So if you are called to an assessment centre, what should you expect?

Firstly, you will receive pages of familiarisation material, and you will read it - several times. And if you are like most people, you probably still won't feel much familiarised. But once you know what you're letting yourself in for, assessment centres aren't really all that scary.

Put simply, an assessment centre is a series of different selection methods, tests and business activities or tasks.

These are designed to let you prove to your potential employer that you possess some of the skills and qualities necessary for the role you have applied for. So you will be assessed along with six or seven other applicants.

Your assessors will be looking at what you can do (rather than what you say you can do), your key skills, competencies and qualities, your potential and how you relate to others.

Depending on the job in question, most Assessment Centres will include the following:

psychometric and aptitude tests, and business activities and tasks.

Psychometric tests are designed to assess your personality, how you might respond to certain challenges and whether you would fit in with the corporate culture.

So you should answer these questions honestly, and don't try to guess what they are looking for - your personality isn't going to change just because you get the job.

Conversely, aptitude and ability tests should be familiar to most people who have gone through the educational system. They focus on your potential or intellectual capacity in specific areas, such as verbal comprehension and numerical ability;

logical or analytical ability;

critical thinking and decision making. These tests are normally timed, with multiple choice questions. Accuracy is very important, so it's a good idea to get your brain into gear using sample tests.

It is also best to skip any questions you really can't answer.

In terms of business activities and tasks, many organisations design specific tasks and business activities to test your suitability for a particular role. They key is to pay careful attention to the instructions for each exercise, and follow them explicitly. Identify the main skills, competencies and qualities being assessed, and demonstrate them. Focus on one activity at a time, and if you underperformed in one, you can probably compensate in another.

These tasks often include case studies, which test a number of your abilities, including the ability to analyse information; think clearly and logically; and make decisions based on the data provided. For example, you could be asked to read a business proposal, or a set of documents, and then present your analysis. This is done either in an individual interview, a formal presentation or a group discussion with other candidates.

Of course, unless you are supremely confident, you will be feeling some pressure.

Commonly made mistakes in this area include spending too long digesting the brief, missing key points and making uniformed decisions and making a decision without the evidence or facts to back it up.

As well as one-to-one interviews, there will also be group discussions and team tasks, where assessors will be looking for interpersonal skills such as influencing, teamworking and leadership potential. In interviews or presentations structure your information and communicate your points clearly to the appropriate audience.

Use specific examples and evidence to create understanding. For a case study, offer specific details and evidence from the brief to back up your points.

There could also be business simulations such as intray exercises. These test if you can handle large volumes of simple and complex information. The task is usually about analysing the data and information and using your judgement to organise, prioritise and plan tasks and activities. Often there are a few tasks in the one exercise and it is strictly timed. Speed and accuracy is of the essence - don't get bogged down on the detail, see the overall themes, and prioritise accordingly.

Finally, role plays may seem like fun, but they are an opportunity for the assessors to see you in action - handling an underperforming staff member, dealing with an irate client, negotiating a business deal. Candidates who perform well remain professional and unemotional.

They adopt the role. They focus and achieve a positive result, discuss the issues calmly, and come to a mutual agreement and plan of action within the allocated time.