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Role Play Interview

Can we ask you to do a role-play and some group exercises?

The use of assessment centres to evaluate potential employees is widespread. Don't think you can't prepare for them.

As with any interview, have in mind the precise impression you want to leave behind. The clearer you have this impression in your mind, the better will be the filter through which you pass the decisions you have to make during the exercises.

Be a contributing member of the group but ration your contributions to times when they move the group forward. Be prepared to compromise and try not to go out on a limb unless you're absolutely sure you're right.

OK, TURN OVER YOUR PAPERS

Find out as much as you can about what the assessment centre will involve. Typically, you and the others will be given a group exercise where a team has to discuss a situation and come up with decisions about what to do next. The exercises will generally be relevant to the sort of job you're going for. If you're going for a sales job it will almost certainly involve a customer situation. If you're to become a team leader for the first time it's likely to involve handling a difficult team member. In all cases, look for an opportunity to suggest to the team how it might structure the discussion.

There are some basic communication rules for group discussion:

It's easy to think that your contribution to a group discussion occurs when you're speaking. In fact in these group discussions it's often the person who says least who looks best. Listen to what people are saying, rather than spending your whole time preparing your next brilliant epigram.
Don't interrupt people to get your point in. It's bad practice and rude, but you'll be amazed how much it happens.
Look for occasions where you can support something that someone has just said: 'That was a really helpful contribution, Penny; thank you.'
When someone has said something that you think has merit but needs more explanation, don't jump in and take it in your own direction. It's much better teamwork to ask them a clarifying question.
When you know something about the group, you should be able to find an opportunity where, because of their background and experience, some people should be in a better position than others to make a contribution. It's very good team technique to invite such individuals to comment. This demonstrates skills in group discussion leadership: 'You know about the production side, Ellen. What do you think?'

WAIT TILL YOU CAN SEE THE WHITES OF THEIR EYES

Try not to jump into the discussion too early. It can be very effective to sit and listen hard to what's being said, asking questions and bringing people in appropriately.

Then form your view. Towards the end you can then give a comprehensive summary of the points that have been made and give your view or support someone else's view. With luck you may be instrumental in helping the group to come to an agreed decision.

THEY'RE ROLE-PLAYING; YOU'RE BEING YOURSELF

Try to look at role-play exercises in this way. If you're the salesperson and that's your job, then you're not role-playing; you're carrying out your function. Use the preparation time they give you. We know it's obvious, but do read the scenario meticulously. Generally, there's not much padding in the briefing; all the sentences and phrases are significant. So try not to miss anything. Try to connect the briefing to a real situation you've been in. It may not be that similar, but anything a bit like it can be helpful in making it feel real.

You're not on your own. If there's time, speak to other people at the centre to see what they make of the briefing. Ask the interviewers if you feel there is a piece of information that in real life you would have. They may decline to tell you, but it's worth trying. Take some deep breaths before you start. Go as slowly as you can. The temptation is to say too much too fast. Use open questions and try to relax. That's all there is to it.

At the end of an assessment centre session, the organisers have a lot of valuable data about you. Ask them for feedback. In most cases they'll give you it if you ask, but possibly not if you don't.


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