Key takeaways
- ACs are common for dual study programmes, trainee programmes, the public sector, banks, insurers and international companies (Bundesagentur für Arbeit).
- The usual exercises are a self-presentation, a group discussion, an in-tray exercise, a role play, a case study, tests and an interview.
- Observers rate behaviour against fixed criteria, such as communication, analytical skills and how you handle stress (University of Cologne).
- You can practise every exercise. University career services say practice helps you stay calm and work faster (University of Duisburg-Essen).
What is an assessment centre?
In an AC, several applicants are rated by several observers, mostly managers of the company, against set criteria while they do different exercises. The idea is to make the decision more objective than one interview alone (University of Duisburg-Essen, 20 Jan 2016, retrieved 31 Oct 2026). At the end, the observers build a competence profile of each applicant (University of Cologne, retrieved 31 Oct 2026).
A leaflet from the Bundesagentur für Arbeit gives the background. The method was developed in 1920 to select officers for the German army. The USA adapted it for staff selection in the 1950s, and since the 1970s large companies in Germany have used it mainly to choose junior staff and managers. A group is usually 4 to 8 applicants, with a similar number of company representatives (Bundesagentur für Arbeit, Hochschulteam Karlsruhe-Rastatt, February 2021, retrieved 31 Oct 2026). The same leaflet notes that experts disagree on whether an AC really finds the best candidate. Large employers still use it, so if you want to work there, you will meet it.
Key point: A job interview is mostly questions and answers. An AC asks you to show how you act, while several observers rate you against set criteria.
How long does it take?
Sources give different ranges, because every employer designs its own AC:
| Source | Length |
|---|---|
| Bundesagentur für Arbeit | Half a day to 2 full days |
| BA leaflet, Karlsruhe-Rastatt | Usually 1 to 2 days, sometimes only a few hours or up to 3 days |
| University of Cologne | Usually 1 to 3 days |
Your invitation should tell you the times. If it doesn’t, ask.
Who uses assessment centres in Germany?
The Bundesagentur für Arbeit lists dual study programmes, jobs in the public sector, banks, insurance companies and international corporations (Bundesagentur für Arbeit). The career service of the University of Cologne tells business students to expect an AC when they apply for internships, trainee positions or a direct entry job (University of Cologne). The University of Duisburg-Essen adds that ACs are expensive and take a lot of time, so companies use them mainly for trainee and management positions (University of Duisburg-Essen).
The public sector
Some public employers publish their selection rules, so you can read them before your AC. Two examples:
- Deutsche Bundesbank (higher service). Stage one is an English language test and an aptitude test, which can both be taken online. Stage two has a group task, a structured interview with a presentation, a technical interview and a written essay. The group task takes about 5 to 10 minutes per participant, the presentation about 10 minutes and the structured interview about 20 minutes (Deutsche Bundesbank, Auswahlrichtlinien höherer Dienst, retrieved 31 Oct 2026).
- Federal administrative IT service. The oral part is a structured or semi-structured interview, which can be combined with a presentation and simulation tasks (§ 19 GVIDVDV, retrieved 31 Oct 2026).
If you apply to a public employer, look in the job ad or on its careers pages for the selection rules. Where they exist, they name the exercises.
A typical assessment centre day
The order changes from employer to employer, but the Bundesagentur für Arbeit describes a common pattern: a welcome by the company, individual and group exercises, tests or presentations, role plays or case studies, and at the end a final presentation and a feedback round (Bundesagentur für Arbeit).
Example day plan (made up for illustration)
This plan is an invented example, not the schedule of a real company. The exercise lengths follow the ranges in the sources linked below.
| Time | Exercise | Format |
|---|---|---|
| 08:30 | Welcome, introduction of the company and the day | Group |
| 09:00 | Self-presentation, 2 to 3 minutes each (BA) | Individual, in front of the group |
| 09:45 | Group discussion, 5 to 10 minutes reading time first (Cologne) | Group |
| 10:45 | In-tray exercise with 10 to 20 documents (Cologne) | Individual |
| 12:00 | Lunch with applicants and company staff | Informal, but you are still observed |
| 13:00 | Case study and presentation, 20 to 30 minutes preparation (Cologne) | Individual or small group |
| 14:30 | Role play | One to one with an actor or observer |
| 15:30 | Tests on the computer | Individual |
| 16:15 | Individual interview | One to one |
| 17:00 | Feedback round | Individual |
Treat lunch and breaks as part of the day. The University of Duisburg-Essen points out that you often eat with the other applicants and with people from the company, and that you are observed in breaks too (University of Duisburg-Essen).
Tip: Lunch and breaks count. Keep small talk away from political, social and cultural topics, and skip the alcohol even if it is offered.
Six tasks, one timer
Numbers, text and logic, with a timer and solutions.
The exercises: what is observed and how to prepare
Self-presentation
What happens: You introduce yourself in 2 to 3 minutes. Be authentic and say what motivates you (Bundesagentur für Arbeit). Some ACs give you a twist, for example a presentation about yourself based on a picture or a word (University of Duisburg-Essen).
How to prepare: The BA practice AC suggests 5 minutes of preparation and 2 to 3 minutes of speaking: who you are, why you want this job, your strengths and weaknesses, and why you fit. Speak freely and film yourself to check how you come across (Bundesagentur für Arbeit, practice AC, retrieved 31 Oct 2026). Our guide to answering “Tell me about yourself” gives you a simple structure.
Say your 2 to 3 minute self-presentation out loud.
Practise in the Mock Interview TrainerGroup discussion
What happens: You discuss a given topic with other applicants. Groups range from 3 to 9 people. You usually get 5 to 10 minutes to read the material. The group then has to solve the problem and ideally agree on a result, which you may have to present to the observers (University of Cologne).
What is observed: How you come across and express yourself, focus on results, cooperation, how you deal with conflict and criticism, and how convincing you are (University of Cologne). The Bundesagentur für Arbeit stresses that it is not about being right. It is about staying fair, making clear arguments and listening (Bundesagentur für Arbeit).
How to prepare:
- Don’t interrupt. Invite quieter people to speak (Cologne).
- Watch the time so the group doesn’t get stuck on one point (Cologne).
- Change your view when someone has a better argument (Cologne).
- Steer the group towards an agreed solution (University of Duisburg-Essen).
- Practise with friends: 10 minutes preparation, 10 to 15 minutes discussion, with one person observing or a camera running (BA practice AC).
Key point: The group discussion is not about being right. Stay fair, make clear arguments, listen, and help the group reach a shared result.
Presentation
What happens: You get a topic or problem and about 20 to 30 minutes to prepare, alone or in a group. Then you present, with a flipchart, posters or slides, and answer questions (University of Cologne). The topic can be about you, about your field, or a short talk on a current issue without much preparation (University of Duisburg-Essen).
What is observed: Presence and expression, analytical skills, customer focus, business thinking, how you handle criticism, and persuasiveness (University of Cologne).
How to prepare: Use a clear introduction, main part and conclusion. Use media you know well, keep eye contact and expect questions (University of Duisburg-Essen). Nobody expects a perfect presentation in that time. Present the main points in a clear structure (University of Cologne).
Role play
What happens: You get a short case, often a problem or a conflict, and some time to prepare. Then you hold the conversation, for example with a “customer” or a “colleague” (University of Cologne; Bundesagentur für Arbeit).
What is observed: How you communicate, how you respond to the problem and how much you work towards a solution (Bundesagentur für Arbeit).
How to prepare: Before you start, answer a few questions for yourself:
What is my relationship to this person? [answer] What do I want to reach? [answer] What will they probably ask for? [answer] Where are the main points of conflict? [answer]
Expect new information during the talk. The other person may try to unsettle you on purpose. Stay calm and never become aggressive (University of Cologne). The BA practice AC suggests a conflict with an angry colleague as a training case: solve it calmly, without blame (BA practice AC).
Example: (made up) The “colleague” says you missed a deadline and the whole team now has a problem. You stay calm, ask what exactly went wrong, avoid blaming anyone and suggest a next step you can both agree on.
In-tray exercise (Postkorb)
What happens: You face a stressful workday. You get an in-tray of 10 to 20 documents, such as customer orders, instructions from a manager or changed appointments, and very little time. Some deadlines clash, so you have to set priorities. Usually you can’t ask questions (University of Cologne). It can also be an e-tray: an inbox with up to 20 emails, memos and presentations that all look urgent (University of Duisburg-Essen).
What is observed: Stress resistance, focus on results, analytical skills, decision speed and concentration (University of Cologne). You are expected to prioritise, decide and delegate (University of Duisburg-Essen).
How to prepare:
- Get an overview of all items first.
- Number the items and group the ones that belong together.
- Sort them by importance, for example into A, B and C.
- Mark every deadline and use the calendar if you get one.
- Delegate where you can and write down your decisions clearly.
Steps 2, 3 and 4 come from Cologne, steps 1, 4 and 5 from Duisburg-Essen. Don’t panic if you can’t finish: the exercise may be designed so that nobody can (Cologne). The BA practice AC has a short in-tray task with six items and a model answer.
Case study
What happens: You get a detailed description of a problem the company is actually facing and develop a solution, alone or in a group. One example: environmental activists protest against one of your production sites (University of Duisburg-Essen).
What is observed: Whether your proposal follows logically from the facts and whether you can defend it (University of Duisburg-Essen).
How to prepare: Read all the information carefully, look at details, think about the different points of view and the consequences of your decision, and expect critical follow-up questions (University of Duisburg-Essen). Management consultancies also like brain teasers, such as estimation questions. You don’t need the exact answer. They want to see how you reason (University of Duisburg-Essen).
Tip: In an estimation question, say your steps out loud. The observers rate your reasoning, not the exact number.
Tests
What happens: Depending on the job, you take tests on logic, concentration, numbers or language, often on a computer (Bundesagentur für Arbeit). Some ACs include personality tests (BA leaflet). At the Bundesbank, the aptitude test takes about 40 to 120 minutes and the English test about 10 to 40 minutes (Bundesbank). In one federal training track, a personality test may be used only to prepare the interview and does not count towards the result (§ 17 GDBNDVerfSchVDV, retrieved 31 Oct 2026). Ask the employer how a test is used if the invitation doesn’t say.
How to prepare: Practise test questions and online exercises (Bundesagentur für Arbeit). With practice, you understand tasks faster and stay calm longer (University of Duisburg-Essen). You can practise numerical, verbal and logical tasks with a timer in Joblumi’s free online assessment test.
Interview
What happens: An AC usually ends with a personal interview about your motivation, your CV and how you acted during the AC (Bundesagentur für Arbeit). In public sector selection, the rules often name a structured or semi-structured interview (Bundesbank; § 19 GVIDVDV).
How to prepare: Read your own application again: what did you write in your CV and how did you describe your motivation (University of Duisburg-Essen)? Prepare an example for each strength (Bundesagentur für Arbeit). Our guide to the job interview in Germany covers the usual questions and how to answer them.
How observers rate you
Observers first note pure behaviour, such as “speaks quietly”, “interrupts people” or “asks others for their opinion”. After each exercise they turn these notes into a rating, and at the end they combine all ratings into one overall result. The criteria depend on the job: a finance role may focus on analysis, negotiation and conflict, a design role more on persuasion and customer focus (University of Duisburg-Essen).
The Bundesbank rules show what this looks like on paper. Each selection panel usually has four members, who should be trained for the task and rate independently of each other. The group task and the individual presentation are rated in eight areas, including resilience, analytical skills, social behaviour, and organisation and planning. Every applicant can ask for feedback afterwards (Bundesbank).
What DIN 33430 says
DIN 33430 is the German standard for job-related aptitude assessment (“Anforderungen an berufsbezogene Eignungsdiagnostik”). The current edition is from July 2016 and replaced the 2002 version. It sets out how to plan an assessment, including a requirements analysis, and how to choose, run and evaluate methods, interpret results and qualify the people involved (DIN Media, DIN 33430:2016-07, retrieved 31 Oct 2026). DIN Media adds that no meaningful assessment is possible without first defining the right requirements, and that methods should be scientifically founded and tested (DIN Media, Eignungsdiagnostik, retrieved 31 Oct 2026).
Key point: A well-built AC measures what the job really needs. So read the job ad closely and work out which requirements each exercise is likely to test.
Paste the job ad and see its must-haves at a glance.
Check a job adOnline assessment centres
Parts of an AC can run online. The Bundesbank allows its first-stage tests to be taken online and then checks the results on site in stage two (Bundesbank). For the federal administrative IT service, the whole oral part may be held by video conference (§ 19 GVIDVDV).
The Bundesagentur für Arbeit checklist tells you to check the dial-in link and to test your internet, camera and sound beforehand (Bundesagentur für Arbeit). Three more points:
- Keep the in-tray rules from above: overview first, then priorities, then clear decisions (Duisburg-Essen).
- In a video group discussion, the Cologne advice still applies: don’t interrupt, and invite quieter people to speak (Cologne).
- Practise in front of a camera. The BA practice AC suggests filming yourself to check how you come across (BA practice AC).
Practise the online test part with a timer and worked solutions.
Start the practice testWho builds the online tests
Many employers don’t write their own tests. They buy them from specialised test providers, and the invitation email or the test portal often shows the provider’s name. Three provider names you may see:
| Provider | Background | Free practice on the provider’s own site |
|---|---|---|
| Aon (formerly cut-e) | Aon bought the Hamburg-based test company cut-e in 2017 (Insurance Business, 8 May 2017, retrieved 1 Nov 2026). Older invitations may still say “cut-e” | We found no official practice page we could check, so we don’t link one. Check the invitation email for a practice link |
| SHL | Provider of ability, personality and situational judgement tests (SHL) | Practice tests for verbal, numerical, deductive and inductive reasoning, situational judgement, personality and more (SHL, Practice Tests, retrieved 1 Nov 2026) |
| Talogy (formerly Cubiks) | Talogy has been the new home of Cubiks since March 2022 (Talogy, 15 Mar 2022, retrieved 1 Nov 2026) | Example questions for its Logiks ability tests, personality questionnaire and situational judgement tests. The practice site is available in German and English, among other languages (Talogy practice tests, linked from Talogy candidate support, retrieved 1 Nov 2026) |
SHL notes that its practice tests are for getting to know the format, and that their difficulty may not match the real test (SHL). Use them to learn how the screens and timers work, not to predict your score.
Tip: Search the invitation email for the provider’s name. If you find one, do that provider’s official practice test first, in the same language as your real test.
If the assessment centre is in German
Make it in Germany notes that companies often use an assessment centre for higher positions, with group discussions, role plays or presentations (Make it in Germany, retrieved 1 Nov 2026). For internationals, the language is often the hardest part: in a group discussion you have to follow fast speakers and react on the spot.
Ask early in which language the day runs. If it runs in German, use the CEFR scale to check yourself. The Council of Europe describes B2 as understanding the main ideas of complex texts, including technical discussions in your field, and talking with native speakers fluently enough that it is not a strain for either side (Council of Europe, CEFR global scale, retrieved 1 Nov 2026). That is roughly what a German group discussion asks of you.
What helps:
Your preparation checklist
If the AC runs in German, check your level first.
Find my German levelIf you are a student or recent graduate, check your university’s career service. Some run AC workshops where you try the exercises and get feedback. The University of Bonn, for example, covers tests, the in-tray exercise, role plays and group discussions (retrieved 31 Oct 2026).
Stay yourself
The sources agree on one point: don’t play a role that doesn’t fit you, because observers watch you all day and you can hardly keep it up (University of Cologne). “Nobody expects perfection”, the Bundesagentur für Arbeit writes (BA). And the AC works both ways: watch the company too, and decide whether you want to work there (BA leaflet).
An AC usually comes after your written application. If you are not at that stage yet, Joblumi helps you build a German CV, and with the Pass you track every application on one board.
Put this guide to work
Start free. Build your CV and cover letter for each job ad.
FAQ
What is the difference between an assessment centre and a job interview?
In an interview you mostly answer questions. In an AC you work on tasks, alone or in a team, while observers watch how you act (Bundesagentur für Arbeit). Most ACs still include an interview.
How many people take part?
Usually 4 to 8 applicants, with a similar number of company representatives (BA leaflet). Group discussions can have 3 to 9 people (University of Cologne).
Do I have to lead the group discussion?
No. Fairness, clear arguments and listening count more than being right (Bundesagentur für Arbeit). Helping the group reach a shared result is a good role, and you can do that without dominating (University of Cologne).
What if I can’t finish the in-tray exercise?
That can be part of the design. Some in-tray exercises are built so that you can’t finish them. Stay calm and handle the most important items first (University of Cologne).
Will I get feedback?
Many ACs end with a feedback round (Bundesagentur für Arbeit). At the Bundesbank, every applicant can ask for feedback on their strengths and weaknesses (Bundesbank). If nobody offers it, ask.
Related
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Sources
- Bundesagentur für Arbeit, meinBERUF: Assessment-Center: Alles, was du wissen musst, no date given, retrieved 31 Oct 2026
- Bundesagentur für Arbeit, meinBERUF: Übungen für das Assessment-Center, no date given, retrieved 31 Oct 2026
- Bundesagentur für Arbeit, Hochschulteam Karlsruhe-Rastatt: Assessment Center (AC), worauf es ankommt, February 2021, retrieved 31 Oct 2026
- University of Cologne, WiSo Career Service: Das Assessment Center, Erwartungen und Vorbereitung, no date given, retrieved 31 Oct 2026
- University of Duisburg-Essen, ABZ Career Service: The Assessment Centre, 20 Jan 2016, retrieved 31 Oct 2026
- University of Bonn, Career Service: Assessment Center-Training, retrieved 31 Oct 2026
- Deutsche Bundesbank: Auswahlrichtlinien höherer Dienst, no date given, retrieved 31 Oct 2026
- § 19 GVIDVDV, Verordnung über den Vorbereitungsdienst für den gehobenen Verwaltungsinformatikdienst des Bundes, retrieved 31 Oct 2026
- § 17 GDBNDVerfSchVDV, retrieved 31 Oct 2026
- DIN Media: DIN 33430:2016-07, Anforderungen an berufsbezogene Eignungsdiagnostik, retrieved 31 Oct 2026
- DIN Media: Eignungsdiagnostik, retrieved 31 Oct 2026
- Make it in Germany: Applying for a Job, retrieved 1 Nov 2026
- Insurance Business: Aon makes deal for cut-e, 8 May 2017, retrieved 1 Nov 2026
- SHL: Practice Tests, retrieved 1 Nov 2026
- Talogy: Talogy revealed as new identity, 15 Mar 2022, retrieved 1 Nov 2026
- Talogy: Candidate support and practice tests site, retrieved 1 Nov 2026
- Council of Europe: Global scale, Table 1 (CEFR 3.3): Common Reference levels, retrieved 1 Nov 2026
- Goethe-Institut: Goethe-Test PRO: German for Professionals, retrieved 1 Nov 2026