The Royal Navy psychometric test is a pivotal early moment in the Royal Navy recruitment process. This guide will tell you what to expect and how to succeed (including tips, insider secrets and practice tests).
Learn more about the many roles on offer by visiting the Royal Navy careers site.
Royal Navy Psychometric Test – Introduction
There is a wide range of roles available in the Royal Navy which means there are many possible career paths. (The Royal Navy’s role-finder tool is useful for research in this area.)
Here’s why this test is so important: The Royal Navy psychometric test dictates which roles you can apply for.
Yes, you read that right. Your score in the psychometric test has lasting repercussions, so even at this early stage you are making critical career-path decisions.
Your score in the Royal Navy psychometric test dictates which roles you can apply for.
If you score poorly in your Royal Navy psychometric test then you may find that the role you had in mind is no longer available to you.
This is why preparing for the test is so important. You can boost your chances of success enormously with some dedicated preparation and practice.
Are you ready to get into the detail of the test? Let’s do it.
Royal Navy Psychometric Test – Scoring
After your Royal Navy psychometric test you will be given your score straight away. You will also be given a role list.
The Royal Navy psychometric test is computerised and uses software to measure your performance in two ways:
Accuracy – Did you get the questions right?
Speed – How quickly did you answer the questions?
The computer software takes both factors into consideration and then generates a list of roles that you can apply for. This list is based on your performance in the test.
Action point: Buy some English and Maths study guides and brush up on the basics. If you’re serious about getting a high score in the test, you will practice like a demon beforehand.
Successful candidates take the time to prepare and practice. Be smart. Invest the time in your career.
Joining the Royal Navy – Ben’s Story
The 4 Sections Of The Royal Navy Psychometric Test
The Royal Navy psychometric test is a multiple-choice test with four sections:
Reasoning
Verbal Ability
Numerical Reasoning
Mechanical Comprehension
Let’s look at what to expect in each section.
The Royal Navy psychometric test – Reasoning
The Royal Navy psychometric test groups several types of reasoning into one section. This is quite unusual in the recruitment world, but the Royal Navy know exactly what they’re looking for.
You must answer 30 questions in 9 minutes, in the following areas of assessment:
This is a maths test. You’ll have 16 minutes to complete 30 questions.
The questions include:
Subtraction
Multiplication
Addition
Division
Percentages
Area
Fractions
Basic algebra
We get more emails about numerical tests than anything else, so we created a Numerical Testing Hub to show you how to pass this type of assessment.
Action point: Visit our Numerical Hub. Watch some videos. Learn some useful tips!
Royal Navy numerical test practice
Practicing boosts your confidence and competence. If you’re serious about getting a high score in your Royal Navy psychometric test, you will need to practice beforehand.
Royal Navy psychometric test – Mechanical Reasoning
This section of the Royal Navy psychometric test has 30 questions and a time limit of 10 minutes.
You’ll be given diagrams and sketches with the questions. This section measures your ability to assess mechanical principles.
Check out our mechanical comprehension test guide to learn more about this type of test and the forces and principles that you’ll need to demonstrate you understand.
Joining the Royal Navy – Ali’s Story
The All-Conquering Importance Of Practice
Here’s something we’ve learned from tens of thousands of hours working in recruitment:
Successful candidates have one thing in common, they are consistently better prepared than unsuccessful candidates.
If you want to score highly in your Royal Navy psychometric test there is nothing you can do that will boost your performance more than repeated practice.
The Royal Navy website offers a few practice questions but it is well-known that the real test is harder than the questions they offer up on their website.
Pro Tip: We always recommend this Royal Navy practice pack because it includes clear explanations and scoring for each question. This allows you to pinpoint your weaknesses and improve them before the real test.
The Royal Navy psychometric test: Closing Tips
Treat this seriously – This is your life. Your career. Your future. Commit to preparing for this test. Treat it like a full-time job. Practice for days in the build up to your test. You can improve your performance enormously in a short period of time. Your preparation will determine your level of success.
Get a good night’s sleep – Sleep is important for cognitive function and you should make sure you have at least 8 hours sleep before sitting your Royal Navy psychometric test. You need to be firing on all cylinders during the test. This is such a simple thing to get right. Do it!
Relax and don’t panic – It’s important you keep your nerves under control. The Royal Navy needs people who can perform under pressure. Read our guide on coping with nerves here.
Practice – This will improve your accuracy and the speed at which you can answer the questions. This will improve your score and the roles offered to you. You will do better in the test and have more options if you practice. It really is that simple.
Good luck in your Royal Navy psychometric test
Thank you for serving our country. We wish you the very best of luck in your Royal Navy psychometric test.
Careers in the Royal Navy can take many different paths. This is because of the enormous range of roles on offer. (Check out the Royal Navy’s role-finder tool to learn more.)
The Royal Navy recruitment test dictates which roles a candidate can apply for. It’s a crucial early ‘filter’ in the Royal Navy recruitment process that efficiently sifts through the candidate pool.
Royal Navy recruitment story: Gareth
The Royal Navy gives a lot to its employees but expects plenty in return. They want the bestand the first step in the recruitment process is the Royal Navy recruitment test.
Your score in the Royal Navy recruitment test dictates which roles you can apply for.
If you have your heart set on a particular role it’s vital that you achieve the necessary score in the Royal Navy recruitment test. If you fall short then that role will be unavailable to you.
Royal Navy Recruitment Test – Scoring
One great thing about the Royal Navy recruitment test is you find out your score immediately. (There’s no anxious waiting period!)
Along with your score, you will leave with a role list. The Royal Navy recruitment test is computer-based and the software uses an algorithm that will look at two factors:
Your accuracy
Your speed
It will then take both of these factors into account and provide you with a list of roles deemed suitable for you.
You will then be able to go away and research the roles you have been given, to see which you wish to apply for.
Pro Tip: When sitting the Royal Navy recruitment test, it is not just your answers that matter; how quickly you provide those answers is equally as important.
Royal Navy recruitment story: Ben
The Royal Navy recruitment test: what it covers
The Royal Navy recruitment test is a multiple-choice exam that has four sections:
Reasoning
Verbal Ability
Numerical Reasoning
Mechanical Comprehension
Let’s take a closer look at each section.
The Royal Navy recruitment test – Reasoning
You will be given 9 minutes to complete 30 questions in this section. Unlike most psychometric tests, the Royal Navy recruitment test groups several types of reasoning into one section.
(This is effectively multiple psychometric tests rolled into one.)
With 9 minutes and 30 questions this section measures your ability to interpret and understand words and language.
Expect to have to ‘fill in the blanks’, choose the ‘odd one out’ or find the relationship between the given words and phrases.
It is important to be able to read quickly and accurately. It’s very easy to make a mistake when completing this section and to misinterpret what is being asked of you.
Practise is the key in improving both your accuracy and the speed in which you can complete the questions.
Useful resources for your Royal Navy numerical test
There are some great videos on YouTube for boosting your mathematical skills.
Here’s an example, covering fractions. (There are others in this series, so check them out if you feel this is a weak subject.)
Learn how to pass your numerical test here
We get more emails asking for help with numerical tests than anything else, so we created a Numerical Testing Hub to help you out. Check it out!
The Royal Navy recruitment test – Mechanical Reasoning
This is the final section in your Royal Navy recruitment test and you will have 30 questions to complete in 10 minutes.
As you might expect, this part of the Royal Navy recruitment test will look at your knowledge of basic mechanical principles. (You will be provided with a diagram or drawing for each question.)
Here’s a powerful truth: Successful candidates have one thing in common, they are consistently better prepared than unsuccessful candidates.
If you want to score highly in your Royal Navy recruitment test there is nothing you can do that will boost your performance more than repeated practice.
The Royal Navy website offers a few practice questions but it is well-known that the real test is harder than the questions they offer up on their website.
Pro Tip: We always recommend this Royal Navy practice pack because it includes clear explanations and scoring for each question. This allows you to pinpoint your weaknesses and improve them before the real test.
The Royal Navy recruitment test: Tips for success
Practice – This will improve your accuracy and the speed at which you can answer the questions. This will improve your score and the roles offered to you. You will do better in the test and have more options if you practice. It really is that simple.
Get a good nights sleep – Sleep is important for cognitive function and you should make sure you have at least 8 hours sleep before sitting your Royal Navy recruitment test. You need to be firing on all cylinders during the test. This is such a simple thing to get right, skip this at your peril!
Focus on this and treat is seriously – This is your life. Your career. Your future. Commit to preparing for this test. Treat it like a full-time job. Practice for days in the build up to your test. You can improve your performance enormously in a short period of time.
Relax and don’t panic – It’s important you keep your nerves under control. The Royal Navy needs people who can perform under pressure. Read our guide on coping with nerves here.
Good luck in your Royal Navy recruitment test
Thank you for serving our country. We wish you the very best of luck in your Royal Navy recruitment test.
Situational judgement tests are used by employers to screen job candidates. This guide will explain what a situational judgement test is and show you how to succeed.
Learn to pass other types of aptitude tests with our free expert guides: Numerical | Verbal | Logical
What is a situational judgement test?
This isn’t merely a perception test; a situational judgement test is a way of assessing candidates’ critical thinking, decision making and judgement skills.
It provides a clear view of a candidate’s innate values, worldview and behavioural traits to establish their suitability for a given role.
Psychometric testing like this is often daunting for the candidate, but it’s here to stay.
A situational judgement test will assess how you react and behave during a hypothetical work-based scenario.
Can you handle conflict?
Can you problem solve? Can you identify what’s relevant and what isn’t?
Can you mediate or resolve situations?
Are you a leader or a follower?
These are examples of some typical questions that a situational judgement tries to answer for the recruiter.
What’s included in a situational judgement test?
Key point: Situational judgement tests are not created equally. There is a vast range of situational judgement tests and they vary based on the role, company and sector.
Does a nurse need to answer questions about banking? Probably not, but who knows? Maybe? It depends on the specific role requirements.
Most situational judgement tests are based on the position that the candidate has applied for and the business in which that role exists.
What’s the format of a situational judgement test?
Situational judgement tests usually use the multiple-choice format. (They are not role-plays.)
You will be given several work-based situations and asked to choose the most appropriate action or solution from the choices provided to you.
You may have to choose one answer, or rank them all from most likely or effective, to least.
How do I pass a situational judgement test?
The best way to pass a situational judgement test is to prepare for it.
Here’s a hard truth: Successful candidates are always better prepared than unsuccessful ones.
There are several ways you can prepare for your situational judgement test…
The all-conquering importance of practice
Nothing will boost your confidence and competence more than repeated practice.
The questions may not be related to your field of work but by practising you will get a ‘feel’ for the flow and timings of the test and also why certain questions have a preferred outcome. Good practice packages (like this one) will tell you the answer and the reason why.
If you are going to be faced with situations that could occur daily in your desired role, you need to make sure you know what the role involves. Research the role. What skills do you need to carry out the job? What are the core competencies of the role?
Action point: Contact the employer and ask for a copy of the ‘full job description and core competencies’, this will give you a checklist you can use for your preparation. (This is gold-dust information.)
Get online and do some research. Find out what you may face on a day-to-day basis.
Lastly, spend some time learning about the employer/company. You need to know how the company operates and what it values.
How to pass a situational judgement test
Here’s a simple framework you can use for each situational judgement test question:
Diagnose the problem. When faced with any situation, establish what the problem is. What’s the issue, specifically? What’s the specific element of the scenario that needs addressing? When you know this, you will find it much easier to choose the most effective solution.
Read carefully. Make sure you understand the scenario. There is nothing worse than knowing the answer but getting it wrong because you rushed through or didn’t quite understand the question. Some of the questions are deliberately unclear in their phrasing. Be careful and diligent in understanding the issue/problem before you rush to a conclusion.
Manage your time effectively. You will have many questions to answer. Allocate your time wisely and know when to move on.
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Stop worrying! Download a 12-step assessment day cheatsheet & be perfectly prepared.
Here’s a useful video from the University of Warwick careers service:
Situational judgement test – Example question
Here’s an example of a real situational judgement test question:
You are working in a call centre when a customer calls, to complain. The customer advises you that they have not yet received their goods that they purchased online, despite paying for next day delivery. The customer is angry and is talking with a raised voice.
Indicate below which would be the most effective resolution:
You apologise to the customer, tell them you’ll look into it and hang up. You re-arrange the delivery and call the customer back with the new delivery date.
Advise the customer that the company is very busy and that their goods will be with them as soon as possible.
Agree with the customer: The service is terrible.
Advise the customer to stay on the line, whilst you speak to the delivery driver and get a time slot for delivery.
For this employer, the most effective response would be number 4. This response allows you to gain back control and provide the customer with the information that they require. It would also allow you to calm the customer and provide a resolution – making you available for further incoming calls quicker.
Situational judgement practice tests
Nothing will boost your confidence and competence more than repeated practice.
This AOSB briefing guide includes practice tests, top tips and insider secrets for success. We’ll walk you through each part of the day and show you how to prepare. Let’s get started.
If you want to join the British Army as an officer you will have to attend the AOSB briefing. It’s a 3-day assessment event that measures candidates intelligence and aptitude.
What happens at the AOSB briefing?
The AOSB briefing is much like any other assessment centre; your suitability for the role you have applied for will be carefully assessed through a range of assessment activities and exercises.
Watch the video below to get a feel for the AOSB briefing and to learn a few useful tips:
Now let’s get into the detail of the AOSB briefing and each activity.
An overview of the AOSB Briefing
Your AOSB briefing will begin with introductory presentations and then you will be required to take part in assessment activities:
Introduction from an Army Colonel
Introduction to the AOSB briefing. (Processes, procedures and structure of the AOSB briefing.)
Group exercise
Aptitude tests
Numerical reasoning
Verbal reasoning
Abstract reasoning
Planning exercise
Teaching of practical techniques
Fitness test
Interview
Let’s go through each assessment exercise of the AOSB briefing in more detail.
AOSB Briefing – Group exercise
Most candidates dread group exercises, but they are a great way to get noticed and to demonstrate a multitude of skills in one assessment activity.
This group exercise is usually presented as an ‘informal group discussion’, but make no mistake this is a critical part of the overall assessment.
This group exercise is designed to examine how you communicate with others and how you work as a team.
Every element of your inter-personal skills are under scrutiny here, but primarily you are being assessed on your ability to communicate and influence others. Can you explain your opinion and persuade others of its merit?
Don’t be verbose. Don’t use lots of words to communicate a simple idea. Speak simply. Be clear.
Group exercises are a very delicate balancing act. You have to take part and be assertive, without over-stepping the line.
Top tip: Make sure you are up-to-date on current affairs for this task. Read the news in the week prior to your AOSB briefing.
AOSB Briefing Aptitude test
The AOSB briefing aptitude test has 3 sections: Numerical reasoning, verbal reasoning and abstract reasoning.
You will sit the aptitude test on a computer and calculators are not allowed. You will be given a pen and paper to help with your calculations and to demonstrate your workings out.
All sections will be multiple choice but don’t let this fool you – there is a tight time frame and if you don’t work quickly you will easily run out of time.
AOSB Briefing numerical reasoning test
This is a maths test. You will be asked to answer 36 questions in 15 minutes. You will be presented with various types of numerical data and will need to analyse this data and choose the correct answers.
Want some more help? No problem, we’ve got your covered…
We get more emails about numerical reasoning than anything else. (People really hate these tests!) Thankfully, we have lots of material that will help you.
Check out the video below to pick up some killer tips. Visit our Numerical Reasoning Hub to watch more videos and find lots of advice, and numerical hints and tips.
AOSB Briefing verbal reasoning test
This assessment measures your ability to understand and manipulate written text.
There are 40 questions in 15 minutes. You will need to read a paragraph and four sentences that relate to it. You will then need to decide if each statement is ‘true’, ‘false’ or ‘cannot be determined’.
Abstract reasoning is all about patterns. You will be shown two groups of shapes, A and B. You will then be presented with further shapes and you must decide which group they belong in.
You will have 12 minutes to complete 70 questions.
Abstract reasoning tests can be genuinely weird and disorienting for people who aren’t familiar with this form of assessment.
We strongly recommend you read our abstract reasoning guide to learn more about this type of test and pick up some top tips for how to succeed.
The AOSB briefing interview is an opportunity for the assessors to learn who you are as a person. It’s important that you allow your personality to shine through, but in the right way. You want to project a clear image of your best professional self. This isn’t easy, but it can be learned.
Action point: Read the guides in our interview section for a crash course in elite interview performance.
AOSB fitness tests & planning exercise
The video below explains what you will face during your fitness test and the information for the planning exercise will be given to you beforehand.
This Morgan Stanley assessment centre guide includes practice tests, top tips and insider secrets for success. We’ll walk you through each part of the day and show you how to prepare. Let’s get started.
The Morgan Stanley assessment centre is the final stage in a gruelling application process. They expect a lot from their employees and will only employ the best candidates that attend the Morgan Stanley assessment centre.
Let’s make sure you are one of them!
You will attend the Morgan Stanley assessment centre for half a day, so it is important that you are able to impress quickly. There won’t be much time for settling in or coming out of your shell. You have to hit the ground running.
Expect to face interviews and a group exercise at the Morgan Stanley assessment centre. Let’s go through the exercises in detail.
Morgan Stanley Assessment Centre: Interviews
You will face two interviews at the Morgan Stanley assessment centre and they are both challenging.
One interview will revolve around your skills and professional capabilities.
The other will be based on Morgan Stanley’s values and competencies.
Both of these interviews will be 45 minutes long. Let’s take a look at each of the interviews in more detail.
Skill-Based Interview
This interview will examine your skills and experience. Make sure that you know your CV inside out and can talk about your work experiences in detail.
They will examine your qualifications and ask questions about your studies. Try to explain how your qualifications will help you carry out the role you have applied for.
It is vital that you have a sound understanding of the job description. Make sure you know what will be required of you in the job in as much detail as possible.
Action point: Request a detailed job description from the HR department. This will form the basis of your preparation and interview performance.
Competency-Based Interview
This interview is going to assess if you are a good fit for Morgan Stanley. To succeed here, it is important that you know Morgan Stanley’s valued standards & behaviours:
Team building
Leadership skills
Communication skills
Pro-activeness
Assertiveness
We’ve heard from previous candidates that if you do not demonstrate all 5 of these you will notsucceed.
It is essential that you show that you are a perfect fit for Morgan Stanley. There is no margin or ‘middle ground’ here.
Here’s a powerful exercise which will help you prepare for the Morgan Stanley assessment centre…
Write down a list of examples when you have demonstrated the above behaviours.
Think of at least 2 examples for each. Be specific and detailed.
Memorise the list.
You must go into detail with your interview answers. Give as much detail as you can, as soon as you are asked. Don’t make the interviewer probe, offer all the information proudly and readily.
The next element of your Morgan Stanley assessment centre is the group exercise. This is often the most dreaded of exercises but if you prepare correctly, you will feel much more confident.
Expect to join forces with your fellow candidates. You will be provided with a budget and each of you will be given a department of the company to represent. You will then have 30 minutes to discuss which departments get a share of the funds.
This exercise has been designed to show the best and worst in candidates. It is likely that there will be fierce competition and it may be very difficult to gain the upper hand.
Pro tip: Half way through your exercise, it will be announced that the budget has been cut by 50%.
This is thrown in to push candidates to their limits and to see how they operate under pressure. However, you can use this to your advantage. Try to take charge of the group by advising the other candidates to relax and keep focused on the task in hand.
Remember, the outcome is not the most important thing here. Your assessors are looking at how you handle being in a group setting. The process is more important than the outcome.
Are you able to influence the others, without dominating them?
Are you a natural leader or will you disappear into the background?
If you’re serious about succeeding at your Deloitte assessment centre you must take the time to practice each of the assessment exercises you will face at the event.
We can give you great tips and advice, sure, but it’s down to you to put the preparation hours in.
If there’s one thing we’ve learned from long experience it’s that preparation is the difference between success and failure. Successful candidates are consistently better-prepared than unsuccessful ones.
This Rolls Royce assessment centre guide includes practice tests, top tips and insider secrets for success. We’ll walk you through each part of the day and show you how to prepare. Let’s get started.
Rolls Royce Assessment Centre: What Should I Expect?
The Rolls Royce assessment centre is a rigorous evaluation of candidates’ intelligence and professional capabilities. You can expect to face the following exercises on the day:
Lets walk through each of these exercises in detail.
Identify which tests you will face
The aptitude tests you will take are based on the role you are applying for. Use this guide from Rolls Royce to determine which tests you will face.
Rolls Royce Assessment Centre Aptitude Tests
This is a critical element of the Rolls Royce assessment centre; if you score badly in the aptitude tests it is highly unlikely you will be successful (even if you perform strongly in the other activities).
Action point: Read our success guides for each of the following aptitude tests
You will face an interview at the Rolls Royce assessment centre but the nature of the interview will vary based on what job you have applied for.
The motivational interview will delve into your personal achievements, how you accomplished them and what you have learned along the way.
The competency-based interview aims to find out whether you are a good fit for Rolls Royce and the role you have applied for.
Regardless of which interview type you face, it’s vital that you research the role and the company.
Action point: Request a copy of your role’s job description from Rolls Royce’s HR team. This will give you a checklist of the role’s core competencies. (AKA ‘gold-dust’.)
The importance of pre-interview research
The role’s competencies will form the pillars of your preparation and interview success.
Learn more about Rolls Royce here and read their annual report here to learn about their current trading environment and immediate challenges/threats/big project etc.
Rolls Royce company-wide behaviours
You must make sure that you know the company’s valued behaviours:
Trust: Trust must be earned and gained from each other, customers and stakeholders. Without trust, strong relationships do not exist.
Deliver: Being successful means constantly striving for success. Customers must share the same belief in the company as its employees, in order to achieve this. Customers should believe in the company and trust its word.
Excellence: This is the only acceptable standard for all staff in both behaviour and action. Employees must strive to always better themselves and the company.
Here’s a quick exercise which will help you prepare for the Rolls Royce Assessment Centre:
Create a list of examples when you have demonstrated each of the above behaviours.
Create two examples for each. Make them detailed.
Memorise your list of examples.
This list will help you a lot during your interview and presentation Q&A.
Technical Interviews
You may face a technical interview at the Rolls Royce assessment centre. It will help you a lot if you have a detailed understanding of the role’s job description.
Next up at the Rolls Royce assessment centre is the case study. The information provided to you will be based around the area of business that’s most applicable to your role.
You will be faced with a problem and 3 different solutions. You will need to choose one of them and explain your rationale in written form.
Obviously, your spelling and grammar must be up to scratch and the assessors will be evaluating how clearly you can communicate.
Most candidates dread the Rolls Royce assessment centre group exercise, but there is a simple framework you can follow for success.
Your group will be given information regarding a problem and you must work together to solve it. You will have an hour to complete the task.
Group exercises are all about participation and the outcome is not as important as the process. Your assessor will be looking to see how you cope in a group environment.
When engaging in a group exercise, think about the following things:
If you’re serious about succeeding at your Rolls Royce assessment centre you must take the time to practice each of the assessment exercises you will face at the event.
We can give you great tips and advice, sure, but it’s down to you to put the preparation hours in.
If there’s one thing we’ve learned from long experience it’s that preparation is the difference between success and failure. Successful candidates are consistently better-prepared than unsuccessful ones.
This UBS assessment centre guide includes practice tests, top tips and insider secrets for success. We’ll walk you through each part of the day and show you how to prepare. Let’s get started.
Your time at the UBS assessment centre will be spent doing a variety of exercises that test your abilities and intelligence. Here are the exercises that you will face:
Numerical test
Presentation
Interview
Group exercise
Before we look at these exercises in detail, it’s vital that we look at UBS’s list of core competencies. These are traits that are valued company-wide and are the pillars of your assessment criteria.
Judgment and decision making
Innovation
Communication skills
Drive and commitment
Problem solving
Teamwork
Planning and organisational skills
You must demonstrate these skills at the UBS assessment centre.
Action point:Make a list of examples from your own work history when you have demonstrated these skills. (Think of at least two examples for each.)
Once you have completed your list of examples, memorize it. This will form the basis of your interview.
Pro Tip
You can reflect their own language back at them during your presentation and interview for maximum points. This makes it easier for them to visualise you as employee and colleague.
UBS Assessment Centre: Numerical Test
You will have already completed a numerical test during the initial stages of your application, but you will be required to do another one at the UBS assessment centre.
This test is very similar to the earlier test, however it’s now 40 minutes long, rather than the original 20. The pressure will be on as you will be observed while you complete it.
You can learn how to succeed in numerical reasoning test by visiting our Numerical Reasoning Hub.
Next up is the presentation exercise. Expect to be given a case study to digest, before giving your presentation and sharing your findings/recommendation.
You will need to present for 10 minutes and then there will be a Q&A on your presentation. This will last for another 10 minutes.
Your assessor will be looking at your content but will also assess you on your delivery and style.
‘Daunting’ or ‘Useful’?
Most people don’t relish giving presentations, but they are a fantastic way to show off your skills, intelligence and personality. Use this time wisely. Be positive and think of how you can use this platform to showcase yourself.
Your interview will last around 30 minutes. Many of the questions will be competency-based and you must be able to give examples of each one.
This is when your earlier efforts will reap enormous rewards. Do you have a list of examples of when you have demonstrated these traits?
Judgment and decision making
Innovation
Communication skills
Drive and commitment
Problem solving
Teamwork
Planning and organisational skills
Do Your Research
You can expect to be quizzed on your knowledge of the company. Make sure that you take the time to research this or you will be exposed when they ask you for details of your research. Check out the UBS careers website for more info.
(There is no faster way to get up to speed with the company’s current trading environment and immediate challenges than to read the introductory section of their annual report.)
UBS Interview Questions
You will face some hypothetical questions, it’s essential that you practice being interviewed as much as you can, before the big day. Get friends & family to help you.
Action point: Read some of the free guides in our interview section. They will be a treasure trove for you in your preparation. Check out these articles of ours:
Want to flourish in the group exercise? Watch this video to learn how:
The all-conquering importance of practice
If you’re serious about succeeding at your Deloitte assessment centre you must take the time to practice each of the assessment exercises you will face at the event.
We can give you great tips and advice, sure, but it’s down to you to put the preparation hours in.
If there’s one thing we’ve learned from long experience it’s that preparation is the difference between success and failure. Successful candidates are consistently better-prepared than unsuccessful ones.
This NHS assessment centre guide includes practice tests, top tips and insider secrets for success. We’ll walk you through each part of the day and show you how to prepare. Let’s get started.
Before we look at each exercise in detail, let’s cover the basics.
The NHS As An Employer
The NHS is the world’s biggest public funded healthcare provider. It requires a vast array of skills and experience from its employee base and there is an incredible range of potential career paths available within the NHS.
The benefits are good and there are fantastic opportunities for growth and progression. In return, they expect the very best from their staff and the NHS has a strong sense of who it is and who they want to employ.
Action point: Watch this short video about the core values of the NHS as an employer. (It’s important to know these as your assessment will revolve around them.)
NHS Assessment Centre Overview
Your assessment centre itinerary will be determined by the role you are pursuing. However, there is a skeleton framework for all assessments centres. (You will be told which assessment activities you will be required to sit before you attend.)
Here are the activities that will be waiting for you at the NHS assessment centre:
NHS Assessment Centre – Aptitude & Numerical Tests
You may be asked to complete your numerical test before or during your visit to the NHS assessment centre. (You may even have to do both.)
We get more requests for help with numerical reasoning tests than anything else, so we created aNumerical Reasoning Hub where you can practice and learn how to pass this type of test.
IMPORTANT: It is vital to prepare for the correct type of test as they vary enormously.
For example the scientist training programme candidates need to practise Talent-Q tests. Graduate scheme candidates usually need to do Kenexa tests.
Action point: Find out which supplier makes your aptitude tests, then practice that type of test.
The point of any group exercise is to evaluate your ability to interact with others towards a common goal. You will usually face more than one group exercise at the NHS assessment centre, so it is vital that you know how to handle them.
The first session will see you join forces with another candidate and you will need to digest the exercise brief and discuss it. Your assessor wants to see how you operate when working with others.
The second session will see you join a larger group. Your earlier discussions will now be discussed at a deeper level, with more voices being heard.
You will be required to find a solution or come to a conclusion as a group.
This exercise is fraught and most people dread it, but you can learn how to do well in this type of activity.
This is another activity that candidates tend to worry about beforehand.
Expect to have to deal with an unhappy patient or difficult relatives. Your assessor will be looking for you to have the ability to think on your feet while under pressure.
This fills many candidates with dread but it doesn’t need to be that way. Again, you can learn a simple framework for role-play success.
You will need to carry out this e-tray exercise on the laptop provided.
You will have an hour and a half to complete the exercise, during this time you will need to assess all of the information and decide on the best outcome. Then you will have to write it all up as a report.
You can learn more about e-tray exercises here. We’ll show you what your assessor is looking for and how you can prepare.
NHS Assessment Centre: Formal Panel Interview
(Depending on the role you are applying for, you may or may not have to do this exercise.)
This is a popular type of interview with the NHS as it is deemed to be a fairer process than a one-on-one interview. You will need to demonstrate the following skills & competencies:
Motivation – Are you driven to achieve and to improve results?
Working with colleagues and the public
Managing services
Numerical skills
Attention to detail
Working under pressure
The questions asked will be hypothetical. You will need to supply answers based on your own experiences and beliefs.
Link your answers to the competencies of the role
It’s important that you focus on the core values we discussed earlier in the article. Relate your interview answers to the values and competencies of the role and you will be in a strong position.)
Action point: Visit the interview section of our site to learn how to succeed in an assessment centre interview. This area of the site will be a treasure trove for you.
The all-conquering importance of practice
If you’re serious about succeeding at your Deloitte assessment centre you must take the time to practice each of the assessment exercises you will face at the event.
We can give you great tips and advice, sure, but it’s down to you to put the preparation hours in.
If there’s one thing we’ve learned from long experience it’s that preparation is the difference between success and failure. Successful candidates are consistently better-prepared than unsuccessful ones.
This Lidl assessment centre guide includes practice tests, top tips and insider secrets for success. We’ll walk you through each part of the day and show you how to prepare. Let’s get started.
Lidl are a German based retailer that have stores all over the UK. In recent years their business has gone from strength to strength and their graduate programme and recruitment opportunities have grown proportionately.
Lidl offer several programmes and the selection process is rigorous. If you are looking to pursue a career with Lidl then you will be required to go through the Lidl assessment centre, which is a key element of the company’s recruitment process.
Lidl Assessment Centre – What can I expect?
After completing your online application form and getting a successful response you will be invited to attend the Lidl assessment centre to complete the following assessment activities:
Initial interview
Numerical test
Second interview
Work trial
Let’s discuss each of these elements in more detail.
Lidl Assessment Centre – Initial Interview
You will be invited to the Lidl offices, where you will watch a presentation about Lidl, their values and the benefits of being a Lidl employee.
There will be a question and answer session following the presentation. Your main aim here is to ask relevant, intelligent questions.
Don’t sit quietly here. Don’t be passive. It is important that you show how enthusiastic and confident you are.
Next is the interview. The type of interview you face is dependent on the role you have applied for. Let’s take a look at the options.
Interviews For Graduate Candidates
If you are a graduate you will have a group interview, which is basically a classic assessment centre group exercise.
Assessors want to see you in action and how you interact in a group setting. Success in these exercises is a delicate art.
If you’re serious about succeeding at your Lidl assessment centre you must take the time to practice each of the assessment exercises you will face at the event.
We can give you great tips and advice, sure, but it’s down to you to put the preparation hours in.
If there’s one thing we’ve learned from long experience it’s that preparation is the difference between success and failure. Successful candidates are consistently better-prepared than unsuccessful ones.
Whatever type of interview you face, you will need to prepare.
After your interview you will be required to sit a numerical test. During this test your ability to understand and interpret numerical data with be measured.
You will have 20 minutes to complete the test and won’t have a calculator to help you.
The numerical test will be supplied by the provider CEB/SHL. This is important to know as there are many aptitude test suppliers out there and their tests are different.
You can learn all about numerical reasoning and how to succeed in this test by visiting our Numerical Hub.
Lidl numerical test coaching video
To learn how to pass a numerical reasoning test, watch this video:
Lidl Assessment Centre: Second Interview
In this interview Lidl will want to learn all about you and your experiences as well as assess if you are a good fit for their company.
You need to take some time to learn about Lidl as a company and an employer. To do this, check out Lidl’s website. On this site you will find information about their history, culture, values and development.
This part of the assessment is often reserved for management or deputy manager roles. You will be asked to attend the store so that they can see you in action.
If you are requested to carry out this assessment, the main thing is to be proactive. Don’t stand around doing nothing and being passive! Talk to staff and learn more about the role. Throw yourself into it. Remember to smile and show you are interested and enthusiastic.
In a moment we’ll share out top tips for success, but let’s quickly cover some basics.
What Is A Graduate Assessment Centre?
A graduate assessment centre is an event held by large companies to determine whether a candidate’s skills and personal attributes are a good fit for the business and role they have applied for.
Graduate assessment centres usually last for 1 full working day, but sometimes they can by 2 days long. (And in rare cases, a whopping 3 days!)
What’s the format of the day?
Expect your day to start with some kind of welcome talk or presentation. Then the assessment exercises will begin.
What Kind Of Assessment Exercises Will There Be?
The exercises will vary based on the role you have applied for, but below you will see a list of all of the exercises that are commonly carried out at graduate assessment centres. You will definitely do 3 or 4 of these exercises at your graduate assessment centre.
(Note: The links below will take you to the area of our site that teaches you how to succeed in each assessment.)
Presentations: This exercise will assess your ability to create, display and deliver a presentation. How clearly can you communicate a message?
Group exercises: Here you will be assessed on your ability to interact in a group setting. These exercises are competitive and nerve-wracking. Success in group exercises is a delicate art.
Role-plays: You’ll be expected to play a part in an imaginary scenario that will closely reflect one which could appear in the role you have applied for.
In-tray exercise: This exercise is a business simulation and it will be your task to act as a staff member dealing with a typical workload.
A technical/trade test, dependent on your area of expertise.
Interviews: You will face a series of competency-based/experience-based/skill-based and hypothetical questions to gauge your suitability for the role.
What Are Assessors Looking For At A Graduate Assessment Centre?
The assessors at a graduate assessment centre are assessing candidates’ intelligence and personality.
Specifically, they are assessing candidates’ suitability to the role and company values.
Nearly all companies work to a defined set of values and/or competencies. It is vital, absolutely vital, that you find out what they are.
To find out a company’s competences look on their website or contact their HR department. This information is usually found under the ‘about us’ section and may be referred to as values/beliefs/code/competencies.
Here’s are 8 tips which will help you succeed at your graduate assessment centre.
1) You Are Always Being Assessed
Whether you are taking part in an exercise or eating lunch with fellow candidates, you are being assessed and observed.
You must remember to remain polite and enthusiastic at all times, not just during the exercises.
Don’t ‘let your guard slip’ during breaks periods. Don’t complain about traffic or the weather. Or anything. You are Mr/Mrs Positivity to everyone, all day.
Don’t ‘let your guard slip’ during breaks periods. Be your best professional self all day.
2) When Participation Is Required, Participate
Graduate assessment centres can be intimidating. Sometimes it is all too easy to fade into the background and let others take the lead.
Do not allow this to happen. You are there to be assessed and that is much easier to do if you are active within the sessions.
It is important to be vocal during question and answer sessions and during group work.
Offer ideas. Be creative. Make suggestions. Make sure that you have questions for your interviewer. Do not be a passive object. Project the image of a thriving, intelligent and dynamic employee-of-the-future!
3) Treat Your Graduate Assessment Centre Like An Exam
We’ll be blunt: You must put the effort in to prepare for your graduate assessment centre or you will probably fail. It’s simple as that.
Practice graduate assessment centre exercises.
Read our success guides.
Nothing will improve your confidence and competence more effectively than repeated practice.
Research the company and understand their ethos and what drives them. You must know their history and their plans for the future.
Action point: Stop reading this guide and go and Google the company’s annual report. This will be a treasure trove for you.
Find out what they look for in an employee. Speak to people within the company and make sure you know the role’s job description like the back of your hand.
6) Take Good Care Of Yourself
Your well-being matters. It is important to get enough sleep, food and exercise if you want your brain and body to function at full capacity.
No booze or late nights in the build-up to the event. Get an early night beforehand. Exercise before the event to burn off nervous energy.
7) Practice Psychometric And Aptitude Tests
These tests are timed. You are being benchmarked against the other candidates down to tenths of a second. Not being familiar with these tests will slow you down by around 20%.
There is always a tight time frame to answer the questions set, so it is vital that you are prepared.
Show your assessors that you are confident by being pro-active and asking questions. Smile. Use lots of eye contact.
Aim to project an image that says: ‘I am comfortable here because I have belief in my abilities’.
Assessment centres are tough and demanding events. Your preparation will determine your success.
The all-conquering importance of practice
If you’re serious about succeeding at your graduate assessment centre you must take the time to practice each of the assessment exercises you will face at the event.
We can give you great tips and advice, sure, but it’s down to you to put the preparation hours in.
If there’s one thing we’ve learned from long experience it’s that preparation is the difference between success and failure. Successful candidates are consistently better-prepared than unsuccessful ones.
Morgan Stanley Assessment Centre – Overview
