Assessment centres are a common step in graduate recruitment, with each employer having their own unique structure and exercises. For us, it’s a chance to see how you perform in real-world scenarios and gauge your potential contributions. For you, it’s an opportunity to meet senior managers and get a feel for our company culture.

At Musgrave, our assessment centres are intimate, with a maximum of 12 applicants, ensuring you’re not just another face in the crowd. Each centre is function-specific, meaning if you’re invited to our Buying assessment centre, you’re only being considered for a role in that programme.

Activities at the assessment centre can range from practical exercises to group discussions and analytical presentations. These are based on material provided on the day, so there’s no need to prepare content in advance. You’ll also have a competency-based interview as part of the process.

Our assessment centres are run virtually which gives you the advantage of being able to complete the assessment in a place where you feel comfortable. Do ensure that your internet connection is working well and that you won’t be disturbed during the assessment centre.

When preparing, think about the competencies recruiters are looking for in each activity and be mindful of your contributions. Competencies are desirable qualities for specific roles, such as communication skills, strategic thinking, drive, creative thinking, and resilience. For example, in a group discussion, assessors will evaluate how you contribute to decision-making and manage information. You can find more about the competencies we assess in Musgrave here.

Our top advice: be the best version of yourself on the day. It’s easy to get caught up in nerves and competition, but remember, the goal is to showcase your abilities to a potential employer. Understanding our company’s values and industry practices can also guide your approach.

Interviews

Interviews are a crucial part of the selection process, and there’s plenty you can do to prepare. Graduate programmes focus on potential, so even if you lack extensive work experience, highlight the skills you’ve gained from work, college, or sports.

Interviews typically start with a CV review, followed by competency-based questions like “Tell us about a time you worked as part of a team?” or “Give us an example of a mistake you made?” These questions help us understand your past behaviour to predict future performance.

When answering, use the STAR method:

• Situation: Set the context (where, when, who, etc.).
• Task: Describe what you had to do, focusing on your role.
• Action: Explain the actions you took.
• Result: Share the outcome, what you learned, and any changes that resulted.

Our Top Tips

• Check your microphone and speakers are working correctly on your device. We recommend using a laptop or PC for the assessment centre so you have clear visibility of the exercises on screen
• Participate fully in all activities; we can only assess what we see on the day.
• If one activity doesn’t go well, move on to the next. We assess across all activities.
• Review the competencies we assess and think of examples to demonstrate them.
• Be familiar with your CV and ready to discuss your experiences and learnings.
• If you’re unsure about a question, ask for clarification.
• Show genuine interest in the job and industry. Assessors can tell if you’re just going through the motions.
• Find a technique to calm your nerves
• Ensure you’re in a quiet place with a good internet connection. Use virtual backgrounds if needed.