Group exercises are a common component of assessment centres. You are placed with four to six other candidates and given a task to complete together — typically a case study, a resource allocation problem, or a discussion. Assessors observe and score each individual candidate against a competency framework. This guide explains what they are looking for and how to perform at your best.
What assessors are watching for
Assessors are not scoring the group — they are scoring you individually. They are watching for: whether you contribute relevant, substantive points; whether you listen to others and build on their ideas; whether you help the group move forward when it gets stuck; whether you remain calm and professional under time pressure; and whether you treat other candidates with respect. You are not being scored on whether your team reaches the "right" answer.
Common group exercise formats
Case discussion: the group is given a business problem and must reach a recommendation. Role-allocation exercise: candidates receive individual information packs and must share information to solve a resource allocation puzzle. Leaderless discussion: a topic is presented and the group must debate or reach consensus without a designated leader. Presentation exercise: the group prepares and presents a response to a brief. In most formats, there is a preparation phase (individual reading) and a discussion phase — both are observed.
The participation balance
The two most common failure modes are: talking too much without listening (perceived as domineering) and contributing too little (perceived as disengaged). The right balance is to speak substantively three to five times, to explicitly invite others to contribute ("I'd be interested in your view on this"), and to summarise or move the discussion forward at key moments. Quality of contribution matters far more than quantity.
Making high-quality contributions
High-quality contributions: add evidence or reasoning to a point already made, introduce a consideration the group has missed, challenge a weak assumption respectfully ("I wonder if we've fully considered..."), propose a structure to the discussion, or summarise where the group has reached. Low-quality contributions: repeat what someone else said, dominate by speaking over others, take the discussion on a tangent, or withdraw into silence for long periods.
Handling conflict and disagreement
Disagreement is normal and is not penalised. What is penalised is handling it unprofessionally. If you disagree with another candidate, acknowledge their point before offering your alternative: "That's a fair point — I'd add that we should also consider...". Do not dismiss or interrupt. If two candidates are locked in a debate, you can score well by stepping in to acknowledge both perspectives and moving the discussion forward.
Time management
Group exercises are time-limited — typically 20 to 40 minutes. Watch the time and signal it to the group if needed: "We have about ten minutes left — should we start pulling together a recommendation?" This is a legitimate, valued contribution. Assessors look for candidates who help the group use its time effectively without being controlling about it.
Checklist
- Read the brief carefully during individual preparation time
- Made at least three substantive, evidenced contributions
- Listened to others and built on their points
- Invited quieter members to contribute at least once
- Helped manage the group's time or structure
- Stayed professional if disagreements arose
Common mistakes to avoid
- Talking over other candidates
- Going quiet for long periods to avoid saying the wrong thing
- Focusing on winning the argument rather than helping the group
- Not reading the brief thoroughly during preparation time
- Ignoring the clock until the time runs out