Assessment centres are a decisive step for many South African roles — from graduate programmes at banks and telcos to technical roles in big corporates. This playbook gives practical, evidence-based tactics to perform confidently on assessment centre day, with a focus on the three core exercises: group tasks, in-tray (e-tray) exercises, and role-plays. Use this as your day-of manual plus a preparation checklist that maps to what local recruiters and psychometric providers (SHL, Thomas and local vendors) expect.
What to expect on the day (quick overview)
Most South African assessment centres combine:
- Psychometric tests (numerical, verbal, logical reasoning) — often earlier in the day.
- A group task to observe interpersonal, leadership and problem-solving skills.
- An in-tray (paper/e-tray) exercise to assess prioritisation, decision-making and written communication.
- Role-plays to measure customer service, negotiation or stakeholder management.
- A competency-based interview or technical test depending on the role.
For a fuller overview of how banks, telcos and big corporates run these days, see: Interview Preparation South Africa: What to Expect at an Assessment Centre (Banks, Telcos, Big Corporates).
Core exercise breakdown: what assessors watch for
Group Tasks
- Purpose: Observe teamwork, leadership, influence, communication and commercial thinking.
- Typical formats: Case discussion, project plan, resource-allocation puzzle, or a simulation where teams present recommendations.
- South African context: Expect realistic scenarios like market-entry for an SA province, retail rollout in townships, or cost-cutting across a branch network.
Practical tips:
- Take 90 seconds to structure: clarify objective, propose a plan, assign roles, then execute.
- Lead by asking: invite opinions (“What are the three risks we must consider?”) rather than dominate.
- Use evidence: reference local context or numbers when possible.
- If you’re quieter, secure one clear contribution (e.g., summarise the recommendation) — assessors note both influence and collaboration.
In-Tray / E-Tray Exercises
- Purpose: Test prioritisation, decision-making, commercial judgment and written communication.
- Format: A stack of emails, memos and attachments with limited time to action or respond.
Practical tips:
- Scan quickly for urgent/impact items (safety, legal, regulatory, executive asks).
- Use a simple prioritisation matrix: Urgent/Important → Do now; Important/Not urgent → Plan; Urgent/Not important → Delegate; Neither → File.
- Draft short, professional emails: subject line, one-line context, recommended action, next steps.
- Time management is crucial — practise under time pressure; see Time Management Tips for Psychometric Tests Commonly Used in SA Recruitment.
Role-Plays
- Purpose: Evaluate customer focus, behavioural flexibility, negotiation and policy application.
- Format: You are given a brief and an assessor or actor plays a customer/colleague.
Practical tips:
- Start by clarifying the customer's needs before offering solutions.
- Use the STAR technique briefly for explanations: Situation, Task, Action, Result.
- Show empathy and policy-aware decision-making (e.g., escalations, compliant solutions).
- Record measurable outcomes: “I offered X, which would save 2 days and reduce cost by Y%.”
Quick comparison: Group Task vs In-Tray vs Role-Play
| Exercise | Skills Assessed | Typical Time | Top 3 Success Factors |
|---|---|---|---|
| Group Task | Leadership, teamwork, reasoning, presentation | 60–90 min | Structure, active listening, evidence-based input |
| In-Tray / E-Tray | Prioritisation, written communication, decision-making | 30–60 min | Rapid scanning, clear written actions, time allocation |
| Role-Play | Customer focus, negotiation, adaptability | 10–20 min | Clarify needs, empathy, policy-compliant solutions |
Scoring and behavioural markers (how assessors grade you)
Assessors use behavioural markers mapped to competencies. Typical markers include:
- Communication: clarity, conciseness, active listening.
- Decision quality: evidence-based, commercially sensible.
- Influence & teamwork: persuades respectfully, builds consensus.
- Drive for results: takes ownership, achieves outcomes within constraints.
Sample scoring rubric:
| Competency | 1 = Weak | 3 = Meets | 5 = Exceptional |
|---|---|---|---|
| Communication | Unclear, rambling | Clear, structured | Persuasive, succinct |
| Decision Quality | Gut-based, risky | Balanced, logical | Insightful, risk-mitigated |
| Teamwork | Self-focused | Collaborative | Inspires and integrates views |
| Time Management | Misses deadlines | Completes tasks | Efficient, prioritises effectively |
For more detail on what top employers look for, read: What Top Employers Look for in Assessment Centres: Behavioural Markers and Scoring Criteria in South Africa.
Preparation plan — 2 weeks out, 48 hours and the morning of
2 weeks out:
- Practise timed numerical, verbal and logical tests; use SA-focused resources: Numerical, Verbal and Logical Reasoning Practice for South African Recruiters (Free Test Strategies).
- Run 2 mock group exercises with peers or use guides: Mock Assessment Centre Exercises and Scoring Guide for South African Graduate Programmes.
- If applying for technical roles, allocate time for coding or engineering practice: Technical Tests in SA IT and Engineering Interviews: How to Practise and Pass Coding/Technical Assessments.
48 hours out:
- Review job competency framework and match examples (use STAR).
- Rest well and prepare documents (ID, invitation, CV, notepad).
Morning of:
- Arrive early, dress professionally and comfortable.
- Eat a light, energy-sustaining meal and hydrate.
- Warm-up: 10 minutes of quick brain-timed questions (numerical or verbal).
Also understand how psychometric providers operate in SA: SHL, Thomas and Local Providers: How South African Psychometric Tests Work and How to Prepare.
Common mistakes and how to avoid them
- Mistake: Talking over others in a group task. Fix: Pause, invite others by name, then add value.
- Mistake: Overcomplicating in-tray responses. Fix: Use short paragraphs and bullet actions.
- Mistake: Forgetting to demonstrate outcomes in role-plays. Fix: Conclude with next steps and measurable benefits.
- Mistake: Assuming local context is irrelevant. Fix: Use South African examples (market realities, regulatory points) where relevant.
For guidance on interpreting scores after the event, see: Interpreting Psychometric Feedback in South Africa: What Scores Mean to Employers.
Sample day timeline (typical 1-day centre)
- 08:30 — Arrival, admin, coffee
- 09:00 — Psychometric tests (online)
- 10:30 — Group task briefing and exercise
- 12:30 — Lunch / informal networking
- 13:30 — In-tray exercise
- 14:30 — Role-plays / interviews
- 16:00 — Feedback (varies) / departure
Prepare for flexibility — some employers insert technical interviews or case interviews: Case Interview Examples and Frameworks Used by South African Consultancies and Corporates.
Final checklist (printable)
- ID and invite email printed and digital copy
- CV, pen, notebook
- Comfortable professional attire
- Examples mapped to competencies (STAR)
- Practised timed tests and mock exercises
- Energy snack and water
Closing advice
Assessment centres evaluate both what you do and how you do it. Prioritise clarity, teamwork, and structured thinking — and practise under realistic conditions. Use the linked regional resources to tailor preparation specifically for South African recruiters and psychometric providers. If you want, I can create a personalised 7-day practice schedule based on your role (graduate, corporate, technical) — tell me which and I’ll draft it.