Assessment centres compared: exercises, length and what employers state
The assessment centre is the stage with the most detail published and the least preparation done. Employers describe the exercises, the length, whether it is virtual and how soon you hear. This page puts those statements side by side.
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Who says what, side by side
Each row comes from that employer's own page on this site. 28 employers, checked October 2026. Stated means the employer says it. Candidates report means we found it only in candidate accounts.
| Employer | The stage, in its words | Source |
|---|---|---|
| KPMG | Later stagesInterviews and an assessment day follow for those who pass the online tests | Candidates report |
| EY | Interviews and assessmentLater stages for those who pass the online assessments | Stated by EY |
| Barclays | Assessment centreTwo or three stages, including a motivational interview with a member of the leadership team | Stated by Barclays |
| NatWest Group | Virtual assessment centreGroup discussions, role plays and other activities, mostly virtual | Stated by NatWest Group |
| Royal Mail | Assessment centreFor graduate and early careers programmes, after the online stages | Stated by Royal Mail |
| Aldi | Individual assessmentA short presentation and a one-to-one competency interview | Stated by Aldi |
| Aldi | Group assessmentTeamwork, leadership and problem solving in a virtual group exercise, according to prep sources | Stated by Aldi |
| Capgemini | Digital interview and assessment centre (UK Invent)Answering questions on camera, then an assessment centre | Stated by Capgemini |
| Network Rail | Assessment centreAn interview, a presentation and at least one work-related exercise, held virtually or in person and sometimes in two stages | Stated by Network Rail |
| Bank of England | Virtual assessment centreOne group exercise and one interview. The interview covers motivation, behaviour-based questions and analytical or technical questions | Stated by Bank of England |
| Santander UK | Final assessmentAn interview or assessment day, which may be virtual, including a formal skills assessment | Stated by Santander UK |
| BDO UK | Virtual assessment centreThe stage after the video interview for those who progress | Stated by BDO UK |
| Forvis Mazars UK | Virtual assessment centreA half-day session held online for those who pass the video interview | Stated by Forvis Mazars UK |
| Rolls-Royce | Assessment centreA half-day session, held virtually or in person depending on the programme. A UK engineering graduate posting places centres between November and December | Stated by Rolls-Royce |
| Jaguar Land Rover (JLR) | Virtual assessment centre (About 75 minutes of assessed time)A 30-minute presentation exercise followed by a 45-minute motivational and future-focused scenario interview | Stated by Jaguar Land Rover (JLR) |
| Aviva | Assessment dayFor the Leadership Programme, online or in person, with a group task, a series of individually completed micro-assessments and a strengths-based interview | Stated by Aviva |
| Standard Chartered | Assessment centreThe final stage for those who clear the earlier ones | Stated by Standard Chartered |
| BT Group | Assessment centre (About three hours)A group exercise and a competency-based interview, usually in person. Field roles may have only the competency interview | Stated by BT Group |
| Linklaters | Assessment centreThe day begins with a written case study, followed by a competency-based interview and a commercial interview | Stated by Linklaters |
| Clifford Chance | Assessment dayA case study with a written exercise, a combined case study and competency interview with a Partner and a Senior Associate, and a group exercise | Stated by Clifford Chance |
| A&O Shearman | Assessment dayAssessment days for shortlisted candidates, in the week commencing 9 November 2026 for the March 2028 intake | Stated by A&O Shearman |
| Pinsent Masons | Assessment centreThree exercises over one day, in person: a one-to-one interview, a business simulation exercise and a case study | Stated by Pinsent Masons |
| GCHQ | Interview or assessment centre, then security checksA later stage that depends on the role, followed by vetting | Stated by GCHQ |
| Mott MacDonald | Half-day assessment centre (some paths)A half-day in person session. A project management listing placed centres in the first week of December across four locations | Stated by Mott MacDonald |
| Arup | Online assessment centre (UK and Ireland) (Outcome in about two weeks)An interview, a technical exercise and a case study exercise | Stated by Arup |
| Metropolitan Police | Met assessment centre (Results typically within four to eight weeks)A values-focused interview, then a medical and a job-related fitness test | Stated by Metropolitan Police |
| Teach First | Development CentreA competency-based interview, a group case study, a teaching episode and two self-evaluation exercises | Stated by Teach First |
| VodafoneThree | Assessment centre (Between November and January)A one-to-one strengths-based interview, a role-specific exercise and a core exercise | Stated by VodafoneThree |
| Legal & General | Assessment centre (The interview lasts 45 minutes with two assessors)A line manager interview, a presentation and a scenario-based group exercise | Stated by Legal & General |
The parts that recur
Across the employer pages, five exercises recur: an interview, a group exercise, a presentation, a case study and a role-specific or technical task. Clifford Chance lists a case study with a written exercise, a joint case study and competency interview, and a group exercise. BT Group describes a group exercise and a competency interview lasting about three hours. JLR describes a 30-minute presentation exercise and a 45-minute interview.
Few centres have all five, but most have three. Preparing the three that recur most gives the best return.
Virtual, in person or both
Arup describes an online centre with an interview, a technical exercise and a case study. The Bank of England describes a virtual centre with one group exercise and one interview. Pinsent Masons describes an in-person day. Network Rail says virtual or in person, and Rolls-Royce says virtual or in person depending on the programme.
Virtual centres change the skills a little. Group exercises on video reward people who can signal that they want to speak and who hand the floor on without talking over others.
Timing: when centres run and when you hear
Employers give dates differently. Legal & General says centres typically run in December and January. Vodafone places its centres between November and January and says it will be back in touch within seven days. JLR says it shares the outcome within two weeks. Arup aims to tell you within two weeks. The Metropolitan Police says centre results typically take four to eight weeks.
Waiting is part of the process. Plan other applications around it and do not read silence as failure.
Preparing the three exercises that recur
For the interview, prepare four examples that cover teamwork, a problem, initiative and a change of mind, plus a reason for the employer and the role. For the group exercise, practise contributing structure: summarise, ask a question, bring a quiet member in. For the case study or presentation, practise reading a brief and producing a clear recommendation in a fixed time.
Our case study and written tasks guide covers the writing half in more detail.
What to ask the recruiter
Most employers send a preparation guide. If yours does not, ask what exercises are included, whether it is virtual, and how long each one runs. JLR sends a guide beforehand, and Rolls-Royce publishes assessment centre guides for several programmes.
Ask about adjustments early. Most employers say they can be arranged, and asking late can limit what is possible.
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Employer pages in this guide
- KPMG assessmentA 36-minute cognitive test of numerical and logical reasoning, after an untimed skills assessment.
- EY assessmentPublishes a quick guide to its numerical test, though its pages differ on 20 or 30 minutes.
- Barclays assessmentTwo short interactive assessments. It states no reasoning test, though candidates report one.
- NatWest Group assessmentWork scenarios, a mostly untimed skills assessment and six recorded video questions.
- Royal Mail assessmentNumerical, logical and verbal reasoning plus personality, with advice to practise first.
- Aldi assessmentA five-step ladder from judgement tests and video to a final interview with a regional managing director.
- Capgemini assessmentIndia aptitude on logical, verbal and quantitative skills, then coding. UK Invent uses video and a centre.
- Network Rail assessmentShort activities tied to your scheme, remotely invigilated, with Aon named as the testing partner.
- Bank of England assessmentA values-based situational judgement test gates the process. A 21-minute cognitive section may not apply.
- Santander UK assessmentThree short assessment games and a four-to-five question recorded interview.
- BDO UK assessmentInteractive puzzle-like tasks based on quantitative and inductive reasoning, with a demo and an AI ban.
- Forvis Mazars UK assessmentA five-minute, untimed, adaptive assessment with a feedback report, then a live video interview.
More assessment guides
- Numerical reasoningNumerical Reasoning Tests at Graduate Employers, Compared
- Verbal and critical reasoningVerbal and Critical Reasoning at Employers: Stated Details
- Logical and inductive reasoningLogical and Inductive Reasoning Tests at Employers Compared
- Situational judgementSituational Judgement Tests at Employers: What Each Says
- Game-based assessmentsGame-Based Assessments at Employers: What Is Stated
- All assessment guidesBy test type, sector and topic
- All employer assessmentsEvery employer page, with what each says and what candidates report
LifeScore is not affiliated with any employer or test publisher named on this page. Names belong to their owners and appear only to describe published hiring processes. Pass marks and questions are not published by employers, and we do not claim to know them. Reviewed October 2026 by the LifeScore Editorial Team.