Group exercises, case studies, strengths-based interviews, recorded video interviews and presentation exercises.
6 questions in Early Careers, Internships & Graduate Hiring.
In an assessment centre group exercise, each assessor usually watches a few candidates and records observable behaviours: building on others' points, using facts from the brief, keeping to time, bringing quieter people in and moving to a decision. Airtime earns nothing; what you add when you speak does.
Use the thirty seconds to choose one example and your first sentence, not to write a script. Spend the two minutes on a headline, a short situation, mostly what you did, and a result. Practise against a timer, test camera, light and sound first, and read the invitation for the retake rules.
A strengths-based interview listens for what you are good at and enjoy, shown in specific, recent examples told with natural detail and energy. There is no right strength; assessors check whether your preferences fit the role's daily work, so generic claims and scripted answers to competency questions score poorly.
Answer with the programme's structure, not the company's reputation. Name a specific rotation or training element, connect it to something you have already done, and say what you want to be able to do by the end. One accurate detail about the scheme beats three compliments about the brand.
Treat a case study exercise as a timed decision, not a reading test. Read the request first, triage the pack by relevance and date, pull key figures into one table, then commit to one recommendation with reasons from the documents, the main risk and its mitigation, and minutes left to check the arithmetic.
Build one message, three supporting points and a timed close, not a full deck. Spend about a third of the preparation deciding what you think, a third building a few slides or a flipchart, and the rest rehearsing aloud. Aim to finish at nine minutes, because the questions afterwards are scored too.