Notice (8): Undefined variable: page [APP/View/Layouts/frontend.ctp, line 230]

        <!--END NAVBAR-->
    <?php
    if ($page == 'home'): {

$viewFile = '/mnt/persist/www/ihipo.com/app/View/Layouts/frontend.ctp'
$dataForView = array(
	'userData' => null,
	'job_application' => array(
		(int) 0 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 1 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 2 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 3 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 4 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 5 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		)
	),
	'job_interview' => array(
		(int) 0 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 1 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 2 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 3 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		),
		(int) 4 => array(
			'CvTip' => array(
				[maximum depth reached]
			),
			'CvtipCategory' => array(
				[maximum depth reached]
			)
		)
	),
	'cvTip' => array(
		'CvTip' => array(
			'id' => '10',
			'title' => 'Assessment Center',
			'excerpt' => 'An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates.',
			'description' => '

An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates among a larger number of applicants, who are deemed most suitable for the requirements of a specific position. Within the Assessment Center, applicants are faced with different problems and case studies and their approach to solve them is judged by the assessment centre panel.
Assessment Centres usually last for several days. Accordingly the represent a cost and time intensive procedure for the employer. Assessment Centers are usually held for higher level recruitment. This can include the assessment of university graduates and managers in the company.

It is not always the case that applicants are actually invited from their job application to the assessment center. Assessment centers are also held within the company to select future leaders for the employer.
Within the assessment center the candidates are usually subject to high levels of stress through the tasks imposed. Main components of assessment centers are:

- Structured Interviews (usually at the beginning)

- Group discussions in which the individuals try to prove their points. Usually they work on a task and in the end the solution is presented.

- Post basket exercises (this is an assessment center method in which the candidate has to decide how to go about organizing a series of tasks according to their assigned importance)

- Role-plays (in this assessment center technique different types of conversations are simulated; e.g. superior-subordinate, sales pitches, talk with colleagues)

- Presentation tasks (often in small groups or individually)

- Questionnaires, IQ tests in some cases

- De-briefing',
			'cvtip_category_id' => '2'
		),
		'CvtipCategory' => array(
			'id' => '2',
			'name' => 'The Job Interview'
		)
	),
	'content_for_layout' => '<script>
  (function(i,s,o,g,r,a,m){i['GoogleAnalyticsObject']=r;i[r]=i[r]||function(){
  (i[r].q=i[r].q||[]).push(arguments)},i[r].l=1*new Date();a=s.createElement(o),
  m=s.getElementsByTagName(o)[0];a.async=1;a.src=g;m.parentNode.insertBefore(a,m)
  })(window,document,'script','//www.google-analytics.com/analytics.js','ga');

  ga('create', 'UA-70430335-1', 'auto');
  ga('send', 'pageview');

</script>
<div class="cvTips view">
    <div class="row">
        <div class="col-md-8 col-sm-8 col-xs-12">
            <!--Article-->
            <!--===================================================-->
            <div class="panel">
                <div class="bg-primary hide" style="width:100%; min-height:250px;">
                    <div class="text-2x text-center">
                        CV Tip Image
                    </div>
                </div>
                <div class="panel-body">
                    <h1>Assessment Center</h1>
                    <div class="mar-btm">
                        <i class="fa fa-hashtag"></i> <a href="/cvtip_categories/view/2">The Job Interview</a>                    </div>
                    <hr>
                    

An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates among a larger number of applicants, who are deemed most suitable for the requirements of a specific position. Within the Assessment Center, applicants are faced with different problems and case studies and their approach to solve them is judged by the assessment centre panel.
Assessment Centres usually last for several days. Accordingly the represent a cost and time intensive procedure for the employer. Assessment Centers are usually held for higher level recruitment. This can include the assessment of university graduates and managers in the company.

It is not always the case that applicants are actually invited from their job application to the assessment center. Assessment centers are also held within the company to select future leaders for the employer.
Within the assessment center the candidates are usually subject to high levels of stress through the tasks imposed. Main components of assessment centers are:

- Structured Interviews (usually at the beginning)

- Group discussions in which the individuals try to prove their points. Usually they work on a task and in the end the solution is presented.

- Post basket exercises (this is an assessment center method in which the candidate has to decide how to go about organizing a series of tasks according to their assigned importance)

- Role-plays (in this assessment center technique different types of conversations are simulated; e.g. superior-subordinate, sales pitches, talk with colleagues)

- Presentation tasks (often in small groups or individually)

- Questionnaires, IQ tests in some cases

- De-briefing                    <hr>
                    <div class="pad-ver">
                        <a class="btn btn-default btn-icon btn-hover-primary fa fa-facebook icon-lg add-tooltip" href="#" title="" data-original-title="Facebook"></a>
                        <a class="btn btn-default btn-icon btn-hover-info fa fa-twitter icon-lg add-tooltip" href="#" title="" data-original-title="Twitter"></a>
                        <a class="btn btn-default btn-icon btn-hover-danger fa fa-google-plus icon-lg add-tooltip" href="#" title="" data-original-title="Google+"></a>
                        <a class="btn btn-default btn-icon btn-hover-mint fa fa-envelope icon-lg add-tooltip" href="#" title="" data-original-title="Email"></a>
                    </div>
                </div>

                <div class="panel-footer">
                </div>
            </div>
            <!--===================================================-->
            <!--End Article-->
        </div>
        <div class="col-md-4 col-sm-4 col-xs-12">
            <script>
  (function(i,s,o,g,r,a,m){i['GoogleAnalyticsObject']=r;i[r]=i[r]||function(){
  (i[r].q=i[r].q||[]).push(arguments)},i[r].l=1*new Date();a=s.createElement(o),
  m=s.getElementsByTagName(o)[0];a.async=1;a.src=g;m.parentNode.insertBefore(a,m)
  })(window,document,'script','//www.google-analytics.com/analytics.js','ga');

  ga('create', 'UA-70430335-1', 'auto');
  ga('send', 'pageview');

</script>
  <!-- Signup if not logged in -->
  <!-- ======================= -->
  <div class="panel panel-bordered-success">
  	<div class="panel-heading">
  		<h3 class="panel-title">Join iHipo!</h3>
  	</div>
  	<div class="panel-body">
      <p>Join the iHipo community for international high potentials and discover new opportunities everyday.</p>
      <p class="text-2x mar-no text-center">
          <a href="/signup" class="btn btn-info btn-lg btn-rounded"><i class="fa fa-plus"></i>&nbsp;&nbsp;Signup for free</a>
      </p>
  	</div>
  </div>
  <!-- ======================= -->
            <!-- The Job Application -->
            <div class="panel">
                <div class="panel-heading">
                    <h3 class="panel-title">The Job Application</h3>
                </div>
                <div class="panel-body">
                    <ul>
                                                    <li>
                                <a href="/CvTips/view/1">CV Writing</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/2">Resume Writing</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/3">Cover Letter Writing</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/4">Testimonials</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/5">Job Search</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/6">Job Search Books</a>                            </li>

                                            </ul>
                </div>
            </div>
            <!-- The Job Interview -->
            <div class="panel">
                <div class="panel-heading">
                    <h3 class="panel-title">The Job Interview</h3>
                </div>
                <div class="panel-body">
                    <ul>
                                                    <li>
                                <a href="/CvTips/view/7">Interview Questions </a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/8">Brainteasers</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/9">Case Studies</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/10">Assessment Center</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/11">Job Interview Books</a>                            </li>

                                            </ul>
                </div>
            </div>
        </div>
    </div>
</div>
',
	'scripts_for_layout' => '',
	'title_for_layout' => 'CvTips'
)
$userData = null
$job_application = array(
	(int) 0 => array(
		'CvTip' => array(
			'id' => '1',
			'title' => 'CV Writing',
			'excerpt' => 'A Curriculum Vitae (CV) is usually the first item of the application documents the recruiter will look at. ',
			'description' => 'A Curriculum Vitae (CV) is usually the first item of the application documents the recruiter will look at. The CV writing format differs according to the region you are applying for a position. No photograph and no signature are used in most anglo-saxon countries. On the other hand, it is highly beneficial to include your professional photograph on your CV for applications in continental Europe and many parts of Asia (e.g. Singapore and Hongkong).

One should realize that e.g. certain European degrees (except for Bachelor and Master) and the grading system are widely unknown in other countries such as the USA. Thus it is advisable to give a short explanation.

The CV should not exceed a length of two pages for most industries. In banking, for example, a one page CV is the standard. In other industries, such as architecture, the CV if often followed by the portfolio of the applicant and thus more comprehensive.

In the following section, some CV writing is showcased in practical examples. The first two sample CVs follow the anglo-saxon format (recommendable for applying in the UK and US). After that there are two examples for formats used in Europe and Asia. The last CV follows a rather innovative format.
Generally, a professional CV has the following structure:

1. Personal Particulars (Name, Address, Email, Tel.): For some countries the photograph is also included in the top section. In addition the marital status and date of birth is often mentioned in Europe and Asia.
2. Professional Experience: Usually the company name, dates, job title and short summary of the position and especially achievements is given.
3. Educational Background: This includes tertiary education details and certificates/further professional qualifications
4. Further Skills: This can include language and IT skills
5. Interests: Short paragraph on your activities outside of work (e.g. hobbies, volunteering)
6. References: Usually 2-3 references are mentioned (contact persons) of recent jobs or the educational field. They are mentioned together with either phone number or email address. It has to be made sure that the relevant person actually consents to act as a reference for your application. 
Sample CVs:
CV 1: Melinda Bisleri
CV 2: Michael Davis
CV 3: Nancy Vermont
CV 4: Stephanie Hillauer
CV 5: Petra Mustermann',
			'cvtip_category_id' => '1'
		),
		'CvtipCategory' => array(
			'id' => '1',
			'name' => 'The Job Application'
		)
	),
	(int) 1 => array(
		'CvTip' => array(
			'id' => '2',
			'title' => 'Resume Writing',
			'excerpt' => 'A resume is the same as a CV.',
			'description' => 'A resume is the same as a CV. In the USA, this term is more frequently used than CV. For more information on Resume writing and samples, please refer to the CV writing section.',
			'cvtip_category_id' => '1'
		),
		'CvtipCategory' => array(
			'id' => '1',
			'name' => 'The Job Application'
		)
	),
	(int) 2 => array(
		'CvTip' => array(
			'id' => '3',
			'title' => 'Cover Letter Writing',
			'excerpt' => 'The Cover Letter or Covering Letter as it is sometimes called forms the first part of the application documents.',
			'description' => '

The Cover Letter or Covering Letter as it is sometimes called forms the first part of the application documents.

Usually the covering letter writing consists of four parts. Initially the summary paragraph of your academic background followed by the most comprehensive paragraph, relating to how the acquired skills can be of benefit to the desired position within the company. In the third paragraph you should mention some facts of the company which you have researched and why it would be so attractive for you to work directly in this organisation. The fourth part forms the end with the obligatory end note. Generic applications (i.e. same covering letter for tens or hundreds of companies) will mostly not work out. It is very recommendable to do a little online research on the specific company before sending out the application. The cover letter format does not particularly differ from country to country. However, choosing a self-confident and career-ambitious style without sounding arrogant, goes down well with most employers. If you already have a visa for the desired country, you should definitely mention that also.

The Cover Letter needs to answer the core question: "What are the specific motivations for you to seek a job in the desired country and company?". For the country, arguments like "to gain international exposure" or "improving my language skills" are most frequently mentioned by fresh graduates. They are obvious, credible and logic. However, the same goals could be achieved in many other countries as well. If you apply for the US, you could e.g. mention "Affinity to the American culture", "Silicon Valley as the most vibrant ecosystem for the latest web technologies", "high economic growth in many industries" are pointing towards the right direction. In your application, it is very advisable to use some of these country- and company-specific arguments. Obviously this can be done in combination with regional and international aspects.

Samples for Cover Letter writing:
Covering Letter 1: Nancy Vermont',
			'cvtip_category_id' => '1'
		),
		'CvtipCategory' => array(
			'id' => '1',
			'name' => 'The Job Application'
		)
	),
	(int) 3 => array(
		'CvTip' => array(
			'id' => '4',
			'title' => 'Testimonials',
			'excerpt' => '
Testimonials usually form part of the application documents.',
			'description' => '

Testimonials usually form part of the application documents. In most of the cases today, initially a candidate applies for a job with the Covering Letter and Resume. If the employer then shows interest, the supporting documents (Testimonials, Educational Certificates, Portfolios etc.) are submitted.

There are two types of testimonials:
1. Employment Testimonial
2. Educational Testimonial

The employment testimonial is usually issued by the former supervisor (this superior can also be several hierarchical steps above the direct superior). In most cases the testimonial consists of these parts:
1. Duration and position the employee has worked for and the relationship to the person writing the testimonial (e.g. “As the divisional manager of the sales team, Jonathan was reporting to me.”)
2. Major projects undertaken during the employment period. Particular achievements pointed out.
3. Performance during the tenure
4. Thank you note and wish for future success of the employee

The educational testimonial is usually given by a professor at university or other academic staff. This kind of testimonial is mainly used for applications of fresh graduates for their first job or for internships. It consists of the following parts:
1. Duration since when the academic staff has known the student and which subjects have been taught.
2. Academic performance (often in relation to peers)
3. Social characteristics of the student
4. Recommendation of the student for future employment',
			'cvtip_category_id' => '1'
		),
		'CvtipCategory' => array(
			'id' => '1',
			'name' => 'The Job Application'
		)
	),
	(int) 4 => array(
		'CvTip' => array(
			'id' => '5',
			'title' => 'Job Search',
			'excerpt' => 'Depending on your choice of industry and geography, there’s a plethora of jobsites available. ',
			'description' => '

Depending on your choice of industry and geography, there’s a plethora of jobsites available. A good overview can be found here.

In recent years, the importance of professional and social networking sites for the job search has increased exponentially. On such sites, the jobseeker can usually search for people who work directly in the desired company and department. The largest of these sites is LinkedIn.com. For Europe, XING.com is a very useful site. For international internships and jobs, iHipo.com is the site of choice.
Usually it is best to start the application process as early as possible (up to 12 months beforehand). However, many companies do not plan their contingency for such a long time ahead and welcome your applications 3-6 months before the desired start date. Initially, one can send an email which contains the covering letter content plus attachments for the CV and possibly also testimonials and academic certificates. The attachments do not turn out to be in the 5 MB + size region, this is not very beneficial as it could take some time for the HR person to download that and it clogs up the mail system. It generally looks most professional when the attachments are sent in PDF format. You may expect to receive a reply from the company within 1 to 2 weeks. If there has not been a message until that time, you can send a short follow-up reminder email or give the company a call.

If the application has been successful, chances are high that the company would like to do a telephone interview with you (if you are overseas). In rare cases, interviews can also be given in the office of the company in your home country (in case it is a multinational).

Generally it is advisable to write an email with the application documents to the contact person in the company. Application documents generally include: Covering Letter and Curriculum Vitae (CV, resume). The text of the cover letter can be copied into the email text field. Alternatively, a short paragraph can be written that points to the attached application documents. Usually no additional documents should be sent in this first step. In case the company is interested, it will ask for further documents, such as certificates or references. Often it is an advantage to initially inquire via phone about open positions and then send the application documents.',
			'cvtip_category_id' => '1'
		),
		'CvtipCategory' => array(
			'id' => '1',
			'name' => 'The Job Application'
		)
	),
	(int) 5 => array(
		'CvTip' => array(
			'id' => '6',
			'title' => 'Job Search Books',
			'excerpt' => 'There is a lot of literature available in the area of job searches.',
			'description' => 'There is a lot of literature available in the area of job searches. A compilation of what we see as the most helpful books in your job search can be found below:
1.
2.
3.
4.',
			'cvtip_category_id' => '1'
		),
		'CvtipCategory' => array(
			'id' => '1',
			'name' => 'The Job Application'
		)
	)
)
$job_interview = array(
	(int) 0 => array(
		'CvTip' => array(
			'id' => '7',
			'title' => 'Interview Questions ',
			'excerpt' => '
A job interview is not a one-way road for the recruiter to find out more about you ',
			'description' => '

A job interview is not a one-way road for the recruiter to find out more about you - it`s also a great opportunity for you to learn more about the company, the vacancy and the culture! This is your chance to present yourself and ask any questions you might have. Here are just a few tips to prepare for your interview, followed by 50 essential interview questions:

- Be prepared: make sure you did your homework and are well-informed about the company and the position. Get a good night`s sleep as well before.

- Presentation: you never get a second chance to make a first impression! It`s better to be overdressed than underdressed.. Be confident and show an open body language.

- STAR methodology: Situation, Task, Action, Result. Questions which are best answered using this methodology will certainly appear to test your actions in certain situations. Come up with good examples from prior experiences.

- Ask questions: make sure you have prepared a list of questions you would like to have answered.

- Show respect: listen to your recruiter, be friendly, positive and show interest.

- Tip: send a thank-you email after the interview. You can confirm your interest for the vacancy and say your enthusiasm for the position has increased. This will definitely distinguish you from other candidates.

We have compiled 50 challenging interview questions and possible ways how you can best tackle them.',
			'cvtip_category_id' => '2'
		),
		'CvtipCategory' => array(
			'id' => '2',
			'name' => 'The Job Interview'
		)
	),
	(int) 1 => array(
		'CvTip' => array(
			'id' => '8',
			'title' => 'Brainteasers',
			'excerpt' => '
Brainteasers assess your creativity and your ability to ask the right questions.',
			'description' => '

Brainteasers assess your creativity and your ability to ask the right questions. They are often very unstructured, making it difficult to practice them.

Example:

You have a five-liter jug and a three-liter jug. You need exactly four liters of water and you an unlimited source of water available. How do you do this?

Answer:
fill the three-liter jug with water and pour it into the five-liter jug. Repeat this process again. The five-liter jug only has two liters left in this second round, leaving exactly one liter in the three-liter jug. Empty the five-liter jug, and pour the remaining one liter in the five-liter jug. Now fill up the three-liter jug and pour into the five-liter jug - this gives you exactly four liters!',
			'cvtip_category_id' => '2'
		),
		'CvtipCategory' => array(
			'id' => '2',
			'name' => 'The Job Interview'
		)
	),
	(int) 2 => array(
		'CvTip' => array(
			'id' => '9',
			'title' => 'Case Studies',
			'excerpt' => '
Brainteasers, guesstimates and business cases are considered amongst the most difficult in job interviews.',
			'description' => '

Brainteasers, guesstimates and business cases are considered amongst the most difficult in job interviews. The approach to all these is the same: analyze the situation by thinking out loud. Show the recruiter your thoughts and how you breakdown the problem. The only way to prepare for such questions is: practice, practice, practice.

Here are some sample questions and their roadmaps to get you going:

Sample business case: A factory`s falling profitability

A recruiter tells you the profitability of a factory is declining, and asks you why. Though you do not have any further information at hand, you can say the following:

"Well, we know that: Profit = Total Revenue - Total Cost. So either the revenues are falling, or the costs are rising. We also know that: Revenues = Price * Quantity, and we know that: Costs = Fixed Costs + (Quantity*Variable Cost)."

You would be right on track here, without knowing anything about the business. The recruiter might be impressed by this approach and asks you what options you have to increase the profitability.

"To increase profitability, we either must increase revenues or cut costs. To start off with revenues: we can either increase the price, or sell more of the products. Perhaps there are also other ways to generate more revenues, for example by renting out an empty factory hall? To cut costs: maybe we can cut on our fixed costs by tearing down the empty factory hall!? Another option would be to produce more efficiently, whereby we would need to purchase less to produce our stock."

The key here is to be creative but stick to a logical break-down of the problem. Even though the recruiter didn`t mention an empty factory hall, he/she would definitely admire your out-of-the-box thinking to come up with such an alternative. The recruiter might go on giving you more specific information about the business, testing your mathematics capabilities and leading you deeper into the case.',
			'cvtip_category_id' => '2'
		),
		'CvtipCategory' => array(
			'id' => '2',
			'name' => 'The Job Interview'
		)
	),
	(int) 3 => array(
		'CvTip' => array(
			'id' => '10',
			'title' => 'Assessment Center',
			'excerpt' => 'An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates.',
			'description' => '

An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates among a larger number of applicants, who are deemed most suitable for the requirements of a specific position. Within the Assessment Center, applicants are faced with different problems and case studies and their approach to solve them is judged by the assessment centre panel.
Assessment Centres usually last for several days. Accordingly the represent a cost and time intensive procedure for the employer. Assessment Centers are usually held for higher level recruitment. This can include the assessment of university graduates and managers in the company.

It is not always the case that applicants are actually invited from their job application to the assessment center. Assessment centers are also held within the company to select future leaders for the employer.
Within the assessment center the candidates are usually subject to high levels of stress through the tasks imposed. Main components of assessment centers are:

- Structured Interviews (usually at the beginning)

- Group discussions in which the individuals try to prove their points. Usually they work on a task and in the end the solution is presented.

- Post basket exercises (this is an assessment center method in which the candidate has to decide how to go about organizing a series of tasks according to their assigned importance)

- Role-plays (in this assessment center technique different types of conversations are simulated; e.g. superior-subordinate, sales pitches, talk with colleagues)

- Presentation tasks (often in small groups or individually)

- Questionnaires, IQ tests in some cases

- De-briefing',
			'cvtip_category_id' => '2'
		),
		'CvtipCategory' => array(
			'id' => '2',
			'name' => 'The Job Interview'
		)
	),
	(int) 4 => array(
		'CvTip' => array(
			'id' => '11',
			'title' => 'Job Interview Books',
			'excerpt' => 'There is a lot of literature available in the area of job interview preparation.',
			'description' => 'There is a lot of literature available in the area of job interview preparation. A compilation of what we see as the most helpful books in your job interview preparation can be found below:

1.
2.
3.
4.
5. ',
			'cvtip_category_id' => '2'
		),
		'CvtipCategory' => array(
			'id' => '2',
			'name' => 'The Job Interview'
		)
	)
)
$cvTip = array(
	'CvTip' => array(
		'id' => '10',
		'title' => 'Assessment Center',
		'excerpt' => 'An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates.',
		'description' => '

An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates among a larger number of applicants, who are deemed most suitable for the requirements of a specific position. Within the Assessment Center, applicants are faced with different problems and case studies and their approach to solve them is judged by the assessment centre panel.
Assessment Centres usually last for several days. Accordingly the represent a cost and time intensive procedure for the employer. Assessment Centers are usually held for higher level recruitment. This can include the assessment of university graduates and managers in the company.

It is not always the case that applicants are actually invited from their job application to the assessment center. Assessment centers are also held within the company to select future leaders for the employer.
Within the assessment center the candidates are usually subject to high levels of stress through the tasks imposed. Main components of assessment centers are:

- Structured Interviews (usually at the beginning)

- Group discussions in which the individuals try to prove their points. Usually they work on a task and in the end the solution is presented.

- Post basket exercises (this is an assessment center method in which the candidate has to decide how to go about organizing a series of tasks according to their assigned importance)

- Role-plays (in this assessment center technique different types of conversations are simulated; e.g. superior-subordinate, sales pitches, talk with colleagues)

- Presentation tasks (often in small groups or individually)

- Questionnaires, IQ tests in some cases

- De-briefing',
		'cvtip_category_id' => '2'
	),
	'CvtipCategory' => array(
		'id' => '2',
		'name' => 'The Job Interview'
	)
)
$content_for_layout = '<script>
  (function(i,s,o,g,r,a,m){i['GoogleAnalyticsObject']=r;i[r]=i[r]||function(){
  (i[r].q=i[r].q||[]).push(arguments)},i[r].l=1*new Date();a=s.createElement(o),
  m=s.getElementsByTagName(o)[0];a.async=1;a.src=g;m.parentNode.insertBefore(a,m)
  })(window,document,'script','//www.google-analytics.com/analytics.js','ga');

  ga('create', 'UA-70430335-1', 'auto');
  ga('send', 'pageview');

</script>
<div class="cvTips view">
    <div class="row">
        <div class="col-md-8 col-sm-8 col-xs-12">
            <!--Article-->
            <!--===================================================-->
            <div class="panel">
                <div class="bg-primary hide" style="width:100%; min-height:250px;">
                    <div class="text-2x text-center">
                        CV Tip Image
                    </div>
                </div>
                <div class="panel-body">
                    <h1>Assessment Center</h1>
                    <div class="mar-btm">
                        <i class="fa fa-hashtag"></i> <a href="/cvtip_categories/view/2">The Job Interview</a>                    </div>
                    <hr>
                    

An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates among a larger number of applicants, who are deemed most suitable for the requirements of a specific position. Within the Assessment Center, applicants are faced with different problems and case studies and their approach to solve them is judged by the assessment centre panel.
Assessment Centres usually last for several days. Accordingly the represent a cost and time intensive procedure for the employer. Assessment Centers are usually held for higher level recruitment. This can include the assessment of university graduates and managers in the company.

It is not always the case that applicants are actually invited from their job application to the assessment center. Assessment centers are also held within the company to select future leaders for the employer.
Within the assessment center the candidates are usually subject to high levels of stress through the tasks imposed. Main components of assessment centers are:

- Structured Interviews (usually at the beginning)

- Group discussions in which the individuals try to prove their points. Usually they work on a task and in the end the solution is presented.

- Post basket exercises (this is an assessment center method in which the candidate has to decide how to go about organizing a series of tasks according to their assigned importance)

- Role-plays (in this assessment center technique different types of conversations are simulated; e.g. superior-subordinate, sales pitches, talk with colleagues)

- Presentation tasks (often in small groups or individually)

- Questionnaires, IQ tests in some cases

- De-briefing                    <hr>
                    <div class="pad-ver">
                        <a class="btn btn-default btn-icon btn-hover-primary fa fa-facebook icon-lg add-tooltip" href="#" title="" data-original-title="Facebook"></a>
                        <a class="btn btn-default btn-icon btn-hover-info fa fa-twitter icon-lg add-tooltip" href="#" title="" data-original-title="Twitter"></a>
                        <a class="btn btn-default btn-icon btn-hover-danger fa fa-google-plus icon-lg add-tooltip" href="#" title="" data-original-title="Google+"></a>
                        <a class="btn btn-default btn-icon btn-hover-mint fa fa-envelope icon-lg add-tooltip" href="#" title="" data-original-title="Email"></a>
                    </div>
                </div>

                <div class="panel-footer">
                </div>
            </div>
            <!--===================================================-->
            <!--End Article-->
        </div>
        <div class="col-md-4 col-sm-4 col-xs-12">
            <script>
  (function(i,s,o,g,r,a,m){i['GoogleAnalyticsObject']=r;i[r]=i[r]||function(){
  (i[r].q=i[r].q||[]).push(arguments)},i[r].l=1*new Date();a=s.createElement(o),
  m=s.getElementsByTagName(o)[0];a.async=1;a.src=g;m.parentNode.insertBefore(a,m)
  })(window,document,'script','//www.google-analytics.com/analytics.js','ga');

  ga('create', 'UA-70430335-1', 'auto');
  ga('send', 'pageview');

</script>
  <!-- Signup if not logged in -->
  <!-- ======================= -->
  <div class="panel panel-bordered-success">
  	<div class="panel-heading">
  		<h3 class="panel-title">Join iHipo!</h3>
  	</div>
  	<div class="panel-body">
      <p>Join the iHipo community for international high potentials and discover new opportunities everyday.</p>
      <p class="text-2x mar-no text-center">
          <a href="/signup" class="btn btn-info btn-lg btn-rounded"><i class="fa fa-plus"></i>&nbsp;&nbsp;Signup for free</a>
      </p>
  	</div>
  </div>
  <!-- ======================= -->
            <!-- The Job Application -->
            <div class="panel">
                <div class="panel-heading">
                    <h3 class="panel-title">The Job Application</h3>
                </div>
                <div class="panel-body">
                    <ul>
                                                    <li>
                                <a href="/CvTips/view/1">CV Writing</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/2">Resume Writing</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/3">Cover Letter Writing</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/4">Testimonials</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/5">Job Search</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/6">Job Search Books</a>                            </li>

                                            </ul>
                </div>
            </div>
            <!-- The Job Interview -->
            <div class="panel">
                <div class="panel-heading">
                    <h3 class="panel-title">The Job Interview</h3>
                </div>
                <div class="panel-body">
                    <ul>
                                                    <li>
                                <a href="/CvTips/view/7">Interview Questions </a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/8">Brainteasers</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/9">Case Studies</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/10">Assessment Center</a>                            </li>

                                                    <li>
                                <a href="/CvTips/view/11">Job Interview Books</a>                            </li>

                                            </ul>
                </div>
            </div>
        </div>
    </div>
</div>
'
$scripts_for_layout = ''
$title_for_layout = 'CvTips'
$cakeDescription = 'CakePHP: the rapid development php framework'

include - APP/View/Layouts/frontend.ctp, line 230
View::_evaluate() - CORE/Cake/View/View.php, line 948
View::_render() - CORE/Cake/View/View.php, line 910
View::renderLayout() - CORE/Cake/View/View.php, line 542
View::render() - CORE/Cake/View/View.php, line 479
Controller::render() - CORE/Cake/Controller/Controller.php, line 954
Dispatcher::_invoke() - CORE/Cake/Routing/Dispatcher.php, line 198
Dispatcher::dispatch() - CORE/Cake/Routing/Dispatcher.php, line 165
[main] - APP/webroot/index.php, line 111

Assessment Center

The Job Interview

An Assessment Center (AC) is a setup used by the recruitment division of companies to identify one or more candidates among a larger number of applicants, who are deemed most suitable for the requirements of a specific position. Within the Assessment Center, applicants are faced with different problems and case studies and their approach to solve them is judged by the assessment centre panel. Assessment Centres usually last for several days. Accordingly the represent a cost and time intensive procedure for the employer. Assessment Centers are usually held for higher level recruitment. This can include the assessment of university graduates and managers in the company. It is not always the case that applicants are actually invited from their job application to the assessment center. Assessment centers are also held within the company to select future leaders for the employer. Within the assessment center the candidates are usually subject to high levels of stress through the tasks imposed. Main components of assessment centers are: - Structured Interviews (usually at the beginning) - Group discussions in which the individuals try to prove their points. Usually they work on a task and in the end the solution is presented. - Post basket exercises (this is an assessment center method in which the candidate has to decide how to go about organizing a series of tasks according to their assigned importance) - Role-plays (in this assessment center technique different types of conversations are simulated; e.g. superior-subordinate, sales pitches, talk with colleagues) - Presentation tasks (often in small groups or individually) - Questionnaires, IQ tests in some cases - De-briefing

Join iHipo!

Join the iHipo community for international high potentials and discover new opportunities everyday.

Signup for free