Group Exercises
What assessors actually watch — and the two behaviours that fail candidates most.
What it is
Group exercises place 4–8 candidates together for 20–45 minutes to discuss or solve a business scenario while trained assessors watch. Assessors are not looking for the 'right answer' — they are scoring how you work, listen, and interact under realistic pressure. Used by 78% of assessment centre-using employers.
Who uses it
- Virtually all employers running full assessment centres — investment banks, Big 4, consulting firms, law firms, civil service, technology companies
- Degree apprenticeship assessment centres at KPMG, Deloitte, EY, PwC, Goldman Sachs, JP Morgan, and similar
- NHS management and Civil Service Fast Stream assessment centres
What it tests
- Contribution: frequency and quality of your input — neither dominating nor staying silent
- Active listening: building on what others say rather than waiting for your turn to speak
- Analytical quality: proposing clear, reasoned suggestions with quantified impact where possible
- Collaboration: drawing quieter voices into the discussion by name; managing disagreements constructively
- Time awareness: keeping the group on track and summarising progress toward the deadline
Common mistakes
Dominating the discussion
Aim for 3–4 substantive contributions in a 20-minute task and keep each one to under 90 seconds. After contributing, explicitly invite a quieter voice: 'Alex, what do you think?' — this shows leadership, not just volume.
Staying silent to avoid conflict
Social loafing is penalised as heavily as domination. If you haven't spoken for two minutes, contribute a summary or clarifying question. Wait for a natural pause, then use inclusive language: 'Let's build on that idea...'
Not listening — waiting to speak
Assessors track whether you build on the previous speaker's point. Begin contributions with 'Building on what [name] said...' and use verbal affirmers ('Absolutely', 'Good point') to show genuine engagement.
Ignoring the brief
Paraphrase the brief to the group before anyone starts contributing — 'So we need to decide X and present Y in 20 minutes, is that right?' This prevents the group spending time on the wrong problem.
Negative body language
Sit upright, relax your shoulders, and maintain roughly 70% eye contact around the table. Assessors are watching your body language between contributions, not just while you speak.
Handling disagreement poorly
Use the acknowledge-then-build pattern: 'I see your point, and perhaps we could also consider...' Never dismiss another candidate's idea directly — assessors score professional disagreement, not confrontation.
Dwelling on errors mid-exercise
Each exercise starts with a clean slate — mentally reset if a contribution lands badly. New task = new scorecard. Use 4-6-4 breathing (inhale 4 s, hold 6 s, exhale 4 s) between exercises to avoid carrying tension forward.
How to prepare
- 1Offer structure at the very start: 'Shall we allocate five minutes to brainstorm, ten to decide, and five to summarise?' This shows leadership and gives the group a framework before any disagreement can form.
- 2Volunteer as time-keeper or note-taker if no one else does — both roles demonstrate leadership without requiring you to be the loudest voice in the room.
- 3Address teammates by name throughout. Assessors notice candidates who build genuine group rapport rather than treating the exercise as a solo performance.
- 4Before the exercise ends, give the spokesperson a 10-second summary: 'Our recommendation is X because Y — does everyone agree?' This ensures the group's conclusion is coherent and shows you've been tracking the whole discussion.
- 5After the assessment day, send a thank-you email within 24 hours citing one specific highlight, and complete a quick 3-column reflection: what went well, what to improve, one new insight. Feed both into your approach for the next stage.
