettl is committed to the evolving needs of talent management and development. Thus, we offer two methodologies for conducting hassle-free assessment centers – virtual and blended . With subject matter experts, a pool of experienced assessors, and a suite of interactive tools and exercises, Mercer | Mettl can play a significant part in the hiring, training and development of your workforce.

What is an assessment center example?

An example of an assessment center is a virtual interactive conference where professionals discuss, or debate a given topic. Such exercise helps assess communication skills, personality traits, ability to work in a group and lead, industry knowledge and other vital competencies. On-site case study analyses and planned presentations to elucidate specific ideas are also candidate assessment center examples that help in recruitment, L&D (Learning & Development) and HiPo (high potential) identification.

What are the tips to ace assessment center exercises?

The twelve best tips to succeed at an assessment center are: 1) Research: Learn all you can about the type of assessment center, the agenda, the company’s vision and mission, expectations from your role, etc., 2) Prepare: As part of your core preparations for an assessment center test, it is vital to rehearse your ideas and presentation skills, 3) Follow the best practices: This applies to group activities and discussions, virtual assessment platforms and your overall professional behavior, 4) Double-check your connectivity: A speedy internet connection is imperative to succeed in any online assessment center activities, 5) Be punctual: Whether it is a virtual, on-site or blended assessment center, showing up five minutes before the scheduled time always makes things smoother. 6) Practice MCQs (Multiple Choice Questions): It would be extremely helpful if your assessment center exercises include aptitude tests or other psychometric assessments, 7) Ensure technical performance: The best way to prevent embarrassing tech faux pas is by testing any equipment or drives well before the assessments begin, 8) Be ready for surprises: Even if you thought you were 100% ready for an assessment center, there is no way to know what could go differently. Hence, it is wise to be prepared for unexpected challenges and not let them throw you off your game, 9) Take a proactive approach: Most assessment centers focus on leadership qualities and high potential. Therefore, being proactive will allow you to stand out and help you display your passion for the job, 10) Avoid negative self-talk: If you are not mindful of the way you speak to yourself, you may end up hurting your performance at an assessment center. It is crucial to stay motivated and use the right words when giving yourself a pep-talk before any assessment center exercise.

What to expect from an assessment center?

If you are a candidate, an assessment center can be an excellent platform to gain insights into the company culture, the type of work and other crucial details about the workplace. Therefore, while the assessment center design caters to candidate evaluation, you can use it as an opportunity to gauge the company as well. You can expect interviews, interactive sessions, briefings about the assessment process, assessor introductions and details about the selection criteria. If you are an employee participating in assessment centers, you can expect stimulating industry discussions, test of core competencies for identifying skill gaps, your employer’s plans, etc.

Originally published December 4 2019, Updated August 1 2022

D'ipanjenah Ali

Assessment center development center.

Mercer | Mettl's VADC: The Future of ACDCs

Assessment Center Development Center, commonly known as ACDC, is a comprehensive tool used by organizations to evaluate prospective or current employees for workforce management and planning. ACDCs can be implemented virtually, physically, or in a blended format, using a suite of assessment tools.

Related posts

Unlocking the potential of job architecture

Measure what matters with SmartADC: The assessment center platform of tomorrow

Eleven most useful assessment center exercises in the virtual era

Virtual assessment center: The future of assessment & development centers

5 Practical Assessment Centre Exercises

Self-Presentation Templates for PowerPoint

Using a PowerPoint presentation to present yourself is more than just a creative way of applying for a job. You can use it to introduce yourself and your company to customers and business partners, or to present yourself to colleagues as a team or project leader.

Find creative templates and the best tips for presenting yourself here.

When applying for apposition, it’s not just about your hard skills, professional experience, references and qualifications. Soft skills, such as communication and interpersonal skills, work ethic and adaptability are important qualities that should be presented. Apply for a job in a unique way and set the stage for your career with a professional PowerPoint self-presentation . With our slides and layouts, you can competently showcase your personality and professional qualifications. Take advantage of a wide variety of designs to choose from. For example, you can use the image of a mountaineer, a sprinter or a businessperson to illustrate your career trajectory and personal goals. You can also add your own images and content to our ready-made PowerPoint templates.

Present yourself – a selection of templates:

Company presentation toolbox powerpoint template.

Present: company profile, board/team, locations, corporate structures, products/services, mission/vision, key figures and much more.

Self-Presentation - Bundle PowerPoint Template

Bundle of self-presentation templates incl. five self-presentation sets for PowerPoint.

Interview Businessman PowerPoint Template

Agenda slide, title slide collection, flag icons, character diagrams and many more templates to create sophisticated self-presnetations.

Interview Businesswoman PowerPoint Template

PowerPoint slides for your self-presentation incl. title slides, detailed character diagrams, skill comparisons and many more job application assistance.

Interview Sprinter PowerPoint Template

Master your application sprint with professional assistance: character diagrams, career timelines, icon collections, skill templates and other application tools.

Interview Mountaineer PowerPoint Template

Set of self-presentation templates with hikers on top of a mountain.

Interview Backgrounds PowerPoint Template

PowerPoint backgrounds for business presentations, job applications and self-presentation portfolios.

Use PowerPoint for high-quality personal presentations.

The PowerPoint presentations in this category provide the ideal charts for every section of a curriculum vitae. You can use a table to present your strengths and weaknesses. Use a timeline or roadmap to track your career, milestone by milestone. Charts and diagrams can be used to illustrate your goals and qualifications. Our introductory tutorial summarizes the main features of a successful self-presentation and gives you tips to make your personal presentation a success.

In the following sections, you'll learn everything you need to know about presenting yourself and how to do it in PowerPoint. Keep reading to find out:

• • ...The benefits of a successful self-presentation and what goes into one.
• • ...what content and design features your personal PowerPoint presentation should include.
• • ...what is essential for your presentation and what to focus on.

PowerPoint self-presentation: What is it and who needs one?

A PowerPoint self-presentation is actually nothing more than the name implies: using PowerPoint to present yourself. You can present who you are, what qualifies you for a position and what motivates you in a short presentation. This kind of PowerPoint presentation has become a popular tool for job applications and assessment centers. It’s not just a tool just for newcomers to a professional career, but also great for internal application processes. As an entrepreneur, you can also use a self-presentation to introduce yourself and your company to potential business partners and interested parties.

The benefits of presenting yourself with PowerPoint – why self-presentations work so well.

The trend towards PowerPoint self-presentations may not excite everyone. The good old application portfolio and traditional interview have worked so far. So, why fix something that isn't broken? The answer is: a self-presentation offers clear added value for both sides. It allows your counterpart to see you as an individual and (potential) employee in action. The presentation allows you to show how well you’ve prepared yourself and how you act while presenting. This gives a much more comprehensive impression of you and how you conduct yourself – more than a standard CV could ever do.

Why you, as a job candidate, can benefit from an effective self-presentation.

Doesn’t a self-presentation just mean more stress and nervousness? Not necessarily. In fact, it may even make things easier for you. Why? Because it facilitates something that documents and a question-and-answer situation simply cannot: the opportunity to really show your personality. And a convincing and confident personality will impress a recruiter more than diplomas and references. Presenting yourself also puts you in the driver’s seat: you decide how you want to market yourself, and you can prepare yourself accordingly.

What do employers and HR managers look for in self-presentations?

A quick glance at your CV is enough to find out some details about your career. The self-presentation goes beyond that. It's not just about describing yourself; it’s about selling yourself. How organized and prepared are you? How strong are your communication and social skills? How do you deal with stressful situations? More than anything, that’s what employers and recruiters want to see in your self-presentation.

With a well-prepared self-presentation, you can show:

• • ...your organized, independent way of working.
• • ...your ability to explain your opinions.
• • ...your talent to communicate clearly and convincingly.
• • ...your drive and self-confidence.

What should go into a self-presentation during a job interview?

As a rule, you’ll only have a few minutes to present yourself as part of a job application. What information you give about yourself hast to be boiled down to the essentials. The key word is "relevant". After all, the point is to show why you are the right choice for this particular position. What’s important for your counterpart and what the position demands influence what you present.

This type of self-presentation should answer the following questions:

• • ... Who are you and where do you come from? : Name, age, where you live/come from.
• • ... What’s your background? Milestones in education, studies, work experience.
• • ... hy did you choose this career path? Motivation, goals, ideals.
• • ... Do you have any other relevant experience or knowledge? : Foreign languages, stays abroad, internships, projects, voluntary work, relevant hobbies/interests.
• • ... What soft skills do you bring to the table? Strengths, personal characteristics.
• • ... Why are you here? Qualifications for the position, motivation for applying.

What doesn’t belong in a self-presentation?  

Lengthy explanations and tangents need to be avoided. The point is not to tell a lot about yourself, but to share the essentials – and to do so in a concise, convincing manner. When designing your self-presentation, try and avoid too many bells and whistles as well. People want to get to know YOU, not your presentation design skills.

And never forget: Honesty is the best policy. False statements will be found out sooner or later and will only work against you.

A self-presentation template: communicate content in an interesting way.

Some of you might be thinking, the most important information about myself is already in my application. So why do I need a self-presentation? In order to really stand out from the crowd, you need to go a step further and show who’s behind that information. To do this, you need to use all that information to tell your personal story, including reasons for applying, personal anecdotes, goals, etc. Having this kind of framework allows you to share your personal and professional information with confidence. Because if you're not convinced of yourself, why should others be?

Here are some questions that you can give an interesting, convincing answer to:

• • ...What motivates you in your career?
• • ...What are you proud of and why?
• • ...Why was a particular project so meaningful to you?
• • ...What or who has had a significant impact on you?
• • ...What would you like to achieve through your work?

How creative can you get in a self-presentation?

You usually can't go wrong with a classic, professionally delivered self-presentation. But many applicants are looking for a way to stand out from the crowd and increase their chances. The success of a creative self-presentation depends, of course, on the industry and the position you are applying for. Your chances of getting into the executive suite of a bank with jokes and a picture from your last Halloween party are probably slim. If you want to present yourself as the perfect vacation club entertainer well, that’s a different story. As a rule, restraint is always recommended.

If you want to add an individual touch to your self-presentation, it's best to do so right at the start. What you say and how it’s delivered should correspond to the position you're aiming for. With an original introduction, you can attract your audience’s attention and set yourself apart from other applicants.

Example: If the company operates abroad and Spanish language skills are required, you could start by briefly introducing yourself in Spanish.

Presenting yourself with PowerPoint: Should you mention weaknesses?

A work history with interruptions and detours, or qualifications that don’t quite meet the requirements:  these are things that make applicants sweat. In a classic job interview, you don’t have any influence on whether you'll be asked about them or not. But what about in a self-presentation? Should weak points be skipped over and avoided?

There is no clear answer to this question. Of course, you should never go into length and detail about this sort of thing. But certain information, such as a noticeable gap in your work history, will attract even more attention if you give the impression you have something to hide.

Instead, maybe you can sell your supposed weakness as a strength. HR managers know that work history is rarely a straight line. Life experience and motivation are worth more today than a seamless career. If they weren’t interested in you, you wouldn't have gotten to the point of presenting yourself at all.

You might even score points if you manage to sell a professional crisis as a courageous new start or lack of qualifications as a personal challenge.

Can a self-presentation also be given without PowerPoint?

Generally speaking, a self-presentation can also be made without using presentation software. However, PowerPoint is almost always the standard presentation tool in companies today. A self-presentation with prepared slides shows that you’ve put the work in and you’re comfortable with technology and software. PowerPoint also provides a huge variety of design options and professional visual support for your content.

Other presenting tools, such as a flipchart or whiteboard, are only recommended for the most confident and experienced of presenters. Writing legibly and without mistakes when nervous is a challenge and can throw off your flow of speech and rhythm. A prepared PowerPoint presentation makes all this, nerves or no nerves, much easier.

Choosing the right self-presentation PowerPoint template.

It's not only the content of your interview that matters. You can also score points with an appealing and professional design. Choosing the right PowerPoint template guarantees a high-quality, coherent design and makes it easier for you to create your self-presentation.

Think about what you want to say about yourself and what your counterpart wants to know. These considerations are also important when choosing the layout and template for your self-presentation. In our range, you'll find a large selection of layouts with different imagery to choose from. You can decide which self-presentation layout will best express your personal ambitions.

Self-presentation template: slide design  

A well-designed template provides the right visual support for your self-presentation. But keep in mind, the design should never be the focal point of your presentation. The focus should be on you, of course. From a design point of view, less is more. Too much text, inconsistent slide design, and a jumble of colorful graphics and images will only confuse and distract from you.

In contrast, a clean, streamlined design puts the focus on the essentials. Choosing the right templates will provide your content with the perfect backdrop and won’t distract from your oral presentation. Our templates include useful, well-organized diagrams and tables that will help you get to the heart of the facts you want to communicate.

A popular PowerPoint tool for self-presentations is the roadmap that you can use to visualize your career, milestone by milestone. How minimalist or creative the design depends on the company and profession in question. Stronger visuals, e.g., presenting your own work with embedded photos or videos, can be a definite advantage in creative industries.

Things to keep in mind when delivering your presentation.

It's not only what you say that counts, but how you say it. Speaking freely, making eye contact, facial expressions and body language are important and often say more than words alone. This is why preparation is key for your self-presentation. Filming yourself while you practice is a fantastic idea. A test audience of friends or family can provide helpful feedback.

Also pay attention to your voice. The volume and tempo with which you speak should be strong but not forced. In other words, avoid yelling or rushing. You can avoid the dreaded monotone delivery by building in emphasis and pauses.

The goal is to communicate your content in an interesting and engaging way.

Here’s an overview of some key points for delivering a strong self-presentation:

• • ...Maintain good but relaxed posture.
• • ...Incorporate friendly, natural facial expressions.
• • ...Establish eye contact.
• • ...Formulate short, easy-to-follow sentences.
• • ...Don’t read off your slides.
• • ...Speak calmly and clearly.
• • ...Build in pauses and emphasize key points.

Self-presentations at assessment centers

If you're invited to an assessment center, expect to give a short self-presentation. You’ll typically have little to no time to get ready while you're there so come prepared. Self-presentations of 2-7 minutes are the norm.

Sometimes you'll be asked for specific content. You might have to talk about a formative experience in your career or something similar.

Unlike the classic job interview, you may be asked to give a presentation in pairs or in a group. Sometimes you may even be asked to introduce another person.

Finally, expect critical follow-up questions – it’s often about testing your ability to handle stressful situations.

Here are some key self-presentation tips in a nutshell:

• • ... Content: Personal details, career, qualifications, soft skills, motivation.
• • ... Length: A few minutes (usually 2-7 minutes)
• • ...Design: Clean, streamlined but also expressive
• • ... Goal: Present information about yourself clearly and confidently, show your personality and highlight skills and qualifications
• • ... Do’s: Present information efficiently, choose an appropriate and expressive design, present confidently and assertively, be well-prepared and practice!
• • ... Don’ts: Make false statements, overload slides, talk at length, read from slides

Corporate Services

We’ll optimize your existing PowerPoint presentation and create slides in your corporate design.

New PowerPoint Templates

We are continually bringing you new PowerPoint templates on current business topics and in modern designs.

Researched by Consultants from Top-Tier Management Companies

Powerpoint Templates

Icon Bundle

Kpi Dashboard

Professional

Business Plans

Swot Analysis

Gantt Chart

Business Proposal

Marketing Plan

Project Management

Business Case

Business Model

Cyber Security

Business PPT

Digital Marketing

Digital Transformation

Human Resources

Product Management

Artificial Intelligence

Company Profile

Acknowledgement PPT

PPT Presentation

Reports Brochures

One Page Pitch

Interview PPT

All Categories

Top 10 Self-Evaluation Templates with Samples and Examples

Neha Parmar

Self-evaluation is a powerful tool for fostering meaningful conversations with supervisors. It enhances job satisfaction by providing a convenient framework for expressing, assessing, and improving performance. The questionnaires included in these evaluations enable individuals to rate their work performance, proving highly effective in encouraging evaluating skills, strengths, challenges, and goals.

Even though the self-assessment performance review process is not well-loved, as praising oneself can be uncomfortable and acknowledging mistakes may feel embarrassing, it plays a crucial role in job improvement. According to 2019 Gallup research, many individuals find traditional performance reviews unhelpful. Mastering this aspect of the performance review demands introspection, a non-judgmental approach, and asking the right questions to guide self-evaluation. If you are going through the same situation where employees avoid self-evaluation, you must revamp your self-evaluation tools and resources.

On this note, an engaging and impactful Self-Evaluation Template can provide great assistance. Designing a self-evaluation template for your company doesn't need to be complicated. A few simple steps with our content-ready template and thoughtful consideration of how the responses help craft a functional template.

Let’s begin exploring 100% customizable templates!

Also, access the team evaluation template ( click here ) to streamline the assessment of collaboration and contributions towards shared objectives.

Template 1:- Self Assessment For Job Promotion Powerpoint Presentation

This template, comprising 22 slides, is designed to help you assess your performance against various job specifications. Using this template can enhance your skills, leading to recognition and appraisal from the relevant authorities. You can also highlight your flexibility and leadership skills to showcase your talents effectively. Furthermore, the template enables you to present key milestones you've achieved and delve into project experiences in detail, capturing the manager's attention.

Download Now!

Template 2:-  Project Manager Self Evaluation Powerpoint Template

For project managers seeking a comprehensive template to conduct self-assessment and performance evaluations, this invaluable tool, consisting of 14 slides, provides a structured approach for reflecting on strengths, weaknesses, and areas of improvement. The template includes crucial areas like a project manager's self-assessment form and strategies such as using figures, highlighting outcomes, documenting accomplishments, and managing time efficiently. It incorporates core fundamentals, a rating scale, parameters, a checklist, a weighted score, and a procedure for writing self-evaluations, facilitating a thorough self-assessment. Using this template can optimize your potential as a project manager and enhance your organizational leadership effectiveness. Grab it Now!

Explore our employee evaluation scorecard templates ( Click here ), specifically crafted to encourage healthy competition and assist management in categorizing employees based on the quality of their work and added value.

Template 3:- Training With Self-Evaluation Exercise For Leaders And Managers

Self-competency is crucial for personal growth, effective communication, and success in various pursuits. For leaders and managers, this template encompasses exercises targeting key skill areas, including interpersonal skills, emotional intelligence, time management, decision-making capabilities, employee engagement, adaptability, and goal alignment. The template allows you to rate these skills on a scale of 1 to 5, ranging from poor to excellent. Additionally, it facilitates the identification of areas for improvement and offers space for remarks.

Template 4:- Employee Self-Evaluation Skill Assessment Survey

This template incorporates survey details spanning categories such as soft and hard skills. Soft skills are further divided into critical thinking, professional ethics, and problem-solving, while hard skills encompass data analysis and proficiency in computer software. The survey employs a rating system of 1 to 10 for each category, followed by a yes or no response regarding fair knowledge. In cases where there is no knowledge, there is an opportunity to provide details on necessary training, covering areas such as reasoning, logical learning, and technical training. Use this comprehensive survey for a thorough self-assessment.

Template 5:- Employee Self-Evaluation Form For Quarterly Performance Review

If you're searching for a template enabling employees to assess their performance, accomplishments, and areas for improvement, this content-ready template is for you. Covering evaluation areas such as building trust, delivering results, collaboration, and communication, it offers a structured format for employees to conduct self-assessments, set goals, and participate in constructive discussions during quarterly performance reviews.

Grab It Now!

Template 6:- Self-Evaluation Form For Workplace Performance Review

This comprehensive template facilitates a formal assessment conducted by employers to evaluate an employee's job performance over a specific period. It covers details such as excellence, concept clearance, clarity, and pertinence of work assignments. Impact is addressed by managing research data and assessing the effectiveness of tools to enhance project results. Assessing the implementation's quality and efficiency involves evaluating the work plan's coherence and effectiveness and ensuring the fair allocation of tasks and resources. You can assign scores out of five for these included points.

Template 7:- Importance of Self-Evaluation Process in Employee Performance Review

Integrating self-evaluation in performance reviews is a valuable strategy that promotes personal and professional development, fosters open communication, and enhances organizational performance. If you're seeking relevant content, you're in the right place—this template guides you through five steps. The first step inspires employees to actively participate in the performance review process actively, instilling a sense that their opinions matter. The second step, "Accountable at Work," emphasizes that self-evaluation makes employees more accountable for their actions. The third step improves relationships between employees and employers, while the fourth step focuses on career advancement. The final fifth step addresses the reduction of inconsistencies in the performance evaluation process.

Template 8:- Manager Annual Performance Self-Evaluation Scoring Form

Managerial performance reviews play a pivotal role in the growth and success of an organization, offering a chance to assess a manager's strengths and weaknesses, set goals, and formulate improvement plans. This template encompasses evaluation areas that include competencies like achieving Excellence, time efficiency, maintaining focus, problem-solving skills such as identifying root causes and generating innovative ideas, functional knowledge and skills, and service to others/customer focus. Ratings on these points scored out of 5 included in the scoring section of the form.

Template 9:- Employee Self-Evaluation Skill Survey For Consecutive Years

Engaging in a self-evaluation skill survey over consecutive years is a valuable method for assessing the ongoing development of skills, whether at an individual or organizational level. This template divides skills into four sections: professional skills (including time management, attendance, and working independently), research skills (encompassing library and internet research), communication skills (covering written and verbal communication), and digital presentation skills. Participants can rate themselves on a scale from 1 to 5, where 1 signifies Beginner, and 5 signifies Expert, consistently over the years.

Grab it Now!

Template 10: Tips For Writing a Self-Evaluation For Employee Performance Review Process

Are you in search of valuable tips for self-evaluation during the review process? Look no further; this comprehensive template addresses your concerns in one place. It includes crucial tips, starting with specifying achievements by giving specific examples. The second tip introduces the STAR method, guiding you to describe the situation, detail the actions taken, and outline the results achieved. The third tip emphasizes providing evidence to substantiate your examples. The fourth tip encourages referencing the job description to understand and meet expectations.

Download now!

Creating a strategy for future advancement

Grasp the opportunity in your self-assessment to champion yourself. As you navigate the review, avoid seeing it as a reveal of weaknesses, past failures, or mistakes. Instead, view it as a chance, with the support of your superior, to steer your career, acknowledge achievements, and address any lingering concerns.

Engaging in this cooperative process should resemble a meaningful dialogue, providing a guide to enhance future performance—use our Self-Evaluation Template to explore more.

Access our performance evaluation template ( Click here ) to streamline the assessment process and enhance performance management in your organization.

Related posts:

• Must-have HR Personal Development Plan Templates with Examples and Samples
• Must-have Self-improvement Plan Templates with Examples and Samples
• Top 7 Learning Plan Templates with Examples and Samples
• Top 5 Employee Goals Templates with Samples and Examples

Liked this blog? Please recommend us

Top 7 Business Report Templates with Samples and Examples

Top 10 Consulting Service Proposal Templates With Examples and Samples

This form is protected by reCAPTCHA - the Google Privacy Policy and Terms of Service apply.

Digital revolution powerpoint presentation slides

Sales funnel results presentation layouts

3d men joinning circular jigsaw puzzles ppt graphics icons

Business Strategic Planning Template For Organizations Powerpoint Presentation Slides

Future plan powerpoint template slide

Project Management Team Powerpoint Presentation Slides

Brand marketing powerpoint presentation slides

Launching a new service powerpoint presentation with slides go to market

Agenda powerpoint slide show

Four key metrics donut chart with percentage

Engineering and technology ppt inspiration example introduction continuous process improvement

Meet our team representing in circular format

• Student Discount
• Credit Card
• Electronic Benefits Transfer (EBT)

• Six Month Certificate Programs
• Highest paying agriculture jobs
• Best paying jobs in industrial machinery/components
• Jobs that don’t require college
• Behavioral questions and answers for interviews
• Technical Interview
• Sample thank you email after interview
• You were fired on an application
• Kohl’s Job Application
• Baskin Robbins Hiring Age
• Subway Hiring Age
• Target Hiring Age
• Apply to hobby lobby
• Physiologist
• Environmental Consultant
• Maurices Credit Card Payment
• How can I pay my Verizon bill? Find the easiest ways!
• How to Pay my TJ Maxx Credit Card?
• How To Apply For Dicks Sporting Goods Credit Card?
• How Suddenlink bill can be paid?
• How to make Furniture Row credit card payment?
• Bed Bath & Beyond’s Credit Card Payment Process
• Netspend Atm
• Trial deposit Amazon Creditbuilder
• Transfer Money From EDD Card to a Bank Account
• Credit online shopping
• Transfer funds with Routing and Account Number
• Increase Total Loan Balance
• Bad Credit Loans Urban BCL
• Reduce Total Loan Cost
• Canceling Student Loan Debt
• Unsubsidized Student Loan
• Borrow money from a millionaire
• H&R block Emerald Advance
• Chevy offer 0 Financing
• Days Mortgage Approval
• Mortgage on 1 million
• Subscriber Id Insurance Card
• United American Insurance Provider Portal
• Unregistered Vehicle with Insurance
• Home Insurance Claim Adjuster Secret Tactics
• Agi renters condo insurance
• Walgreens accepted insurance
• Dentist that take caresource
• Redpoint county mutual insurance company
• Insurance walgreens accepts
• Cricket wireless insurance claim
• Stop paying child support
• Home depot health check
• Beat contempt of court for child support
• Medical Schools that don’t require mcat
• Social security Recipients Stimulus check
• Find 401k Social Security Number free
• Cash Advance Unemployment Benefits
• Laminate Social Security Card
• Ice Skating
• Tattoo Shops
• Verizon Store

Assessment Centre Presentation

Presentations can be the most terrifying part of an assessment centre. Many people are nervous about speaking in public (glossophobia, if you want the technical term for it), but with plenty of preparation, you should be able to nail that assessment centre presentation.

What will the presentation be about?

So what will they ask you to talk about? This will vary from company to company. Some will set topics along the lines of: “Why should we employ you?”, “Why do you want to work for this company?” or something else related to the specific role or the industry.

They might give you the theme in advance. For instance, you might be given the topic on the day of the assessment centre and then be given half an hour or fifteen minutes to prepare. Alternatively, you might be given the theme the night before the second day of the assessment centre.

What will the employer be looking for?

Some people get so nervous about the presentation that they forget to think about what the employer will want them to demonstrate, such as:

– Evidence of strong communication skills;

– The ability to process, organise and prioritise key information;

– Confidence;

– Commercial awareness;

– Enthusiasm and a genuine interest in the industry, the company and the job.

How should I prepare for my assessment centre presentation?

First of all, you’ll want to do plenty of research into the topic. Gather together useful information, facts, statistics and read around the subject. Once you’ve done your research, pinpoint your key points or the most important information you want to highlight. You’ll only have a short time to give your presentation, so you might want to prioritise which information is vital to your presentation and which bits are less important. Most people will only include a fraction of their research in the presentation.

It’s a good idea to find out what kind of facilities will be available for your presentation and what format it will take. Who will you be presenting to? Will you be allowed to use a projector, flip chart or PowerPoint presentation? Make sure you know how long the presentation will be and what they will be expecting from it. You can usually get an indication from the topic; for instance, if they ask you to tell them why you would be good for the role, it won’t just be about selling your skills, but assessing the company’s needs and how your skills will fulfil them.

What should I include in my assessment centre presentation?

Next you’ll need to structure the content of the presentation. Like a good story, you should have a beginning, a middle and an end. Planning is essential. Often you’ll only have a limited time, say ten minutes, to give your presentation, so you’ll need to focus your presentation on two or three key points.

First of all, you’ll need to have an introduction. That means welcoming your audience, giving them a taste of what your presentation will be about and maybe even throwing in a bit of humour to build a rapport with the audience. No cheesy jokes though! Anecdotal humour always works best, or, failing that, smiling is always a good substitute. Your introduction should only take about a minute.

Your middle part comes next. This is where you explain your main points in a logical order. Run through each point, embellishing each one with relevant evidence and information. You don’t want to blast them with a deluge of information though; instead, pick out the most important material that will support your key points most effectively.

Finish your presentation off by summarising your main points, thanking the audience and asking if anyone has any questions. Don’t let your presentation tail off as you run out of things to say; give it a definitive and snappy ending.

Practice makes perfect…

Once you’ve decided on the structure and content of your presentation, practise it. Start off by practising in front of a mirror or video camera. Be critical and highlight the parts of the presentation that need more work; revise your presentation, then try it again. Practise it on other people and get honest feedback. If they look bored, then you’ll need to spice up your presentation.

Always time yourself when practising the presentation. Make sure you’ve given the right amount of time for each section. It’s also a good idea to wear a watch when it comes to the real thing. After all, there might not be a clock in the room.

Tips for delivering your assessment centre presentation…

– Don’t use a script at the presentation; you don’t want to be reading off a piece of paper. Swap your script for small cards, with short bullet points or headings to prompt you.

– Instead of looking at a piece of paper, you should maintain eye contact with the audience . Look around to engage everyone and project your voice. Speak clearly and at a moderate pace. If you start to gabble nervously, take a deep breath and slow down.

– Pay attention to your body language. Throw those shoulders back and flash those pearly whites . Stand up straight and try not to fidget. It’s all about looking confident, even if you’re shaking like a leaf on the inside.

–  Project your enthusiasm through your body language and your voice . Show them that you’re passionate about what you are talking about. The more connected and interested you seem in the topic, the more engaged the audience will feel. If they see that you’re happy to be there, they will relax and enjoy your presentation too.

– Use silence to your advantage . Take a leaf out of Barack Obama’s book and pause before making killer points. Believe us, it’s far better to punctuate your presentation with pauses than gabble away in a desperate attempt to fill silences.

– Try to build rapport with your audience . Saying hello, smiling and using a smattering of anecdotal humour is a good tactic. You might want to ask them a question, hand out something or encourage a bit of audience participation.

– If you start to panic, take some slow deep breaths . If you make a mistake, don’t dwell on it. Briefly acknowledge it and then move on.

– Put some variety into the presentation . Break it up by varying the time you spend on points or by using visual aids. Don’t just drone on at them; use short snappy sentences to grab their attention.

Using visual aids & props in your assessment centre presentation…

There’s something about PowerPoint that makes the best of us go a bit trigger happy. Swirling crazy transitions? Multi-coloured flashing text? Clip Art pictures littering each page? Slide upon slide of dense bullet pointed text? We’ve all been guilty of this at some point.

If you’re going to use PowerPoint in your presentation, the first thing to remember is that it isn’t the most important thing in your presentation. Your communication skills and what you say ranks much higher. Visual aids shouldn’t be something to hide behind either; they should inform and support your presentation, but ultimately, if your computer was to crash, you should be able to get along just fine without them.

The function of visual aids, whether it’s handouts, slides or a flip chart, should be to help the audience understand what you’re saying, or to clarify a point. They should be laid out clearly and simply. If you’re using slides, use a large font size and bullet points for your text. Simple formatting, such as using bold, can be adopted to make key words or phrases stand out.

Your visual aids shouldn’t be too text heavy. Use pictures, charts, graphs or tables to break up the text. These are good for keeping the audience’s attention and offering relief from a verbal/text onslaught.

You don’t want to use too many visual aids. A PowerPoint consisting of around four slides and a short handout should do the trick. Handouts are useful, as they give the audience something to take away and write notes on.

In fact, you don’t have to use visual aids in your presentation at all, unless they specifically ask you to do so. A well-delivered, concisely argued and tightly constructed oral presentation trumps a boring, clunky presentation with flashy slides any day.

Related Posts:

• Banks that let you Overdraft right away!
• What Jobs can you Get at 14 Years Old? + 20 Companies hiring
• FAQ Graduate Management Admission Test (GMAT)?
• How to improve your Graduate Management Admission…
• Top 30 Graduate Employers
• What is the SAT?

+ Categories

• COMPARATIVE

Recent Posts

• Guide to CFA Exam Prep and Study Materials
• Guidelines to Keep Your Children Safe on the Internet
• How a VPN Can Help in Finding the Ideal Job
• Climbing the Corporate Ladder: A Guide to Leadership Roles
• What to Know About Getting Started in Remote Work
• Bank cash app on plaid
• Apps that pay instantly to cash app
• Cash app bank name
• Hack cash app with your name
• Random person sent me money on cash app
• Send money on cash app without debit card
• Transfer money from gift card to cash app
• Cash app payment completed but not received
• how to add money to cash app card at walgreens
• Need a debit card for cash app
• Doordash background check take
• Free food on doordash
• Make $500 a week with doordash
• Doordash close
• How old do you have to be to doordash
• Chick fil a pickup
• Convert amazon gift card to paypal
• Transfer visa gift card balance to paypal
• Make $1000 per day
• Split payment on paypal
• Paypal pay in 4 refund
• How old do you have to be to have a paypal
• Buy money order online with paypal
• Increase paypal credit limit
• Chime have zelle
• Use zelle without a bank account
• Ally zelle limit
• Zelle with a credit card
• Huntington bank have zelle
• Varo work with zelle
• Tjmaxx credit card payment synchrony
• Kay jewelers credit card login
• How much does facebook pay for views
• Free atm for netspend
• Afterpay declined
• Does quiktrip have money orders?
• Bank of america atm check deposit limit
• APPRENTICESHIPS
• CAREER INDUSTRY
• CAREER PATH
• COVER LETTER
• INTERNSHIPS
• POSTGRADUATE
• SCHOLARSHIPS
• SELF EMPLOYMENT
• STUDENT DISCOUNT
• WORK EXPERIENCE
• TERMS & CONDITIONS
• PRIVACY POLICY & GDPR
• COOKIE POLICY

Contact us: [email protected]

Linda DeLuca

| Poking brains since 2007

Presentation Skills Self Assessment

This assessment is designed to help you identify areas of strength and opportunity for growth. It is also valuable for selecting the right course of action either on your own or with your coach.

The Quick 10

This is the kick-start 10 item assessment to get you started in identifying areas that you are strong, and areas you want to strengthen with experiential learning, research, and tips and tools from PresentationYOU.

Kick-Start Assessment

Use the following 10 factors of effective presentations (and meetings) to get a sense of your skill level. This will get you started in determining your strengths and areas for learning.

Circle the appropriate skill level for each of the 10 statements. Each statement should have only one level circled.

• Basic Skills – still have much to learn
• Good Skills – improving but can learn more
• Great Skills – ready to begin fine tuning

Add the number of circled items in each column to determine your totals. You should have a number from 1 to 10 for each: Basic , Good , and Great . The total of all three columns will equal 10. The column with the highest number is your overall assessment level. For example if you have: Basic 3 / Good 5 / Great 2, your overall assessment is ‘Good’ presentation skills.

Take Action Toward ‘Great’

Now that you have an idea of your current skill level, it’s time to take action to move you from a good presenter to a great presenter.

Any items in which you did not select Great as your skill level is an opportunity to explore.

• Wander through the tools and tips articles under How to Communicate

Ready to Dig Deeper? Schedule a call

Share this:, take action.

• Schedule a call

Recent Posts

• Progress over Perfect
• Let go of overwhelm
• In the company of greatness.
• Curiosity over judgement.
• GOALS WITHOUT END
• Books by Linda
• Speaker Coaching
• Mentor Coaching
• Remote Worker Workshops
• The Archives
• HOW TO COMMUNICATE
• HOW TO WORK – ANYWHERE

A .gov website belongs to an official government organization in the United States.

A lock ( ) or https:// means you've safely connected to the .gov website. Share sensitive information only on official, secure websites.

• About Adverse Childhood Experiences
• Risk and Protective Factors
• Program: Essentials for Childhood: Preventing Adverse Childhood Experiences through Data to Action
• Adverse childhood experiences can have long-term impacts on health, opportunity and well-being.
• Adverse childhood experiences are common and some groups experience them more than others.

What are adverse childhood experiences?

Adverse childhood experiences, or ACEs, are potentially traumatic events that occur in childhood (0-17 years). Examples include: 1

• Experiencing violence, abuse, or neglect.
• Witnessing violence in the home or community.
• Having a family member attempt or die by suicide.

Also included are aspects of the child’s environment that can undermine their sense of safety, stability, and bonding. Examples can include growing up in a household with: 1

• Substance use problems.
• Mental health problems.
• Instability due to parental separation.
• Instability due to household members being in jail or prison.

The examples above are not a complete list of adverse experiences. Many other traumatic experiences could impact health and well-being. This can include not having enough food to eat, experiencing homelessness or unstable housing, or experiencing discrimination. 2 3 4 5 6

Quick facts and stats

ACEs are common. About 64% of adults in the United States reported they had experienced at least one type of ACE before age 18. Nearly one in six (17.3%) adults reported they had experienced four or more types of ACEs. 7

Preventing ACEs could potentially reduce many health conditions. Estimates show up to 1.9 million heart disease cases and 21 million depression cases potentially could have been avoided by preventing ACEs. 1

Some people are at greater risk of experiencing one or more ACEs than others. While all children are at risk of ACEs, numerous studies show inequities in such experiences. These inequalities are linked to the historical, social, and economic environments in which some families live. 5 6 ACEs were highest among females, non-Hispanic American Indian or Alaska Native adults, and adults who are unemployed or unable to work. 7

ACEs are costly. ACEs-related health consequences cost an estimated economic burden of $748 billion annually in Bermuda, Canada, and the United States. 8

ACEs can have lasting effects on health and well-being in childhood and life opportunities well into adulthood. 9 Life opportunities include things like education and job potential. These experiences can increase the risks of injury, sexually transmitted infections, and involvement in sex trafficking. They can also increase risks for maternal and child health problems including teen pregnancy, pregnancy complications, and fetal death. Also included are a range of chronic diseases and leading causes of death, such as cancer, diabetes, heart disease, and suicide. 1 10 11 12 13 14 15 16 17

ACEs and associated social determinants of health, such as living in under-resourced or racially segregated neighborhoods, can cause toxic stress. Toxic stress, or extended or prolonged stress, from ACEs can negatively affect children’s brain development, immune systems, and stress-response systems. These changes can affect children’s attention, decision-making, and learning. 18

Children growing up with toxic stress may have difficulty forming healthy and stable relationships. They may also have unstable work histories as adults and struggle with finances, jobs, and depression throughout life. 18 These effects can also be passed on to their own children. 19 20 21 Some children may face further exposure to toxic stress from historical and ongoing traumas. These historical and ongoing traumas refer to experiences of racial discrimination or the impacts of poverty resulting from limited educational and economic opportunities. 1 6

Adverse childhood experiences can be prevented. Certain factors may increase or decrease the risk of experiencing adverse childhood experiences.

Preventing adverse childhood experiences requires understanding and addressing the factors that put people at risk for or protect them from violence.

Creating safe, stable, nurturing relationships and environments for all children can prevent ACEs and help all children reach their full potential. We all have a role to play.

• Merrick MT, Ford DC, Ports KA, et al. Vital Signs: Estimated Proportion of Adult Health Problems Attributable to Adverse Childhood Experiences and Implications for Prevention — 25 States, 2015–2017. MMWR Morb Mortal Wkly Rep 2019;68:999-1005. DOI: http://dx.doi.org/10.15585/mmwr.mm6844e1 .
• Cain KS, Meyer SC, Cummer E, Patel KK, Casacchia NJ, Montez K, Palakshappa D, Brown CL. Association of Food Insecurity with Mental Health Outcomes in Parents and Children. Science Direct. 2022; 22:7; 1105-1114. DOI: https://doi.org/10.1016/j.acap.2022.04.010 .
• Smith-Grant J, Kilmer G, Brener N, Robin L, Underwood M. Risk Behaviors and Experiences Among Youth Experiencing Homelessness—Youth Risk Behavior Survey, 23 U.S. States and 11 Local School Districts. Journal of Community Health. 2022; 47: 324-333.
• Experiencing discrimination: Early Childhood Adversity, Toxic Stress, and the Impacts of Racism on the Foundations of Health | Annual Review of Public Health https://doi.org/10.1146/annurev-publhealth-090419-101940 .
• Sedlak A, Mettenburg J, Basena M, et al. Fourth national incidence study of child abuse and neglect (NIS-4): Report to Congress. Executive Summary. Washington, DC: U.S. Department of Health an Human Services, Administration for Children and Families.; 2010.
• Font S, Maguire-Jack K. Pathways from childhood abuse and other adversities to adult health risks: The role of adult socioeconomic conditions. Child Abuse Negl. 2016;51:390-399.
• Swedo EA, Aslam MV, Dahlberg LL, et al. Prevalence of Adverse Childhood Experiences Among U.S. Adults — Behavioral Risk Factor Surveillance System, 2011–2020. MMWR Morb Mortal Wkly Rep 2023;72:707–715. DOI: http://dx.doi.org/10.15585/mmwr.mm7226a2 .
• Bellis, MA, et al. Life Course Health Consequences and Associated Annual Costs of Adverse Childhood Experiences Across Europe and North America: A Systematic Review and Meta-Analysis. Lancet Public Health 2019.
• Adverse Childhood Experiences During the COVID-19 Pandemic and Associations with Poor Mental Health and Suicidal Behaviors Among High School Students — Adolescent Behaviors and Experiences Survey, United States, January–June 2021 | MMWR
• Hillis SD, Anda RF, Dube SR, Felitti VJ, Marchbanks PA, Marks JS. The association between adverse childhood experiences and adolescent pregnancy, long-term psychosocial consequences, and fetal death. Pediatrics. 2004 Feb;113(2):320-7.
• Miller ES, Fleming O, Ekpe EE, Grobman WA, Heard-Garris N. Association Between Adverse Childhood Experiences and Adverse Pregnancy Outcomes. Obstetrics & Gynecology . 2021;138(5):770-776. https://doi.org/10.1097/AOG.0000000000004570 .
• Sulaiman S, Premji SS, Tavangar F, et al. Total Adverse Childhood Experiences and Preterm Birth: A Systematic Review. Matern Child Health J . 2021;25(10):1581-1594. https://doi.org/10.1007/s10995-021-03176-6 .
• Ciciolla L, Shreffler KM, Tiemeyer S. Maternal Childhood Adversity as a Risk for Perinatal Complications and NICU Hospitalization. Journal of Pediatric Psychology . 2021;46(7):801-813. https://doi.org/10.1093/jpepsy/jsab027 .
• Mersky JP, Lee CP. Adverse childhood experiences and poor birth outcomes in a diverse, low-income sample. BMC pregnancy and childbirth. 2019;19(1). https://doi.org/10.1186/s12884-019-2560-8 .
• Reid JA, Baglivio MT, Piquero AR, Greenwald MA, Epps N. No youth left behind to human trafficking: Exploring profiles of risk. American journal of orthopsychiatry. 2019;89(6):704.
• Diamond-Welch B, Kosloski AE. Adverse childhood experiences and propensity to participate in the commercialized sex market. Child Abuse & Neglect. 2020 Jun 1;104:104468.
• Shonkoff, J. P., Garner, A. S., Committee on Psychosocial Aspects of Child and Family Health, Committee on Early Childhood, Adoption, and Dependent Care, & Section on Developmental and Behavioral Pediatrics (2012). The lifelong effects of early childhood adversity and toxic stress. Pediatrics, 129(1), e232–e246. https://doi.org/10.1542/peds.2011-2663
• Narayan AJ, Kalstabakken AW, Labella MH, Nerenberg LS, Monn AR, Masten AS. Intergenerational continuity of adverse childhood experiences in homeless families: unpacking exposure to maltreatment versus family dysfunction. Am J Orthopsych. 2017;87(1):3. https://doi.org/10.1037/ort0000133 .
• Schofield TJ, Donnellan MB, Merrick MT, Ports KA, Klevens J, Leeb R. Intergenerational continuity in adverse childhood experiences and rural community environments. Am J Public Health. 2018;108(9):1148-1152. https://doi.org/10.2105/AJPH.2018.304598 .
• Schofield TJ, Lee RD, Merrick MT. Safe, stable, nurturing relationships as a moderator of intergenerational continuity of child maltreatment: a meta-analysis. J Adolesc Health. 2013;53(4 Suppl):S32-38. https://doi.org/10.1016/j.jadohealth.2013.05.004 .

Adverse Childhood Experiences (ACEs)

ACEs can have a tremendous impact on lifelong health and opportunity. CDC works to understand ACEs and prevent them.

IELTS Exam Preparation: Free IELTS Tips, 2024

• elektrostal'

Take IELTS test in or nearby Elektrostal'

There is no IELTS test center listed for Elektrostal' but you may be able to take your test in an alternative test center nearby. Please choose an appropriate test center that is closer to you or is most suitable for your test depending upon location or availability of test.

Closest test centers are:

Make sure to prepare for the IELTS exam using our Free IELTS practice tests .

Moscow, Russia

British council bkc-ih moscow, students international - moscow cb, students international - moscow, vladimir, vladimir oblast, russia, students international vladimir, obninsk, kaluga oblast, russia, british council bkc-ih obninsk, nizhny novgorod, nizhny novgorod oblast, russia, students international - nizhny novgorod, british council bkc-ih nizhny novgorod, voronezh, voronezh oblast, russia, british council bkc-ih voronezh, veliky novgorod, novgorod oblast, russia, lt pro - veliky novgorod, kazan, tatarstan, russia, students international - kazan, british council bkc-ih kazan, st petersburg, russia, students international - st petersburg, lt pro - saint petersburg, saratov, saratov oblast, russia, students international - saratov, british council bkc-ih saratov, petrozavodsk, republic of karelia, russia, students international - petrozavodsk, lt pro - petrozavodsk, kirov, kirov oblast, russia, students international - kirov, samara, samara oblast, russia, students international - samara, british council bkc-ih samara, volgograd, volgograd oblast, russia, students international - volgograd, british council bkc-ih volgograd, rostov-on-don, rostov oblast, russia, students international - rostov-on-don, syktyvkar, komi republic, russia, students international - syktyvkar, perm, perm krai, russia, british council bkc-ih perm, students international - perm, ufa, republic of bashkortostan, russia, students international - ufa, british council bkc-ih ufa, kaliningrad, kaliningrad oblast, russia, lt pro - kaliningrad, students international - kaliningrad, krasnodar, krasnodar krai, russia, students international - krasnodar, stavropol, stavropol krai, russia, students international - stavropol, astrakhan, astrakhan oblast, russia, students international - astrakhan, magnitogorsk, chelyabinsk oblast, russia, ru069 students international - magintogorsk, yekaterinburg, sverdlovsk oblast, russia, students international - ekaterinburg, british council bkc-ih ekaterinburg, chelyabinsk, chelyabinsk oblast, russia, british council bkc-ih chelyabinsk, students international - chelyabinsk, murmansk, murmansk oblast, russia, students international - murmansk, tyumen, tyumen oblast, russia, students international - tyumen, omsk, omsk oblast, russia, students international - omsk, novosibirsk, novosibirsk oblast, russia, british council bkc-ih novosibirsk, students international - novosibirsk, tomsk, tomsk oblast, russia, british council bkc-ih tomsk, students international - tomsk, barnaul, altai krai, russia, students international - barnaul, other locations nearby elektrostal'.

• Zheleznodorozhnyy
• Orekhovo-Zuyevo
• Sergiyev Posad
• Podol'sk
• Novo-Peredelkino
• Ryazan'

An Overview of the IELTS

The International English Language Testing System (IELTS) is designed to measure English proficiency for educational, vocational and immigration purposes. The IELTS measures an individual's ability to communicate in English across four areas of language: listening , reading , writing and speaking . The IELTS is administered jointly by the British Council, IDP: IELTS Australia and Cambridge English Language Assessment at over 1,100 test centres and 140 countries. These test centres supervise the local administration of the test and recruit, train and monitor IELTS examiners.

IELTS tests are available on 48 fixed dates each year, usually Saturdays and sometimes Thursdays, and may be offered up to four times a month at any test centre, including Elektrostal' depending on local needs. Go to IELTS test locations to find a test centre in or nearby Elektrostal' and to check for upcoming test dates at your test centre.

Test results are available online 13 days after your test date. You can either receive your Test Report Form by post or collect it from the Test Centre. You will normally only receive one copy of the Test Report Form, though you may ask for a second copy if you are applying to the UK or Canada for immigration purposes - be sure to specify this when you register for IELTS. You may ask for up to 5 copies of your Test Report Form to be sent directly to other organisations, such as universities.

There are no restrictions on re-sitting the IELTS. However, you would need to allow sufficient time to complete the registration procedures again and find a suitable test date.

SHARE THIS PAGE

The reading, writing and listening practice tests on this website have been designed to resemble the format of the IELTS test as closely as possible. They are not, however, real IELTS tests; they are designed to practise exam technique to help students to face the IELTS test with confidence and to perform to the best of their ability.

While using this site, you agree to have read and accepted our terms of use, cookie and privacy policy.

Image Unavailable

• To view this video download Flash Player

XL Flag Elektrostal Moscow oblast | landscape flag | 2.16m² | 23sqft | 120x180cm | 4x6ft - 100% Made in Germany - long lasting outdoor flag

Purchase options and add-ons, about this item.

• 100% Made in Germany » ... because the first impression last, quality flag for representative purposes *****
• State-of-the-art High-Tech Outdoor Fabric » One air-permeable 110 GSM Polyester to keep wind forces low and lifetime high
• Mirrored Back » Image printed on the front, mirrored image 100% visible on the rear side
• Landscape flag | 2.16m² | 23sqft | 120x180cm | 4x6ft
• Show your pride for your hometown with the Elektrostal flag! Made with quality materials and vibrant colors, this flag is the perfect way to display your patriotism and love for your city. Fly it proudly at home, at events, or even in your car. Get yours today and show your Elektrostal pride!
• The flag of Elektrostal, Moscow Oblast, is a striking combination of Old Glory red, representing strength and courage at 81%, complemented by a subtle touch of light grey at 5% for balance and harmony. The bold black stripe at 3% adds a touch of sophistication, while the shimmering gold stripes at 3% each symbolize prosperity and success. The flag is completed with a touch of very dark grey at 1%, representing the city s resilience and
• Elektrostal Moscow oblast

Product information

Warranty & support, looking for specific info, product description.

Flag: Elektrostal Moscow oblast landscape flag | 2.16m² | 23sqft | 120x180cm | 4x6ft Elektrostal Moscow oblast Elektrostal obwód moskiewski , flaga ???????????? ?????????? ??????? Since we know how important your external presentation is, we print our Elektrostal Moscow oblast flag for your representative appearance using the most modern machines in Germany. To ensure your maximum flexibility, we have equipped the flags with quality metal eyelets, to let you simply attach these flags to any flagpole. To let you use the flags for a long time, we have strengthened the flag using double safety seams and a tear proof strap at the side of the pole. Due to the quality of this business flag, you show a particular degree of the closeness to Elektrostal Moscow oblast. Details about this flag This landscape Elektrostal Moscow oblast flag is a quality product Made in Germany made of 110g/m² gloss polyester. This Elektrostal Moscow oblast flag is wind- and weather-resistant and highly durable. The flag colors are intensive and UV-resistant. This flag is specially made for outer space. This Elektrostal Moscow oblast flag will be delivered with a double safety-seam as well as with 2 metal eyelets to hoist at the flag pole. The metal eyelets give you great flexibility for placing this flag on any flagstaff. The mast side is reinforced with a white hem. The quality flag material and the metal eyelets will take care of a long endurance of this Elektrostal Moscow oblast flag. If required, the flag can be washed at 60 degrees Celsius. Recommended height of flag pole Elektrostal Moscow oblast flags of 2.16m² | 23sqft | 120x180cm | 4x6ft look best with flagpoles of around 6m | 18ft height. Need a bigger size or an other configuration? We can provide bigger sizes, other configurations, exclusive indoor ...

Customer reviews

Customer Reviews, including Product Star Ratings help customers to learn more about the product and decide whether it is the right product for them.

To calculate the overall star rating and percentage breakdown by star, we don’t use a simple average. Instead, our system considers things like how recent a review is and if the reviewer bought the item on Amazon. It also analyzed reviews to verify trustworthiness.

No customer reviews

• Amazon Newsletter
• About Amazon
• Accessibility
• Sustainability
• Press Center
• Investor Relations
• Amazon Devices
• Amazon Science
• Sell on Amazon
• Sell apps on Amazon
• Supply to Amazon
• Protect & Build Your Brand
• Become an Affiliate
• Become a Delivery Driver
• Start a Package Delivery Business
• Advertise Your Products
• Self-Publish with Us
• Become an Amazon Hub Partner
• › See More Ways to Make Money
• Amazon Visa
• Amazon Store Card
• Amazon Secured Card
• Amazon Business Card
• Shop with Points
• Credit Card Marketplace
• Reload Your Balance
• Amazon Currency Converter
• Your Account
• Your Orders
• Shipping Rates & Policies
• Amazon Prime
• Returns & Replacements
• Manage Your Content and Devices
• Recalls and Product Safety Alerts
• Conditions of Use
• Privacy Notice
• Consumer Health Data Privacy Disclosure
• Your Ads Privacy Choices

MUSEUM AND EXHIBITION CENTER: All You Need to Know BEFORE You Go (with Photos)