Assessment centres put candidates through a series of tasks in one day, and the presentation exercise is one of the most common. For neurodivergent candidates it can bring extra pressure: an unfamiliar room, bright lights, strangers watching, and a format that rewards one particular style of speaking. None of that means you can’t do well. It means preparation, and the right adjustments, matter more.
This guide explains what a presentation exercise involves, what assessors are looking for, and how to prepare and deliver yours in a way that works for you.
What is a presentation exercise?
You’re asked to give a short presentation on a set topic to a panel of assessors. Usually you get a brief in advance and time to prepare. You may be able to use slides, a flip chart or notes. Afterwards the panel normally asks questions about what you presented.
Employers use the exercise to see how you structure information, explain it clearly and handle questions. It’s especially common for roles that involve presenting to clients or colleagues.
What skills are being assessed
Communication. Can you get your ideas across? Speech is only one part of it. Clear slides, a good handout or a well organised flip chart all count.
Structure. Does the presentation have a clear beginning, middle and end? Cue cards and a simple outline make this much easier.
Knowledge. Have you understood the brief and researched it? Depth of understanding matters more than polish.
Composure. Nerves are normal and assessors expect them. They’re looking at how you carry on, not how relaxed you look.
Time management. Can you fit your content into the time given? Practising with a timer is the simplest fix.
Prepared and on the spot presentations
Most employers send the topic in advance, which mirrors real work, where you’d normally have time to plan. Even for a five or ten minute slot, good preparation makes a big difference.
Some assessment centres give you the topic on the day, with something like 15 minutes to prepare. That format is testing how you adapt under pressure more than your presenting. If you know this kind of exercise is hard for you, it’s reasonable to ask whether an adjustment is possible, such as more preparation time.
Whichever format you get, you set the pace once you start. Pausing to check your notes is fine.
How to prepare
Get clear on the task and the setup
Read the brief carefully and ask the recruiter about anything that’s unclear. Find out what equipment you’ll have, how long you’ll present for, how many people will be on the panel and whether there will be questions. If you can, ask to test the equipment before you start. Fewer unknowns on the day leaves more of your energy for the presentation itself.
Ask for adjustments early
You’re entitled to ask for reasonable adjustments at an assessment centre, and the best time to ask is when you’re invited, not on the day. Examples include extra preparation time, the topic in writing, a quieter room, dimmed lights, presenting seated, or using notes freely. Our reasonable adjustment request template gives you wording you can adapt. In the UK, Access to Work can also help pay for communication support at a job interview.
Plan it in small steps
Break the work into research, outline, slides or notes, and practice, and give each step its own time slot. A simple structure works well: what you’re going to cover, three main points, then a short summary and recommendation.
Use visual aids that help you
Slides, diagrams or cue cards can carry part of the load, both for you and the panel. Keep slides simple, with a few words each, so they prompt you rather than compete with you.
Practise out loud
Run through it several times, ideally once in front of someone you trust who can tell you where it was unclear. Time each run. If the exercise includes questions, ask your practice audience to throw a few at you.
Plan for your sensory needs
Think about what helps you stay regulated, such as a quiet space beforehand, a familiar object to hold, or a short breathing routine, and plan when you’ll use it.
On the day
Take your time. Speak at a pace that feels comfortable. Short pauses give you a moment to think and give the panel a moment to take in what you said.
Eye contact is optional. If it’s uncomfortable, look towards the panel in general, at your slides, or at a point just above people’s heads. It won’t count against a good answer.
Use your notes. Glancing at cue cards is normal. Reading your slides word for word is the only thing to avoid.
Be yourself. You don’t need to copy anyone else’s presenting style. A clear, honest presentation in your own voice lands better than a forced performance.
Handle questions calmly. It’s fine to ask for a question to be repeated or to take a moment before answering. The STAR method can help you structure answers that draw on your experience.
Look after yourself afterwards. Assessment days are long. Plan something restful once it’s over.
What assessors are looking for
Assessors score every candidate against the same criteria, agreed with the employer. These vary, but typical questions on a scoring sheet include:
- Did the presentation answer the brief?
- Was there evidence of preparation and planning?
- Were visual aids used to aid understanding?
- Were the ideas explained clearly?
- How well were questions handled?
Notice what isn’t on that list. There’s nothing about eye contact, perfect fluency or seeming confident.
For more on handling nerves, see our guide to reducing interview anxiety, and for the rest of the selection process, our interview guide for neurodivergent jobseekers.
How Enna can help
Looking for employers who will take your adjustment requests seriously? Start with the Enna jobs board, where roles are posted by organisations investing in neuroinclusion, and register for job alerts to hear about new ones first. Our CV guidance can help you get to the assessment centre stage in the first place. If you have a question about your own situation, email the team at hello@enna.org.
