Candidates Guide

to Assessment
What is
Competency based
interviews
Competency interviews consist of

assessment? questions that are designed to target

a specific skill or competency. You will
need to give examples of situations
where you have demonstrated the
Role - plays/simulations required skills and behaviours.
An assessment is A role- play looks at how you Presentations
used to select the behave and perform in a Presentations look at your
job- related situation. ability to organise, structure
best person for a role. and present information in a
clear and concise way.
On the right are the
assessments that you
may go through during Assessment
an E.ON interview.
Ability Tests
Our assessments always Ability tests look at aspects of
Exercises/case studies
The amount and type of
involve a competency general mental ability.They ask
multiple choice questions and are detail will depend on the role. This
based interview plus an timed, usually allowing 30 approach allows individuals to
demonstrate key competencies and to
minutes for 30 or soquestions.
additional exercise(s) Common ability testsinclude gain an insight into the types of tasks
verbal (using words), numerical you may be involved in if they receive
(depending on the role (using numbers), abstract. Personality Questionnaires a job offer.
Personality questionnaires look
type/level). at personality preferences and
are used to look at how you
are likely to behave under
various conditions.
Our competency model - Grow @ E.ON
What is Grow @ E.ON?
As an employee, you are mapped
against these for performance and
development. Each competency is
focused on a different skill and
behaviour.

All of the assessment material

created by E.ON is mapped against
this model.

If you want to gain further support

on the GROW competencies, visit the
L and D connect page where there is
material around each competency to
help support your application.

https://connect.eon.com/pages/pg-
uk-learning-
development/apps/content/welcome
Hints and tips

Interview Try to use current examples and

use the STARR model
Use specific examples where
you have played an important Situation:
role and use ‘I’ instead of ‘we’. Describe the situation
Try to provide examples from Task:
a range of situations to offer What goal were you
breadth and depth. working towards?
Action:
There will be the opportunity
for you to ask questions at the Describe the actions you took to
end of the interview. address the situation
Result:
You should stick to questions
about the role, the team, the Describe the outcome of your actions
future strategy or direction of Review/Reflection:
the team rather than asking
for initial feedback about your What could you have done
performance in the interview. differently?
 Hints and tips

Role plays Case study Presentations

Make sure your role play has a Don’t panic if there is a large Consider using visual aids such as flip
beginning, middle and end amount of paper involved; try to charts or PowerPoint (if available).
and treat this like a meeting look through and identify
you would run. priorities. Give your presentation a structure;
tell them what you’re going to tell
Ask their opinion as well as Ensure you understand the them and tell them what you’ve told
offering your own. purpose of the exercise. them.

Build rapport. Make use of frameworks, Speak clearly to person/s you are
e.g. SWOT, Consultancy cycle to presenting to – not to the flipchart or
Think about your body help digest, prioritise information your notes.
language and tone of voice. and gather evidence of reasoning
in your decision making. Be conscious of tone of voice and
body language, words themselves
You may need to make some only make up a very small percentage
assumptions. You should make of communications.
this clear and explain what you
would do in order to clarify your Ensure you cover off the points being
assumptions. asked to you.
Hints and tips

Personality Ability Tests

questionnaires
Read the instructions Read the instructions
carefully. carefully.

Give yourself sufficient, Some tests recommend that

uninterrupted time to you use additional
complete the questionnaire. materials/tools e.g. a
calculator for numerical
Answer the questions tests. Therefore make sure
honestly to best represent that you have these to hand.
you, don’t try to second guess
what the questionnaire is Complete the practice
looking for – there are no
right or wrong answers when questions and only proceed
it comes to personality! when you are ready.

Give yourself sufficient,

uninterrupted time to
complete the test.
Top 10 tips for the day Prepare some questions
that are pertinent to you
in order to ensure E.ON
match your career
Try to stay calmand
goals, have them
take time to think
Preparation: know the written down, again it
Make notes on your before you answer.
business area, how long shows you are prepared.
experience of the visit,
they have been
both positive and
operating, how many
'where applicable'
units, expansion plans
negative but be
and key principles of the
objective.
area and the team.
Dress the part, make sure
you dress according to the Use a framework to
help you to respond to
company ethos, don’t
questions in a well
dress up if informal, and structured manner:
don’t dress down if a more STARR (Situation,
Plan your route and formal operation. Target, Action, Result,
allow time for travel Review/Reflection).
problems, have their
number just in case to
call ahead but make it15
minutes before rather
than 5. Try to take every opportunity
to demonstrate your skills
throughout the interview. If At the end of the interview
ask what is the next part Make eye contact and
you don’t share information
of the interview process
about your suitability, then give a firm handshake
and inform that you are
the assessors will not be able when you first meet the
very interested in the
to include it in their
business and opportunity. person.
assessment.
Before your interview
A confirmation email will be sent by the
Hiring Manager of details on your
interview.

Ensure that you review any attached

documents to help with preparation and
to make sure you bring everything along
with you on the day.

If you have any questions then please

contact the hiring manager directly.

If travelling to another site, please ensure

you have booked a car parking space.
Outcomes
If you are being assessed for a role then you will be
informed whether or not you were successful by the
manager. Sometimes you might be asked to come back
in for a second stage assessment before a final decision
is made.

If you are successful and offered a position the

manager will talk you through the conditions of any
offer and agree a suitable start date. If you verbally
accept the offer you will be sent an appointment/offer
letter to confirm this.

If you are not successful you can request feedback

from the manager directly on your performance
about key strengths and key development areas that
were displayed during the assessment. This is
typically provided by an assessor who observed your
performance on the day.
Further support
If you have any questions on assessment and selection at
E.ON or for reasonable adjustments then please contact the
Talent Acquisition Team on [email protected] and one
of the team will get back to you as soon as we can.