A practical, expert-led guide to running and preparing for mock assessment centres used by South African banks, telcos, consultancies and large corporates. This article includes ready-to-run exercises, scoring rubrics, psychometric test guidance and preparation tips tailored to graduate recruitment in South Africa.
Why mock assessment centres matter
Assessment centres simulate real recruitment days and measure a mix of behavioural, cognitive and technical competencies. For graduate programmes, performance is evaluated across structured exercises (group tasks, in-tray, role-plays, presentations) and psychometric/technical tests. A good mock replicates timing, scoring and feedback so candidates and assessors build confidence and accuracy.
See what to expect on the day in local contexts: Interview Preparation South Africa: What to Expect at an Assessment Centre (Banks, Telcos, Big Corporates).
Typical mock assessment centre structure (90–180 minutes)
- Welcome & introduction (10 min)
- Psychometric tests (30–45 min) — numerical/verbal/logical
- Group exercise (20–30 min)
- In-tray / e-tray exercise (20–30 min)
- Role-play (10–15 min) or competency interview (15–20 min)
- Presentation (5–10 min prep + 5–10 min delivery)
- Feedback & scoring (15–30 min)
Weights vary by employer; example weightings below reflect typical graduate assessments.
| Exercise | Typical weight (%) | Time (incl. prep) |
|---|---|---|
| Psychometric tests | 20–30 | 30–45 min |
| Group exercise | 25–35 | 20–30 min |
| In-tray / e-tray | 15–25 | 20–30 min |
| Presentation | 10–20 | 10–20 min |
| Role-play / interview | 10–15 | 10–20 min |
Mock exercises with instructions
1. Group Task — Business case (20–30 min)
Goal: test teamwork, influence, problem-solving, decision-making.
Brief:
- You are a graduate intake assigned to reduce turnover at a mid-sized telco’s contact centre within six months. You have a budget R100,000. Decide three priority initiatives and a rollout plan.
Process:
- 5–8 candidates per group
- 20 minutes discussion + 5 min group report
- Observe interactions, note leadership, listening, and use of evidence
Scoring focus: contribution quality, facilitation, active listening, use of data, consensus-building.
2. In-Tray / E-Tray Exercise (20–25 min)
Goal: evaluate prioritisation, written communication, attention to detail.
Brief:
- You are an operations assistant; inbox contains 8 items (customer complaint escalation, HR leave request, supplier invoice with mismatch, urgent regulatory update). Prepare a prioritised action list and draft two emails (to supplier; to complainant).
Scoring focus: priorities justified, clarity of communication, tone, compliance to policy.
3. Role-Play — Customer / Manager (10–15 min)
Goal: assess interpersonal influence, negotiation, handling pressure.
Brief:
- Handle an angry client threatening to leave after a service outage. Objective: retain the client and secure a follow-up meeting.
Process:
- 8 minutes interaction, 2 minutes assessor notes.
Scoring focus: empathy, structure of solution, commitment extraction, escalation judgement.
4. Presentation (10–20 min)
Goal: structure, evidence use, delivery skills.
Brief:
- Prepare a 5-minute presentation (10 minutes prep) on: “How digital tools can improve graduate onboarding at a South African bank.” Include KPI ideas and quick-win timeline.
Scoring focus: clarity, persuasive arguments, visual aids (if any), timekeeping.
5. Psychometric Tests
Include timed numerical, verbal and logical reasoning sections similar to SHL/Thomas formats. For resources and practice strategies see:
- SHL, Thomas and Local Providers: How South African Psychometric Tests Work and How to Prepare
- Numerical, Verbal and Logical Reasoning Practice for South African Recruiters (Free Test Strategies)
Scoring guide & behavioural markers
Use a standardised scoring scale (1–5) with descriptors for objective evaluation. Below is a recommended rubric for common competencies.
| Score | Descriptor |
|---|---|
| 5 | Exceptional: frequently exceeds expectations, strong evidence, leads without dominating |
| 4 | Good: meets expectations consistently, contributes valuable ideas |
| 3 | Adequate: meets basic expectations but limited depth or impact |
| 2 | Weak: attempts but shows gaps in skill or approach |
| 1 | Poor: fails to meet expectations; ineffective or counterproductive |
Example competency matrix for a group exercise:
| Competency | 5 | 3 | 1 |
|---|---|---|---|
| Leadership | Guides group, summarises, delegates | Participates but doesn’t lead | Dominates or absent |
| Communication | Clear, concise, listens actively | Communicates but occasionally unclear | Unclear or interrupts frequently |
| Problem-solving | Brings structured, evidence-based solutions | Offers some solutions lacking structure | Unable to propose viable options |
| Teamwork | Encourages inclusion, builds consensus | Works alongside others but limited collaboration | Undermines team or is non-participative |
Multiply competency scores by weighting to compute exercise total. Standardise final scores to a 100-point scale to compare candidates.
Technical test example (IT / Engineering)
For technical roles, add a timed coding or engineering problem. Typical structure:
- 40–60 minute online task (coding problem + short design question)
- Assess for correctness, efficiency, documentation, testing approach
Sample scoring breakdown:
| Area | Weight (%) |
|---|---|
| Correctness & completeness | 50 |
| Code quality (readability, comments) | 20 |
| Efficiency & optimisation | 15 |
| Testing & edge cases | 10 |
| Explanation & design rationale | 5 |
More guidance: Technical Tests in SA IT and Engineering Interviews: How to Practise and Pass Coding/Technical Assessments.
Interpreting psychometric scores
Psychometric outputs (percentiles, stanines, trait profiles) should be used in combination with observed behaviours — not in isolation. For South African contexts and employer interpretation, see: Interpreting Psychometric Feedback in South Africa: What Scores Mean to Employers.
Key points:
- Use cut-scores defensibly and adjust for role level (graduate vs experienced).
- Look for profile fit: e.g., high conscientiousness + adequate numerical ability for analytics roles.
- Combine test results with exercise observations and interviews.
Practical tips to run a high-quality mock
- Use 2–3 trained assessors and an observer with a standardised score sheet.
- Keep assessor calibration short and focused — review scoring anchors before starting.
- Record or take notes for validation and feedback.
- Provide structured feedback to candidates using the same competency headings.
For day-of guidance: Assessment Centre Day Playbook: Group Tasks, In-Tray Exercises and Role-Plays for South African Candidates.
Candidate preparation checklist (South Africa-focused)
- Practice timed numerical, verbal and logical tests: Numerical, Verbal and Logical Reasoning Practice for South African Recruiters (Free Test Strategies)
- Rehearse short presentations and time your delivery.
- Review common case frameworks for problem structuring: Case Interview Examples and Frameworks Used by South African Consultancies and Corporates
- Build quick email templates and prioritisation frameworks for in-tray scenarios.
- Practise time management for psychometric tests: Time Management Tips for Psychometric Tests Commonly Used in SA Recruitment
- Understand behavioural markers employers use: What Top Employers Look for in Assessment Centres: Behavioural Markers and Scoring Criteria in South Africa
Final checklist for assessors
- Use consistent scoring scales and anchor descriptions.
- Combine quantitative test results with qualitative observations.
- Deliver actionable feedback focused on improvement.
- Retain anonymised scoring records for validation and appeals.
Running realistic mock assessment centres and using this scoring guide will improve selection fairness and candidate readiness for South African graduate programmes.