The recruitment process had three stages, initial online application, online situational judgement questionnaire and then an assessment centre. The online application was straight forward, degree details, etc and it had a few questions, Why ARUP?, Why the role?, Describe a recent challenge and How to do deal with aging infrastructure? The online questionnaire was straightforward. The assessment centre was split into five sections, a 45 min technical exercise, a panel interview, 30 min group exercise, Building tour and Q&A with the recruitment department on the salary on offer + other benefits. Travel expenses are refunded, a form is e-mailed to you after the assessment centre. At the beginning of the assessment centre, there is a bit of an icebreaker with the recruitment rep, so a go-round-the table exercise of Give your name/degree, Fun fact and Favourite film. After this is the fist part of the assessment, the technical exercise. The technical exercise was an exam-style set-up with a recruitment rep invigilating, there was a short description of a project and two questions based on the passage of text. In this case it was reducing leaking in a given water company) and questions were: Why a gov. regulator is needed? and How would you achieve a given reduction target for leakage?. The technical exercise varies depending on the role applied for, it could also be possible ways to encourage greener modes of transport, etc. Once the 45 min is up, the invigilator collects the question and answer sheets and these are kept aside until the panel interview exercise. After technical exercise, you'll be divided into groups, and then based on this, you have the interview/Q&A with recruitment rep/Building tour/Group exercise and this could take place in any order. For the panel interview, it is 2 interviewers, with mostly competency questions. Near the beginning of the interview, you are handed back the earlier completed technical exercise, and then asked to explain your thought process for your written answers for the associated questions tied to the technical exercise. The competency questions include some of the questions recycled from the initial application, Tell me about yourself? Why Arup? What are the main problems with aging infrastructure? There will be some technical questions based on a project you have completed within your degree and the questions will be further followed up with infrastructure related questions linked to your project. Other competency questions include: Give a time when you solved a problem in an unconventional way? Give a time when you had multiple deadlines at the same time and how you approached that situation? Give a time when you had to manage a budget? There is opportunity to ask questions at the end. There is a lunch with the interviewers and recent graduates, after the first two activities, technical + interview/Q&A/group exercise. The lunch is sandwiches, crisps,fruit; there may have been some mini brownies. I was expecting a better lunch offering, roast potatoes perhaps, or even chicken satay skewers but it was mostly sandwiches, which were edible but tasted cheap. After the lunch is the other two exercises depending on what you did for the 2nd exercise, panel interview/Q&A with the recruitment rep/Building Tour/Group exercise. The Q&A is pretty standard, the salary for the role is mentioned and various benefits as mentioned above. The group exercise involves a case study of a project with 2 assessors from the role advertised and the recruitment person sitting in from the technical exercise. The team has 20 mins to decide (+5 mins presenting) whether to approve the project or not. Within the team, a timekeeper will be appointed and the assessors are observing your behaviour while you discuss within your teams, so look professional. To present, there is a flipchart and a whiteboard available. There is a 5 min Q&A based on the group presentation, so it is a good idea, to read up on Arup's typical project liabilities, typical per project costs and average % revenue per project. In between the five exercises, there is a bit of 'gap time' with the recruitment rep so during these, in which they do try and stealthily ask what other roles you have applied to and if you would take this role, if offered, so it's good to think of this before hand. It is at your discretion whether to share this info as it is a framed as a casual group chat. The building tour, is what it is, a show-and-tell of all the departments with two recent graduates. A decision from the assessment centre is provided within a week via a fairly, generic e-mail, with no name in the signature, so it feels really impersonal if the decision is an unsuccessful one. You can request feedback from the assessment centre, and for this, you would need to send a follow-up e-mail to Arup.