Types of assessment tests

The tools used in our assessment processes vary widely. In each case, only relevant and reliable tools are used.

The nature of the role for which we are recruiting will dictate the nature of the assessment we use. In some cases candidates may be asked to do one or more, or a combination, of the following:

Ability tests

Ability tests are usually presented in a multiple-choice question and answer format for completion either online or in person at one of our offices. All questions have a single correct response and alternative incorrect responses. Your achievement is measured on the basis of the number of correct answers you can provide in the time allowed. The best strategy for tests of this nature is to work as quickly and accurately as you can, but not so quickly that you make careless mistakes. If you are not sure of an answer, mark your best choice but avoid wild guessing.

  • For example:
  • Candidates applying for roles which require numerical reasoning skills, i.e. the ability to extract and understand numerical information provided in a range of formats (e.g. graphs or tables), may be asked to undertake a numerical reasoning exercise.
  • Candidates applying for roles which require an ability to understand written information in reports or briefs may be required to undertake a verbal reasoning exercise. These exercises typically consider a candidate's ability to extract relevant information from written text.

Case studies or in-tray exercises

In some cases assessment tools are designed specifically for candidates applying to a particular role/type of role, to measure very specific abilities. These tools can take a variety of forms, including case studies or in-tray exercises.

  • For example:
  • Candidates applying to a role where industry knowledge is essential, and consultation may be required, may be given a case study exercise. The content of the case study is directly relevant to the role for which candidates are applying.In these cases, candidates are required to use their existing knowledge and experience to identify key information from the brief. This information may then need to be reported on orally or in writing in the form of actions recommended for the client concerned.
  • Candidates applying for roles which require planning, organising and coordination may be asked to undertake an in-tray exercise. In an in-tray exercise the candidate is presented with a number of pieces of information which they are asked to sort, prioritise and take action on.

Personality questionnaires

Personality questionnaires measure a candidate's preferences for certain types of behaviour. Candidates are asked to describe themselves - their preferences in communicating and interacting with others and their typical working style - by rating the extent to which a number of statements apply to themselves. The output is a report which describes the candidate's likely working style, interpersonal approach and preferences overall. Personality questionnaires are not used to sift candidates out of the recruitment process. Rather, they add to the richness of the information gathered in other parts of the assessment process which recruiters can use when considering a candidate's suitability for a particular role overall. There are no right or wrong answers in a personality questionnaire. The best response to offer is an honest one.

If you are asked to complete any assessment exercises as part of your application to PwC, you will be advised in advance of the particular tools that will be used.


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