As part of the recruitment process, organisations use assessment centres to evaluate job applicants’ suitability for a post, along with an interview.

Employers will often use this method of selection when they are recruiting from a large pool of applicants, such as newly qualified nurses, or in response to a recruitment campaign. Assessment centres are now being used more frequently for all recruitment.

What is an assessment centre?

The purpose of an assessment centre or assessment day is to measure your abilities, skills or competencies using tools such as aptitude tests, numeracy tests, or work simulation exercises.

You may want to read NHS Careers' advice page on Assessment Centres.

What to expect

An assessment centre can last up to several hours. It may involve individual exercises, group exercises, or both.

Numeracy and literacy exercises

Literacy tests/exercises evaluate your reading skills, comprehension skills, and/or your writing skills. 

Numeracy tests/exercises may contain math-related questions and/or drug calculation questions. For more information on numeracy skills, see the RCN Resource Safety in Numbers.

Group exercises

• discuss a scenario as a group
• prioritise tasks or items 
• solve a problem collaboratively
• review a case study

Employers will be looking at your communication skills, listening skills, team working skills, influencing and negotiation skills, respect for others’ views, your reasoning behind any decisions/conclusions, and how you contribute without dominating the group.

You may also be evaluated on your leadership, planning, or organisational skills (e.g. keeping the group on track, encouraging participation from quieter group members, structuring or timing of the exercise, etc.)

Consider your body language and both verbal and non verbal cues (e.g. nodding, smiling) as you interact with other group members. 

Written scenarios/case study exercises

These often test clinical competences and nursing knowledge. For example, you may be given a clinical scenario and a series of questions to answer, or a care planning exercise.

Prioritisation exercises

These exercises are commonly used to assess how well you manage time, prioritise tasks, and stay organised when faced with competing demands. They simulate the pressures you may encounter during a typical shift, testing how you make decisions when workload is high or information is incomplete.

For example you may be given a list of competing demands such as unwell patients, documents, incident reports, admin tasks, queries, phone calls, emails, and complaints. You’ll be asked to decide what you would do first, what can wait, what can be delegated, and what risks need to be managed.

Role Play exercises

You may be asked to work with other candidates to show how you would respond to a professional scenario. Examples include:

• Simulated patient interactions
• Responding to an upset relative or distressed patient
• Managing a challenging scenario (e.g., conflict resolution, safeguarding concern, prioritisation challenge)

You will usually be provided with briefing information and preparation time.

Presentations

You may be asked to present on a topic. This could either be sent in advance of the assessment date, or given on the day, with time allowed to prepare the presentation beforehand. Recruiters will be looking at your research skills, communication skills, and influencing skills.

If you need advice about presentations, see our page on presentation skills.

Psychometric tests

Psychometric tests are structured assessment methods. They may include aptitude or ability tests, personality questionnaires, or a combination of both. 

Employers may be keen to look for certain values or attitudes which are necessary for providing compassionate, dignified care.

Objective Structured Clinical Examination (OSCE)

This is an assessment of clinical competence, where components of the competence are tested individually. Often simulation techniques are used with mannequins. For example, you may be asked to demonstrate how you would safely assess and manage a patient presenting with a specific problem. For more information on OSCEs, see our page Preparing for IELTs, OET or OSCE.

Assessment Centre Tips

Before you go

• If you have a disability that may affect your performance in any activities, let the employer know beforehand to discuss reasonable adjustments.

• Plan your outfit in advance and make sure you look clean, smart, and professional.

• Make sure you plan your journey and how long it will take, allowing for delays. If your assessment is taking place on a large hospital site for example, allow yourself extra time to find the precise location.

• Get plenty of rest the day before.

• Prioritise eating before your assessment. Skipping meals can keep cortisol (the body’s stress hormone) elevated for longer, which may heighten nerves and make it harder to concentrate or think clearly during your assessment.

On the day

• Assume that you are being assessed at all times. This even includes when you're waiting in reception, or saying goodbye to a member of the hiring panel at the end of the day.

• You will be assessed against the criteria outlined in the job description and person specification, so it is important that you study these documents well.

• Read the guidance notes carefully. Take your own stationery just in case.

• Visit the employer’s website so you know as much about the organisation as possible. In particular pay to any organisational or company values they might have. It's more than likely that they will be looking for evidence of these values, qualities or strengths during the assessment.

• Reflect on your own style and its impact on potential group activities. If you are naturally very talkative, remind yourself that you may need to focus more on listening. If you are more of a listener than a talker, remember that you will need to speak up to make an impact.

Interview skills advice

See our page on interview skills for guidance on the STAR technique, sample interview questions, managing nerves, and booking interview coaching with the RCN.