EY Assessment Centre Group Exercise 2027: Scoring & Tactics
The EY assessment centre group exercise is scored openly while you discuss — assessors watch every contribution, and dominant candidates who talk over others get marked down, not up. It is a group discussion around a business case, and the scoring rewards collaboration, not competition. Candidates who treat it as a debate to win are the ones who fail.
What the EY Assessment Centre Group Exercise Is
The EY assessment centre group exercise puts 5 to 8 candidates around a business scenario — a client problem with briefing materials, data, and competing options. The group gets a fixed 20 to 30 minutes to discuss and reach a joint recommendation while an assessor scores each candidate individually against a competency framework.
No leader is assigned. The exercise is designed so the group cannot finish without collaboration: the materials hold more information than one person can process, which forces sharing. Assessors rotate attention across candidates, noting what you say and how the group responds to you.
How the EY Assessment Centre Group Exercise Is Scored
Scoring is transparent and individual. Assessors rate specific behaviours: quality of contributions, listening and building on others' points, time management, and handling disagreement. Talking the most does not score the most — assessors explicitly penalise dominating, interrupting, or dismissing others' ideas.
The highest-scoring behaviours are deceptively simple: summarising the group's position clearly, bringing a quiet member into the discussion, proposing a structured way to evaluate options, and disagreeing without tension. Candidates who do these consistently outscore brilliant individual insights delivered aggressively.
Tactics for the EY Assessment Centre Group Exercise
Open with structure, not opinions. In the first two minutes suggest a plan: five minutes reading, then share key facts, then evaluate options against criteria. That single move positions you as organiser and scores immediately.
Then practise the three winning moves: build ("adding to what she said..."), include ("we haven't heard from you yet — thoughts?"), and summarise ("so we agree on option B because..."). Speak in short contributions, not monologues. Disagree with the idea and offer an alternative — never dismiss the person. Watch the clock and warn the group at halfway; time management is scored.
Our 2027 EY Online Assessment and Video Interview Tutorials includes group exercise briefing examples and scoring frameworks from the 2027 cycle, so you know exactly which behaviours assessors tick off while you talk.
Why the Loudest Candidate Loses
In a group of strong candidates, the person talking over everyone looks like a liability — and assessors watch for exactly that. Every year confident candidates fail this exercise by mistaking volume for leadership. For the 2026 application season, check the official EY careers page for assessment centre details, then rehearse collaborative tactics, not debating points. Offers go to candidates who made the group better, and the scorecards prove it.
FAQ
How is the EY group exercise scored? Individually, on contribution quality, listening, inclusion, time management, and handling disagreement. Dominating is penalised.
How many candidates per group? Usually 5 to 8, with 20 to 30 minutes of discussion.
Should I try to lead? Facilitate rather than dominate. Suggesting structure and including others scores far higher than controlling the conversation.
What if someone is aggressive? Stay calm and collaborative — assessors notice who handles tension well. Do not match aggression; the contrast favours you.
Preparing for EY's assessment centre? Our 2027 EY Online Assessment and Video Interview Tutorials has the exact questions and answers — $79 one-time, instant download.
