An assessment centre is one of the most demanding stages of an application for many graduates. It tests not only specialist knowledge but above all how you behave in a group, under time pressure and in conversation with observers. Anyone who knows the format can prepare in a targeted way.
Short answer: An assessment centre usually lasts one to two days, with a group of typically four to eight candidates. Typical exercises include an introduction round, a presentation, a group discussion, a role play and an in-tray exercise. The Federal Employment Agency (Bundesagentur für Arbeit) recommends rehearsing the exercises beforehand and preparing for small talk (as of November 2026).
The most important points in brief
- An assessment centre usually lasts one to two days and is carried out in groups.
- On the company side, usually a similar number of representatives observe, moderate or assess.
- Typical exercises are an introduction round, a presentation, a group discussion, an organisation exercise, a role play, an in-tray exercise and an interview.
- Rehearsing the exercises and having your career history ready belong to the preparation.
- Breaks and small talk count too, so stay attentive and friendly throughout the day.
What is an assessment centre, and who assesses you?
An assessment centre is a selection process in which several candidates work on different tasks at the same time. According to the Federal Employment Agency, it usually lasts one to two days. The group typically consists of four to eight candidates.
On the company side, a similar number of representatives act as observers, moderators or assessors. They look at skills, motivation and personality. Because several exercises and several observers are involved, the judgement is based on the overall picture rather than a single moment.
Which exercises are typical?
The table lists the exercises that the Federal Employment Agency describes as typical, with their focus and a preparation tip. A case study is not explicitly named there, so it is worth asking in advance which exercises are planned.
| Exercise | What is assessed | Preparation |
|---|---|---|
| Introduction round | Presence and clarity | Describe your career history in reverse chronological order |
| Presentation | Structured delivery | Practise with a time limit and divide it into three parts |
| Group discussion | Argument and teamwork | Listen and pick up other people’s contributions |
| Organisation exercise | Planning and decisions under time pressure | Say your approach out loud as you go |
| Role play | Conversation management and empathy | Practise with a trusted person |
| In-tray exercise | Prioritising tasks | Sort tasks by urgency |
| Interview and final talk | Motivation and fit with the role | Formulate concrete reasons for wanting the role |
At first glance the exercises look separate, but they are connected. Anyone who speaks clearly in the introduction round tends to appear more structured in the group discussion too, because the impression carries through the day.
How do you prepare sensibly?
The Federal Employment Agency lists several practical steps that work well together. The most important are:
- Work through guides with exercises and rehearse the exercises beforehand.
- Talk about the process with trusted people or advisers.
- Read the company website and information material to understand the role and the firm.
- Practise small talk, because it also plays a part in the breaks.
- Have your own career history ready in a short and consistent form.
For the conversation parts, the article on job interviews (in German) is a helpful complement. Many answers carry over, such as how you explain your motivation.
Those who prepare have an advantage that is easy to underestimate. The exercises are rarely so unfamiliar that you cannot place them. Still, many people find it hard to speak freely in front of observers or to defend an argument in a group without raising their voice. Training helps more than reading here. Imagine a ten-minute presentation, practise with a stopwatch and give the talk once to a person who will give you honest feedback. Afterwards, note where you were unsure and repeat those passages on purpose.
How should you behave during the day?
Pay attention to your first impression, look friendly and keep eye contact. Let others speak and use short, clear sentences. In exercises under time pressure, this clarity helps, because it makes your thinking visible and lets others follow you.
You are also observed during the breaks, though this is rarely stated openly. An open conversation with other candidates comes across as natural. Do not push yourself forward, but be approachable and interested.
What do you do after the assessment centre?
Ask about the timeline for feedback and thank those involved. If you receive a rejection, you can use it to reflect on the process. Note which exercises were difficult for you and prepare for them specifically if another selection process lies ahead.
The observers are not opponents. They assess against set criteria that are often not disclosed in full. It therefore makes sense not to try to impress them, but to solve each task as well as you can and stay approachable. Anyone focused on what the exercise asks for usually appears more composed than someone who constantly checks how they come across.
Frequently asked questions
Do I have to master everything at an assessment centre?
No. It is about behaviour in the group and in the task, not about perfection. Anyone who argues honestly, listens and works in a structured way shows the skills that are being looked for.
How present should I be in the group?
Present, but not dominant. Contribute, pick up other people’s ideas and keep eye contact. Anyone who only talks without listening quickly stands out in a group discussion.
What if I feel uncomfortable in a group?
Practice helps. A rehearsal with friends or an adviser that recreates the group situation takes much of the pressure off. On the day itself, focus on the task rather than on the others.
How do I find out which exercises to expect?
The invitation and the company often give information. Ask politely in advance about the process, the length and the planned exercises. A clear answer helps your preparation.
Can I withdraw from an ongoing assessment centre?
That is possible, but it should only happen for serious reasons. Raise it early and politely rather than simply not turning up. That way the contact with the company is preserved.
Think in advance about the role you usually take in groups, for example as idea provider, moderator or summariser, and whether you can deliberately vary it. Anyone who knows where their strength lies can contribute it to the group without crowding out the others.
What to do now
- Ask in advance about the length, group size and exercises of the assessment centre.
- Rehearse the typical exercises with a trusted person.
- Prepare a short, coherent summary of your career history.
- Plan time for small talk and breaks so that you appear relaxed.
Related articles
- Applying for your first job: timeline from advert to contract
- Job interviews: how to prepare with confidence (in German)
- Reading a job advert: what the requirements really mean
- Final grade in your application: when to state it
- Trial work in the application process: must it be paid? (in German)
Sources: Federal Employment Agency, Assessment centre: what matters (retrieved November 2026, in German), Federal Employment Agency, worksheet on selection procedures (retrieved November 2026, in German).
Last updated: November 2026. This guide is general information, not individual advice.
