We use a number of methods to find the right people for PwC - the methods you'll encounter will depend on the kind of role you apply for. As well as a CV and/or application form, you'll need to complete other forms of assessment. We ask all candidates to sit one or more ability tests plus a group or individual exercise. Graduates applying to Consulting also complete a presentation and case study exercise. When combined with interviews, these assessments help us build a clearer picture of what you're like and where your strengths lie.
Can you tell me more about the types of assessment?
- Online tests
All roles within PwC require you to have an ability to work with numerical information so you will be asked to take an online numerical reasoning test. We ask most candidates to complete another test to assess verbal or logical reasoning. Don't be put off by the tests - ensuring you take the time to prepare and try some practice tests will give you the best possible chance to suceed. Later in the process, you'll sit the paper versions of these online tests, so this online stage is good preparation.
- Group/individual exercises
A group exercise allows us see how people perform when working in a team. We give you a pack of information and ask you to use it as a team to come up with solutions to a range of issues. This type of simulation allows you to demonstrate communication and influencing skills, teamwork,the ability to manage a project and deal with changing priorities.
We may ask you to take part in an individual exercise depending on the size of the assessment centre and/ or the location you've applied to. The individual exercise assesses the same skills as the group exercise but you'll interact with a trained assessor rather than other candidates.
- Case Studies and Presentation Exercises
Apply to the Strategy Group and we'll ask you to complete a case study and presentation exercise as well as a group exercise and ability test. The case study is based around a project that's typical of the Strategy group's work. We'll assess your ability to answer a number of questions using information we'll provide plus your own knowledge and experience.
The presentation exercise is also based on your ability to analyse a pack of information and answer questions. However, you'll deliver your findings to an assessor in a formal presentation style. We'll assess you on how you analyse the information and answer the questions as well as on your communication and presentation skills.
How should I prepare for the assessments?
- Ahead of your assessment session we'll send you information on where and when your assessment will take place, as well as how you can prepare. Read it carefully.
- Make sure you know when and where to attend.
- For the ability tests, use practice materials to improve your skills and understanding of the task. As well as the materials we send you, you can find additional practice materials on the internet (for example: www.psychtesting.org.uk, www.shldirect.com or www.opp.co.uk). If you have limited internet access, most bookshops stock books that contain practice tests. Your University Careers Centre may also be able to offer you practice materials.
- Find opportunities to put the skills to be assessed into practice. For instance, if you're taking a numerical test, use everyday activities like shopping trips or reading a financial newspaper to test your numerical understanding and practise calculations.
- Tell us in advance if you're not clear about the assessment process or have any concerns.
- If you have a disability or learning difficulty such as dyslexia, a medical condition or individual need that may affect your performance, we would welcome an opportunity to discuss our recruitment process with you. In order to identify and make any individual arrangements needed to adapt our process for you fairly please tell us in advance of the session so we have time to make the most appropriate arrangements for you.
- Let us know as soon as possible if you can't attend for any reason.
- Get a good night's sleep before the session.
- If you need reading glasses or a hearing aid, remember to take these with you to the assessment session.
- Allow plenty of time to get to the session punctually.
What happens during the ability testing session?
A certified Test Administrator manages each assessment session and will tell you clearly what to do and how to do it. We do everything we can to make all our candidates' assessment experiences professional and fair. Please help us by being considerate of other candidates, including respecting their privacy and confidentiality.
- If you have a mobile phone with you, turn it off before the test session starts.
- Pay attention to test instructions.
- Make sure you have understood a question or a task before responding.
- Many tests have strict time limits. If you're being timed, try to work through questions quickly but accurately.
Do you use negative marking for the tests?
Each assessment has its own scoring system. During the introduction to the test we'll explain the best way to answer.
For most ability tests, your accuracy can be checked. We advise working quickly and accurately. If you're unsure of an answer, mark your best choice and avoid wild or random guesses. Your 'best choice' is when you have narrowed the answer down to one probable answer or two likely answers, and then 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?
Before using any assessment tool, we work out what level of achievement indicates that a candidate has the potential to do a specific job successfully.
We'll compare your results with the level of skill needed by the role you've applied for; and with those of candidates who have a similar educational background and have previously applied to similar roles.
We look at your score in combination with all the other information generated by your application and take an overall view of your suitability for the role you've applied for.
Does it matter what order I answer the questions?
Sometimes the questions in a test become progressively more complex, but not always. It's best to listen closely to the instructions given at the assessment session. Usually the best strategy is to work through all questions in order, and 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 won't. Don't be too concerned if you can't finish all the questions. We score on the number of correct answers given in the time allowed, so just work as quickly and accurately as you can.
Will you tell me how I did?
Yes, usually in a written report (sent by email) which gives you a meaningful interpretation of your assessment results. We'll send you this, along with feedback on the rest of your application, once a recruitment decision has been made.
Can I use a calculator during my numerical test?
You can use a calculator in many of our numerical ability tests. We'll let you know in advance if you'll be allowed to use one and the Test Administrator will let you know again at the start of the session. If you are allowed to use a calculator, we'll provide you with one. Or, if you prefer, you can bring your own.
In every case, the rules of your testing session will be the same for all other candidates applying for the same role.
I have substantial experience/qualifications for the role I applied for. Why do I need to take tests as well?
The assessment tools give us extra information on particular areas like reasoning ability or the quality of your teamworking skills. It's difficult to assess these skills objectively from other parts of the selection procedure.
Each assessment focuses on a specific, job-relevant skill. People who have little experience of a particular job may well be very capable of doing that job, and the test gives them the chance to prove it. All candidates for a role complete the same assessment exercises which means we can compare them fairly and objectively.
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, we work out how well a candidate would need to do in order to show they could do the job.
For example, a highly interactive role would demand strong interpersonal skills to do it well. There might also be a secondary need to understand and share financial information. In this case we'd set a higher standard for indicators of interpersonal skills than we would for numerical reasoning skills.
Your test results will have an impact on the recruitment decision but we won't use them in isolation. Instead, we consider them alongside all the other information we'll have gathered during your assessment so that we can form an overall view of your suitability for a role.
Visit the British Psychological Society testing centre online.
What are your commitments to candidates completing the assessments?
We're committed to the fair and ethical use of assessment tools and provide information to help you understand why and how we use them in our recruitment process. We've also prepared a detailed statement of our commitment to all candidates.
