The Real Application-Killer: How to Ace the Online Assessments

As the job market becomes ever more competitive and recruiters grapple with thousands of applicants for a single position, securing a place on a graduate scheme or internship becomes increasingly reliant on clearing one crucial hurdle: the online assessment. 

A 2024 study conducted by Hirevue suggested that, despite much talk of target/semi-target/non-target universities, 72% of recruiters instead value applicants’ performance in these assessments rather than a good CV. The UK government’s infamously competitive fast stream (<1% acceptance rate) does not even ask for a CV.

And yet, the online assessments are by far the biggest application-killer. In 2016, EY received 37,000 applications, but only 7,000 made it to the final round. The attrition rate has almost certainly worsened since then.

If you want to secure a good job or internship, you have to first conquer the online assessments. Luckily, there is a wealth of information available to help you – so long as you understand what to do.

What To Expect

The numerical/critical reasoning tests are usually the easiest, usually containing simple maths or logical problems. What these questions are actually testing is instruction-following. Pay close attention to the wording: do you need to use all the information in a table, or just a couple of columns? Is the expenditures graph you’re looking at in thousands of pounds or tens of thousands? This is the real purpose of the tests.

By far the hardest tests are the situational judgement tests (SJTs) and video interviews. The former consists of several common scenarios you are likely to encounter in the workplace. You will be presented with a series of responses, and you must either choose the best response or rank them to show how you would handle each situation. 

These tests are difficult as recruiters are not looking for technical knowledge, but your ability to make decisions in an environment many students are unlikely to be familiar with. Video interviews, on the other hand, consist of several pre-recorded questions, after each of which you will have time to prepare your answer before recording your response.  

The best advice for both of these sections is: PRACTICE. 

For the video interviews, record yourself giving responses to typical questions you are likely to be asked (more on this later). For the SJTs, there are plenty of websites that offer free practice questions. Many firms also offer their own preparation dashboard to help you understand what to expect. Take the time to do so.

Top Tips for Acing the Assessments

1. Answer According to the Firm’s Values

   
   

   Before tackling the SJTs, go to the company website’s ‘about us’ page. Outlined here is the “ideal employee”, and the values the recruiters are looking for. Typically you can expect some combination of collaboration, integrity, curiosity, proactivity, among others. Your answers to the SJT scenarios should be shaped by these values. 

   
   

2. Prepare Answers for Common Questions

   
   

   Virtually all firms will ask you about your motivation for joining them, why this specific role, and a scenario-type question (e.g., ‘give us an example of a time you had to meet multiple deadlines’). For certain roles you may be asked more technical questions, so brush up on some of the core theory related to the role you are applying for. Make sure you have good answers prepared, but take care not to plan too much, otherwise you may sound too robotic and scripted. Yes, recruiters are looking for confidence and preparation, but also authenticity and sincerity.

   
   

3. Tailor Your Answers

   
   

   By far the most important point – recruiters want to see that you have done your research and you are passionate about their firm in particular. If it’s a consulting firm, talk about a project they recently worked on. If it’s an investment bank, talk about a deal they closed. A general rule-of-thumb is: an answer that can fit any firm is too generic to be effective.

Conclusion

Online assessments are the biggest killer of applications, but they also serve as an excellent way of proving your potential. Remember, employers have the upper hand here – they are not obligated to hire you, and often receive far more applications than they have vacancies. But with focused preparation, a good understanding of what to expect, and non-generic answers that genuinely reflect who you are, you can even the playing field.