Assessment centres are a common next step for graduate programmes, management trainees and mid-level roles across South Africa’s banks, telcos and large corporates. This guide explains what to expect, how exercises are scored, which psychometric and technical tests you’ll face, and practical preparation steps tailored to the South African recruitment landscape.
Quick overview: Typical assessment centre format in SA
Assessment centres vary, but most South African employers follow a similar pattern:
- Morning: Psychometric screening (ability and personality tests)
- Midday: Technical / role-related tests (coding, excel, case work)
- Afternoon: Group exercise, in-tray / e-tray, role-play and interviews
- Final stage: Feedback or next-step notification within days/weeks
Different sectors emphasise different elements — see the comparison below.
How banks, telcos and big corporates differ
| Component | Banks | Telcos | Big corporates (non-financial) |
|---|---|---|---|
| Emphasis | Numerical/credit judgement, compliance, risk | Problem-solving, customer scenarios, product analytics | Role-specific technical skills, stakeholder casework |
| Typical psychometrics | SHL-style numerical, verbal, situational judgement | Logical, personality and situational judgement | Mix: reasoning tests + role-fit personality tools |
| Group exercise | Structured debate, case analysis | Project planning, service rollout simulation | Cross-functional project or business case |
| Technical test | Excel modelling, financial case | Data analysis, scripting / SQL for technical roles | Coding assessments for IT; technical drawings or simulations for engineering |
Common psychometric and assessment tools used in SA
South African recruiters commonly use global and local providers. Expect providers such as SHL and Thomas, alongside local psychometric platforms. Learn how these tools work and prepare: SHL, Thomas and Local Providers: How South African Psychometric Tests Work and How to Prepare.
Key test types:
- Numerical reasoning — interpretation of charts, tables, percentages
- Verbal reasoning — argument evaluation, comprehension
- Logical (non-verbal) reasoning — pattern and sequence problems
- Situational Judgment Tests (SJT) — workplace scenarios and appropriate responses
- Personality inventories — behavioural preferences and fit
Technical tests: what to expect and how to practise
Technical assessments vary by role:
- IT: coding challenges, debugging, system design; practise with timed exercises and past questions. See: Technical Tests in SA IT and Engineering Interviews: How to Practise and Pass Coding/Technical Assessments.
- Engineering: schematic interpretation, calculations, simulation tasks.
- Finance: Excel modelling, valuation sheets, case-based financial judgement.
Practical tips:
- Use timed online platforms and replicate the test environment.
- For coding, practice small algorithmic problems and system-design whiteboards.
- For Excel-based tests, master pivot tables, VLOOKUP/XLOOKUP and basic macros.
Group exercises, in-tray and role-plays — the day’s core
Group tasks and in-tray exercises assess behaviour under pressure: communication, prioritisation, leadership and teamwork. Practice these formats with mock exercises: Assessment Centre Day Playbook: Group Tasks, In-Tray Exercises and Role-Plays for South African Candidates.
What assessors score:
- Contribution quality vs. speaking time (are you constructive or dominant?)
- Leadership vs. facilitation (are you leading the group towards a solution?)
- Listening and building on others’ ideas
- Time management and prioritisation in in-tray tasks
Scoring: how centres evaluate candidates
Assessment centres combine objective test results with behavioural observations. Typical weightings:
- Psychometric tests: 30–50%
- Group/in-tray/role-play: 20–40%
- Technical assessment / casework: 10–30%
- Panel interview: 10–30%
Assessors use behavioural markers and rubrics. Learn how to interpret feedback and scores: Interpreting Psychometric Feedback in South Africa: What Scores Mean to Employers.
Sector-specific example: Graduate intake at a bank
Sample half-day timeline:
- 08:30 — Arrival & registration
- 09:00 — Numerical & verbal tests (online, 60–90 min)
- 10:45 — Break
- 11:00 — Group case exercise (45–60 min)
- 12:15 — In-tray exercise (30–45 min)
- 13:00 — Lunch
- 13:45 — Competency interview (30 min)
- 15:00 — Technical task/role-play (30–45 min)
- 16:00 — Close
How to prepare:
- Train on timed numerical and verbal tests: Numerical, Verbal and Logical Reasoning Practice for South African Recruiters (Free Test Strategies).
- Rehearse group exercises with peers or mock assessors: Mock Assessment Centre Exercises and Scoring Guide for South African Graduate Programmes.
Practical preparation checklist (2 weeks out → day of)
- 2 weeks out:
- Run timed practice tests for numerical, verbal and logical reasoning.
- Review case frameworks and practice 2–3 short cases. See: Case Interview Examples and Frameworks Used by South African Consultancies and Corporates.
- Rehearse group exercises and role-plays with friends.
- 3 days out:
- Rest well, organise documents and travel route.
- Refresh Excel and technical notes relevant to role.
- Day before:
- Light revision only. Print copies of your CV. Prepare professional clothing.
- Day of:
- Arrive 20–30 minutes early.
- Eat a balanced breakfast; bring water and a notepad.
- Manage tempo in group tasks — quality over quantity.
Time management and test strategy
Psychometric tests are often speeded. Use proven tactics:
- Answer easy items first and flag harder ones to return to later.
- For numerical tests, practise rounding and quick estimations.
- For SJTs, choose the option that best matches organisational priorities (teamwork, compliance, customer focus).
See more: Time Management Tips for Psychometric Tests Commonly Used in SA Recruitment.
Common mistakes to avoid
- Over-talking in group exercises; failing to build on others’ ideas
- Not reading instructions fully for online tests
- Trying to “game” personality tests — inconsistency is flagged
- Poor preparation on the specific technical skills required for the role
After the centre: feedback and next steps
Employers may provide formal feedback or a score summary. If you receive feedback, interpret it constructively — it can guide targeted improvement. For help understanding feedback and what scores mean to employers, see: Interpreting Psychometric Feedback in South Africa: What Scores Mean to Employers.
Final tips — stand out on the day
- Be structured: use frameworks in casework and summarise clearly.
- Demonstrate commercial awareness: link solutions to business impact.
- Show collaborative leadership: facilitate, allocate tasks and ensure everyone contributes.
- Stay calm and pace yourself across tests — accuracy beats frantic speed.
For deeper practice, follow the linked guides in this article: structured psychometric practice (SHL), case frameworks (Case Interview Examples and Frameworks Used by South African Consultancies and Corporates), and technical preparation (Technical Tests in SA IT and Engineering Interviews: How to Practise and Pass Coding/Technical Assessments). Prepare deliberately, practice under time pressure, and treat the assessment centre as a chance to demonstrate both technical competence and workplace behaviours.