OXFORD

“assessment centres
are considered a better
predictor of future
performance in the
interview.”
To perform at your best in these tests:
] Choose a time and place where you can focus and not be
distracted.
] Follow the instructions exactly.
] Work as quickly and accurately as you can, reading both
questions and answer- choices carefully.
] A good strategy is to eliminate as many wrong answers
as possible. For example, with numerical tests a quick
estimate may help you discard several of the options
without working out every alternative.
] Keep an eye on the clock.
] Don’t spend too long on any one question – if you are
stuck on a question, leave it and move on rather than
wasting time.
FURTHER STUDY
APPLICATION ESSENTIALS
FURTHER STUDY
APPLICATIONS:
TESTS AND INTERVIEWS
Admissions tests are rare in the UK for Masters and PhD
programmes. However, some vocational programmes (e.g.
Medicine) do require test results, and there may be tests to
demonstrate your language capability.
In North America, standardised tests are an almost
universal part of the application process. You will most
commonly come across the GRE, but others exist and it is
important that you check both which tests are required for
your chosen courses and the cut-off dates for taking these.
In the UK, interviews are common but not ubiquitous. Not
all Masters courses interview candidates, but most PhD
programmes will. Vocational courses like the PGCE nearly
always involve an interview. If you are based in a different
country, you won’t usually be expected to travel for
interview: Skype and telephone interviews are becoming
more common in those cases.
If you are interviewed, then expect a rigorous examination
of your motives for applying to the course, as well
as questions exploring your academic interests and
knowledge. Be ready to talk about dissertations or other
pieces of work, and keep in mind that this is also your
chance to determine whether a course is right for you –
particularly important for PhDs.
D
ASSESSMENT CENTRES
Larger organisations often use assessment centres to assess candidates’ performance against a
range of competencies in more than one situation. By the time you attend an assessment centre,
you should have developed a clear understanding of the organization, its core values and preferred
competencies: even so, it’s well worth revisiting your research and your application materials.
WHAT TO EXPECT
Assessment centres will usually last from half a day to two
days and will consist of a range of selection methods such as
aptitude tests, personality questionnaires, case studies, group
discussions, spoken presentations, one-to-one interviews,
socialising (which is still observed!) and meeting current
trainees.
Because of this overall breadth of assessment, assessment
centres are often considered a better predictor of future
They are also considered fairer for candidates as a strong
performance in one task can compensate for a less impressive
performance elsewhere
A typical one day assessment centre may consist of:
] Introduction and company presentation.
] Psychometric testing (see above).
] In-tray exercise.
] A presentation.
] Buffet lunch, socialising informally.
] Group exercise, solving a work-related problem.
] Competency-based interviews (see pp.53-55).
The employer will have a checklist of ‘competencies’ (abilities,
skills and behaviours) based on the organisation’s core values
to use as the selection criteria. These competencies are likely
to include key transferable employability skills (pages 30-32)
skills for some roles. Typically, competencies cover areas
like: Creative problem solving; Effective communication
skills; Team-work; Business/commercial awareness; Ability to
The assessors will keep notes of how each candidate performs
during every exercise and interview, and they will score the
candidate’s performance against the relevant competencies.
Try to stay focused throughout the day, and don’t allow
performed in an exercise because the assessors are looking at
your overall performance.
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