What is an assessment centre?
An assessment centre (AC) is a half or full-day event where employers assess multiple candidates simultaneously using a range of exercises. Unlike a standard interview, an AC reveals how you perform under pressure, how you collaborate, and how you think — not just how you answer prepared questions.
The good news: most ACs follow predictable formats. Once you know what to expect from a specific employer, preparation becomes systematic.
AC formats by major UK employer
| Employer | Format | Duration | Difficulty |
|---|
| Deloitte | Group exercise + written case study + partner interview | Half day | High |
| Goldman Sachs | Superday: 5-8 interviews across divisions | Full day | Very high |
| Civil Service Fast Stream | Written analysis + leadership interview + policy exercise | Full day | High |
| Teach First | Teaching assessment + competency interview + group task | Full day | High |
| KPMG | Case study presentation + group exercise + interview | Half day | High |
| NHS GMTS | Written test + group exercise + competency interview | Full day | Medium |
The 5 AC exercises explained
1. Group exercise
The most feared but most coachable exercise. A group of 4-8 candidates discuss a business problem or complete a task together. Assessors are not looking for who dominates — they are looking for who elevates the group.
How to stand out: Build on others' points ("That's a good point, and building on that..."). Summarise when the discussion drifts. Bring quiet candidates in ("Sarah, what do you think?"). Never talk over people. If you disagree, disagree with the idea, not the person.
2. Case study / presentation
You receive a document pack (financial data, company background, problem brief) and have 30-60 minutes to prepare a recommendation. You then present to assessors.
How to stand out: Lead with your recommendation, not the analysis. Structure as: Problem → Key findings → Recommendation → Risks → Next steps. Use the data but don't read it back — synthesise it. Anticipate the obvious objection and address it before they ask.
3. In-tray / e-tray exercise
Common in public sector (Civil Service, NHS). You receive a simulated inbox of emails, memos, and tasks. You must prioritise, delegate, and respond within a time limit.
How to stand out: Triage immediately — identify urgent vs important. Draft brief, professional responses. Flag things that need escalation. Show you can hold multiple threads simultaneously. Don't get stuck on one item.
4. Competency-based interview
"Tell me about a time you demonstrated leadership." "Give me an example of when you had to work under pressure."
Use STAR: Situation (brief), Task (your role), Action (what YOU specifically did), Result (measurable outcome). Prepare 6-8 strong examples that can flex across different competency questions. Always end with the result — candidates forget this most often.
5. Written analysis
A written memo or report — often given a scenario and asked to write a recommendation. 30-45 minutes typical.
How to stand out: Clear structure, clear recommendation, clear rationale. No waffle. Show you can communicate in writing under pressure. If in doubt, shorter and clearer beats longer and comprehensive.
Salary negotiation at offer stage
Most graduate schemes have fixed salaries. But some employers — particularly in tech and consulting — have bands. Always ask: "Is there any flexibility on salary?" The worst they can say is no.
Typical UK 2026 graduate salary ranges
- Big 4 (London): £28,000–£32,000 + sign-on bonus
- Investment banking (London): £50,000–£60,000 + £20-50k bonus
- Civil Service Fast Stream: £27,000–£29,000
- Magic Circle law TC: £52,000–£56,000
- Tech (Google/Meta/Amazon, London): £55,000–£85,000 + RSUs
- NHS Graduate Management: £28,407
- Teach First: £26,000–£32,000 (varies by region)
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