Assessment centres are a standard gateway into graduate programmes, management roles and specialist posts across South Africa. Top employers use structured behavioural markers and transparent scoring criteria to predict on-the-job performance, reduce bias and compare candidates fairly. This guide gives a practical, evidence-based view of what assessors look for, how scores are built, and how you can demonstrate the behaviours that matter in the South African recruitment context.
What employers assess: common competency frameworks
Most corporates and banks in SA assess a similar set of competencies. These are mapped to job families and measured across multiple exercises to improve reliability.
Common competencies include:
- Communication — clarity, active listening, tailoring messages.
- Teamwork & Influence — collaboration, persuasion, conflict resolution.
- Problem Solving & Analytical Thinking — structuring problems, using data.
- Planning & Organising — prioritisation, time management, delivery focus.
- Drive & Resilience — initiative, stress-management, learning orientation.
- Commercial/Customer Focus — understanding business impact and stakeholder needs.
- Technical/Role-Specific Skills — coding, engineering judgement, financial analysis.
Refer to detailed exercise expectations in: Interview Preparation South Africa: What to Expect at an Assessment Centre (Banks, Telcos, Big Corporates).
Behavioural markers — concrete examples recruiters score
Behavioural markers are observable actions or statements that indicate a competency. Good markers are specific, measurable and anchored to performance levels.
Below is a practical mapping used by many assessors in SA:
| Competency | Typical behavioural markers (what assessors look for) |
|---|---|
| Communication | Explains ideas logically; checks understanding; adjusts language to audience; summarises key points. |
| Teamwork & Influence | Encourages quieter team members; builds consensus; challenges constructively; negotiates trade-offs. |
| Problem Solving | Breaks problem into steps; uses relevant data; tests assumptions; presents clear recommendations. |
| Planning & Organising | Sets priorities; creates realistic timelines; delegates appropriately; meets deadlines. |
| Drive & Resilience | Recovers from setbacks; volunteers extra effort; asks for feedback; adapts to change. |
| Commercial Focus | Links tasks to business outcomes; suggests cost/benefit considerations; shows customer empathy. |
| Technical Skills | Applies correct methodology; explains technical choices; validates results; follows best practice. |
For more on how psychometric suppliers and local providers present scores and behavioural feedback, see: SHL, Thomas and Local Providers: How South African Psychometric Tests Work and How to Prepare.
Scoring criteria and rating scales (how assessors convert behaviour into scores)
Top employers use structured rating scales with behavioural anchors to improve objectivity. Two common approaches:
- Criterion-referenced: candidates measured against defined competency standards.
- Norm-referenced: candidates compared to a pool (useful for graduate programmes).
Typical 5-point behavioural rating scale:
| Score | Descriptor | Behavioural anchor example |
|---|---|---|
| 5 | Outstanding | Consistently exceeds expectations; drives results and coaches others. |
| 4 | Strong | Regularly meets and sometimes exceeds expectations; clear examples across exercises. |
| 3 | Satisfactory | Meets core expectations with occasional prompting; reliable. |
| 2 | Developing | Inconsistent application; needs coaching to improve. |
| 1 | Unsatisfactory | Fails to demonstrate competency in observed situations. |
Weighting and aggregation
- Exercises are weighted according to job relevance (e.g., technical test 40%, group exercise 25%, interview 20%, psychometric 15%).
- Behavioural anchors are applied per exercise. Scores are averaged or combined into competency bands.
- Cut-offs or band thresholds (e.g., minimum average 3.5 for hire pool) are set based on role requirements and calibration.
See how scores are interpreted in practice: Interpreting Psychometric Feedback in South Africa: What Scores Mean to Employers.
How markers are observed across common assessment centre exercises
Assessors deliberately triangulate evidence across exercises. Below are typical observation points by exercise:
- Group task
- Leadership emergence, listening, influencing, fairness, solution orientation.
- In-tray / E-tray exercises
- Prioritisation, written communication, decision rationale, stakeholder management.
- Role-play / Simulation
- Handling conflict, negotiation technique, empathy, persuasion.
- Presentation
- Structure, clarity, use of data, handling questions, time management.
- Technical test / coding assessment
- Correct implementation, code clarity, problem approach, optimisation.
- Psychometric tests
- Cognitive scores, personality traits mapped to job fit.
Detailed day-of guidance: Assessment Centre Day Playbook: Group Tasks, In-Tray Exercises and Role-Plays for South African Candidates.
For technical roles: Technical Tests in SA IT and Engineering Interviews: How to Practise and Pass Coding/Technical Assessments.
Scoring quality control: calibration, inter-rater reliability and bias mitigation
Top employers use these quality controls:
- Assessor training with behavioural anchors and practice scoring.
- Paired or panel scoring so multiple assessors contribute to each competency rating.
- Calibration meetings where assessors discuss borderline cases and align standards.
- Structured notes: assessors record exact quotes and evidence to justify scores.
- Audit trails: psychometric reports and scoring sheets retained for HR validation.
These measures support fairness and legal compliance in South African contexts where employment equity and defensible selection are essential.
Practical tips to demonstrate behavioural markers (candidate action plan)
- Use the STAR method (Situation, Task, Action, Result) to structure examples; always quantify impact where possible.
- Prepare 6–8 strong examples that map across the table of competencies above.
- In group tasks: listen first, then crystallise the group’s view; encourage quieter voices — assessors reward facilitation.
- In written exercises: prioritise and justify decisions; write succinct action-oriented emails.
- For technical assessments: explain your approach aloud or in notes; demonstrate testing and validation steps.
- Practice reasoning tests and time management: see Numerical, Verbal and Logical Reasoning Practice for South African Recruiters (Free Test Strategies) and Time Management Tips for Psychometric Tests Commonly Used in SA Recruitment.
- Run mock centres: simulate full days and get assessor feedback — see Mock Assessment Centre Exercises and Scoring Guide for South African Graduate Programmes.
Final checklist — walk into the assessment centre ready
- Bring concise examples for each competency and map them to behavioural markers.
- Familiarise yourself with exercise formats from the company or sector.
- Practice tests for cognitive speed and accuracy.
- Plan logistics: rest well, arrive early, and manage energy across the day.
- After feedback, request development notes — they often include competency-focused insights.
For case-focused roles, also review frameworks and sample cases: Case Interview Examples and Frameworks Used by South African Consultancies and Corporates.
Expert note: Assessment centres reward repeatable, observable behaviours. Focus on demonstrating specific, evidence-backed actions that align with the employer’s competency model. Preparation that targets behavioural markers, practice under timed conditions and refining how you articulate impact will materially improve your scores in South African assessment centres.