Frequently asked questions


Do you use negative marking?

Each different assessment tool will have its own scoring system. You will be given directions during the introduction to the test to indicate the best strategy for answering.

In most cases, for ability tests, your accuracy can be checked. Our advice is to work quickly and accurately. If you are unsure of an answer, it is advisable to mark your best choice but avoid wild or random guessing. Your 'best choice' is when you have narrowed the answer down to one probable answer or two likely answers, and then you select one of them. Wild guessing is when you cannot decide which of the multiple-choice answers is correct and randomly pick one.


Is there a pass mark for the test?

Prior to using any assessment tool, we will consider what level of achievement would indicate that a candidate possesses the level of ability required to successfully carry out the work involved in a particular role.

Your results will be compared with the level of skill required for the role to which you have applied. In each case we will rate your performance in comparison to a population of candidates who have a similar educational background to you and have previously applied to similar roles.

We look at your score in combination with all the other information we have collected in your application, your interview/s, etc. in order to take an overall view of your suitability for the role you have applied for.


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Does it matter what order I answer the questions in?

In some cases the questions in a test will become progressively more complex; but this is not always the case. It is best for you to listen closely to the instructions given to you at the assessment session in case any specific rules are provided at that time. Usually the best strategy is to work through all questions as quickly and accurately as you can.


Am I expected to finish the test?

Some people will complete an ability test in the time allowed, others will not. Do not be overly concerned if you are unable to finish all the questions. You will be scored on the number of correct answers you give in the time allowed so work as quickly and as accurately as you can.


Will you tell me how I did?

Yes, usually by means of a written report (sent by email) which provides you with a meaningful interpretation of your assessment results. This will be provided to you in conjunction with the feedback you receive on the rest of your application, once a recruitment decision has been made.


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Can I use a calculator during my numerical test?

Candidates are permitted to use calculators in many of our numerical ability tests. Whether or not you will be permitted to use one will be clearly stated to you in advance and re-stated to you by the Test Administrator at your session.

In every case, be assured that the rules that apply to your testing session will be applied to all other candidates for the same role.

If you are permitted to use a calculator we will provide one for you. If you prefer, you may bring your own along.


I have substantial experience/qualifications for the role I applied for. Why do I need to take tests as well?

Assessment tools used by PwC give us additional information regarding particular areas of ability which cannot be assessed objectively from other parts of the selection procedure, such as details of your level of numerical reasoning ability or the quality of your report writing skills.

Each assessment focuses on a specific, job-relevant skill, so it may be that people who have less or little experience of a particular job would be very capable of doing the job, and by doing the test they have the opportunity to demonstrate their skills. All candidates for a role will be asked to complete the same assessment exercises allowing them all to be compared on a fair and objective basis.


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Can I fail the tests? And if so, what effect will this have on my chance of getting a role?

When we choose a test for candidates to take, we consider what level of test performance would indicate that a candidate would be able to meet the needs of the role.

For example:
A role may be highly interactive and interpersonal skills would be imperative for the successful completion of the role's duties. There may also be a requirement for understanding and sharing financial information in the role, but that may be of secondary importance. In this case we would set a higher standard/requirement for indicators of a candidate's interpersonal skills than we would for their numerical reasoning skills.

Your test results will have an impact on the recruitment decision but we do not use them in isolation. Rather, we consider them along with the other information we have gathered during your assessment so that we can form an overall view of your suitability for a role.


PwC's commitment to candidates completing the assessments

We are committed to the fair and ethical use of assessment tools.We have provided information to help you to understand why and how we use assessment tools in our recruitment process. We have also prepared a detailed statement of our commitment to all candidates


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