Or how about the graduate who, after spending a day at an assessment centre run by a high street retailer was given 10 minutes to write a limerick about his experiences during the day?
Many of the big companies who have earned reputations for running good management training schemes, now put potential graduate recruits through a range of tests, often run over one or two days at an assessment centre.
These include case studies, role play, negotiation exercises and team challenges. In addition, psychometric testing is often used to test numerical and verbal aptitude.
Perhaps the toughest graduate recruiter is the armed forces, which puts its potential recruits through a three-day assessment known as the Regular Commission Board. As well as the physical challenges - recruits must complete an obstacle course that includes scaling an 8ft wall - the ordeal is mentally testing.
Candidates are tested on four areas of potential: elasticity of intellect under stress, problem solving, physical ability and personality and character - and most leave mentally and physically exhausted.
Many assessment centre tests involve strict time constraints that offer employers the added bonus of assessing potential employees' ability to cope under stress. One such test is the In-Tray Exercise in which candidates are given 60 minutes to analyse and prioritise a file of papers. This is used by the civil service selection board, along with policy exercises and cognitive tests, to choose the annual intake of graduates who join the civil service's fast stream.
In-Tray Tests and teamwork exercises are also used at investment banks. However, most also subject potential recruits to rigorous one-to-one interviewing which is likely to test economic understanding and up-to-date financial awareness.
So how do you cope? The growth in scientifically based tests means there is no point trying to act a part, because you'll be caught out. So stay relaxed and enjoy yourself - most of these new procedures sound more terrifying than they actually are.
