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KPMG Online Test 2024: Preparation Guide & Detailed Examples

To land a job at KPMG, candidates have to successfully pass the KPMG Online Test. The test takes place after the resume screening round, helping KPMG to assess candidates’ cognitive ability and personality fit with the firm. In this article, I will provide an overview of the KPMG Online Test, examples of most common question types as well as preparation guidelines.

Table of Contents

Overview of the KPMG Online Test

What is a kpmg online test.

KPMG Online Test or KPMG Online Assessment is the second screening round in the KPMG recruitment process , taking place right after the resume screening. The test is designed to assess candidates’ mental capability, reasoning, critical thinking and their personality fit with the firm. It helps filter out unqualified candidates, saving the expensive time and resources put in the later rounds.

Each KPMG office is entitled to their own test, so there is no consistent test format across locations and positions. So the first step in the preparation process is to figure out the exact test formats and principles of your target office.

KPMG Online Test formats

The KPMG Online Test is not a standardized test , it varies according to positions and locations. Here are some of the most common test formats reported used by KPMG . Each candidate has to go through one or a combination of them to pass on the next round:

• KPMG Game-Based Behavioral Assessment : This is a psychometric test used to measure cognitive capability and decision-making style of KPMG candidates. The game used varies across offices but the most common ones are “KPMG Ready” and “Cognify and Emotify”
• KPMG Aptitude Test : The KPMG aptitude test is a computer-based test, but some offices require physical attendance. It comes in three parts: numerical, verbal and inductive reasoning . The basic principle of this test is the same as a standard aptitude test. 
• KPMG Scenario-Based Assessment : It is an immersive assessment where candidates are provided with information in the form of videos, podcasts, articles, voicemails and emails to answer a series of questions. Candidates‘ response, ability to use given information will be used to determine their situational judgment as well as verbal and numerical reasoning skills .

KPMG recruitment process

KPMG does not have a standardized recruitment process, but in general, the process in most offices is basically the same with five steps:

• KPMG Online Application : The online form will ask you to provide details of your education and any academic results, work experience and potentially some motivational questions, depending on the business area you apply to.
• KPMG Online Test : This test varies in formats and knowledge requirement. The purpose of this test is to assess candidates on their cognitive capability and personality fit with the firm.
• KPMG Digital Submission/Video Interview : This round involves video recording your answers to a set of provided questions within a data context and submitting them via a special video interviewing platform used by KPMG.
• KPMG Launch Pad Recruitment Event : It is a full-day event gathering KPMG applicants across positions and KPMG professionals. During the event, candidates go through group exercises, analysis projects, and one-on-one interviews. This is a chance to network with professionals at KPMG, and gain insight into KPMG work life.
• KPMG Final Interview(s) : These interviews with seniors and managers of KPMG, help them to see through candidates’ personality, skills and communication capability.

KPMG Online Test pass mark

KPMG Online Test cut-off rate/pass mark is reported to be 75%-80% . Candidates have to nail over 75% of the questions to be passed to the next round. This test often rejects more than 60% of candidates .

KPMG game-based behavioral assessment

What is kpmg game-based behavioral assessment.

Game-based behavioral assessment is a psychometric test used by KPMG. It measures cognitive and emotional intelligence based on the candidates’ response and ability to make decisions . The game used in this round varies from office to office, and the most common one is KPMG Ready developed by Arctic Shores and Conify and Emotify by Revelian .

Cognify and Emotify game-based assessment

Some KPMG offices, for example Australia, use Cognify and Emotify game-based assessments to measure your decision-making style, emotional intelligence, perception and understanding . This assessment is divided into two parts:

• Cognify : this part consists of six minigames to be completed in approximately 30 minutes. It measures cognitive ability critical to every role: problem solving, numerical reasoning and verbal knowledge . The test shows KPMG each candidates’ strength and weakness in a comprehensive report.
• Emotify : this is an interactive measure of emotional intelligence, perception and understanding as employees with high emotional intelligence tend to be more productive, more stable, better at communicating and solving problems, and easier to work with. It consists of two separate ability-based mini games to be completed in 20 minutes . 

KPMG ready game-based assessment

KPMG Ready is the game-based assessment used by KPMG in their recruitment process. It requires completing ten to eleven distinct and interactive game challenges accessible through a mobile device or PC . It provides KPMG with detailed insights into candidates’ personality and natural strengths that help shape personal development .

There is no right or wrong answer to KPMG Ready . The game offers a fair and objective way for you to demonstrate your decision-making style through a series of activities and challenges. After completing KPMG Ready you’ll automatically receive a personalized report of your performance, as well as your personality and strengths.

KPMG aptitude test

What is the kpmg aptitude test.

The KPMG Aptitude Test is used to assess a candidate’s cognitive capability . It follows the format of a standard aptitude test, with three mini tests: numerical reasoning and verbal reasoning. Each has a restricted time of 20-30 minutes . The test is developed by Cubiks with difficulty level depending on business areas and position you are applying for. No prior knowledge is required as it is designed to measure pure mental capability.

KPMG numerical reasoning test

The Numerical Reasoning test provides candidates with numerical data in the form of charts, graphs and tables with up to four corresponding questions for each piece of data. Candidates have to analyze the given data and do the necessary calculation to reach the answers. There are a total of 24 questions and you can spend less than one minute on each question . A calculator is allowed during the test, though remember to double check before preparing.

This test is used by KPMG to evaluate candidates’ ability to interpret numerical information and make decisions from statistical data.

QUESTION 1 Which nation has the highest proportion of public sector investment compared to total investment?

  A. France

B. Germany 

E. Netherlands

Answer : Option B

As shown in the bar charts, Germany and Spain have a proportion of public sector investment higher than 50%.

The percentage of public sector investment in Germany: 1.5 x 100%/2.5 = 60%

The percentage of public sector investment in Italy: 0.5 x 100%/0.75 = 66.67%

So, Germany has the highest proportion of public sector investment compared to total investment.

QUESTION 2 What percentage of the investment in Italy is from the public sector? A. 35%

The percentage of the investment in Italy from the public sector: 0.5×100%/1.25 = 50%

QUESTION 3 What is the ratio of public to private sector investment in Germany? A. 1:2

Answer : Option D

Public sector investment: €1.5 billion

Private sector investment: € 1 billion

Public sector/Private sector = 1.5:1 = 3:2

QUESTION 4 What is the total amount of public sector investment? A. 4.25 Billion

B. 4.50 Billion

C. 4.75 Billion

D. 5.25 Billion

E. 5.50 Billion

F. 10.75 Billion

Answer : Option C

The total amount of public sector investment is: 1 + 1.5 + 0.5 + 0.5 + 0.75 + 0.5 = €4.75 billion

KPMG verbal reasoning test

Verbal Reasoning Test measures candidates’ reading comprehension and grammar skills . This section provides candidates with text passages and corresponding questions . There are a total of 40 questions whose formats vary among spotting errors; fill in the blanks, reading comprehension, idioms, synonyms & antonyms .

Reading comprehension is the most popular question format, with two main types: multiple choice and True/False/Cannot Say based on the information given in the passage .

EXERCISE – VERBAL REASONING

Example from Cubiks

For the first time ever, more than half of new power capacity added last year came from renewable energy sources like wind and solar power, beating fossil fuels, according to a recent report. Last year represents a turning point because renewables now constitute 23% of global power generation. It is expected that this share will increase by an additional five percent in the next five years due largely to market forces and a shift in global policy in favour of renewable energy.

 Governments are increasingly introducing policies that encourage the adoption of renewable power and aim to reduce the use of fossil fuels that produce the highest levels of pollution, for example coal, oil and natural gas. However, much of the transition to renewable power would likely happen even without this increase in regulation as the costs associated with renewable energy have declined rapidly in recent years. This is due to advances in technology and increased competition in the market.

For example, the cost of the most common type of solar panel found at most power plants and residences has fallen 70% over the past decade and is expected to continue to decrease over the next number of years.

QUESTION 1 Which of the following was not mentioned as a reason for the increased use of renewable energy sources? A. A growing awareness of the importance of using energy sources that are less harmful to the environment

B. Changes to government policy and regulation

C. Developments in the field of technology

D. The declining cost of renewable energy sources such as solar panels

Answer : Option A

The passage mentions option B, C, and D.

Option B – “Governments are increasingly introducing policies that encourage the adoption of renewable power…”

Option C – “However, much of the transition to renewable power would likely happen… due to advances in technology and increased competition in the market.”

Option D – “However, much of the transition to renewable power would likely happen even without this increase in regulation as the costs associated with renewable energy have declined rapidly in recent years.”

QUESTION 2 According to the passage, which of the following has contributed to the decline in cost of renewable energy?

A. Demand from consumers for environmentally friendly energy sources

B. Government regulations specifying that renewable energy must be made affordable

C. Increased competition in the market

D. The reduced availability of fossil fuels

In the 8th line of the passage: “…the costs associated with renewable energy have declined rapidly in recent years. This is due to advances in technology and increased competition in the market.”

QUESTION 3 Which of the below statements best summarises the main message of the passage?

A. Changes to government policy were the sole cause for the growth of renewable energy sources

B. Last year was pivotal in the movement away from fossil fuels as for the first time the majority of new power capacity added was from renewable energy sources

C. Policy makers are encouraging the use of renewable energy sources as they are more affordable

D. Use of fossil fuels has declined dramatically and will soon be completely replaced by renewable energy sources

The main idea of the passage is stated at the beginning: “For the first time ever, more than half of new power capacity added last year came from renewable energy sources like wind and solar power, beating fossil fuels, according to a recent report.”

KPMG inductive reasoning test

Inductive reasoning question is a type of psychometric test involving identification of the general pattern and rules from specific observations . This test measures candidates’ ability to think and work flexibly in unfamiliar situations. The most common question type is diagrammatic reasoning , which requires candidates to find the rule connecting a series of shapes to determine the next one.

Here are some sample questions from Cubiks:

Answer:  Option B

In this sequence, the two shapes on the right always mirror the two shapes on the left of the next block, and there is always one shaded shape that rotates anti-clockwise.

In this sequence, the shaded cells increase to four squares and then remain constant. During each move, the first cell always moves one position in each sequence, first moving up and then left in the next sequence.

KPMG scenario-based assessment – KPMG situational judgement test

What is kpmg scenario-based assessment.

KPMG scenario-based assessment or KPMG situational judgment test is a type of online immersive assessment used by KPMG to judge candidates’ cognitive ability and workplace behaviour. It will provide a total of 12-20 work-based scenarios in the form of texts and video clips, and a set of cognitive ability tasks.

This is a blended test format with multiple question types, including situational judgment as well as verbal and numerical reasoning skills . You will need to use your common sense, and appreciation of what it takes to excel in a professional environment to give appropriate responses to situational judgment questions. And use your numerical and verbal capability for other reasoning questions.

This test is not timed , but KPMG recommends it to be completed in approximately 90 minutes in one sitting . After finishing this test, you will receive a Strength Report with practical advice on areas of improvement.

KPMG scenario-based assessment format

The KPMG scenario-based assessment formats vary from office to office, but in general, it consists of three separate rounds as follows:

• Transforming Small Businesses : Candidates are provided with scenarios in the form of videos, podcasts, articles, voicemails and emails , to help form answers to the various questions. The questions are in the form of ranking preferences, choosing the most likely responses or providing the response in text . This will include situational judgment as well as verbal and numerical reasoning skills.
• Delivering Outcomes : This is a combination of situational judgment questions, written exercises and video answers . Like the previous section, the questions are based on a hypothetical work scenario. The difference lies in some questions requiring video answers . You will have to record the answer in two minutes for each question with some preparation type beforehands.
• Critical Thinker : In this test, candidates are invited to join a Microsoft Teams meeting with other candidates, with video turned on. During 30 minutes, candidates have to complete 10 numerical reasoning questions across two sections.

KPMG written test

What is the kpmg written test.

The KPMG Written Test or KPMG Entrance Exam is a written test on specialized knowledge and language. This includes a paper-based knowledge test (Audit/Tax) to be completed in 25-30 minutes and a computer-based English test with grammatical questions in multiple formats .

This test format is reported less frequently and is mostly used for internship or junior position recruitment. 

KPMG written test formats

This test format contains two main parts:

• Specialized Knowledge Test : There are a total of 25 questions with the area of knowledge covered depending on the service line you are applying for. For example, if you want the Audit Intern position, the test will contain around 20 audit and 5 accounting questions. 
• English test : This test is used mainly in non-English speaking countries. It contains grammatical questions in multiple formats such as multiple choice, fill-in-the-blanks, word arrangement. 

KPMG Online Test preparation guide

Step 1: verify test format and familiarize yourself with the test principle.

Knowing what you are up against is the first important step in your prep plan. To find out the test version of your target office, do careful research, contact HR, leverage your KPMG connection. Make sure you practice for the right test in the first place .

Once you’ve gathered enough information about your upcoming test, learn the principles and formats carefully. Familiarity with the test principles helps many of my clients to tackle any test format from any firm. It will also help you to adjust your preparation strategy accordingly.

Step 2: Practice answering questions correctly

Speed and accuracy is the key criteria in every online test format.

In the early phase of your preparation process, take your time to think and fully comprehend each question. Try to get as many correct answers as possible as it will be reflected in your final results,. Finishing early means nothing if you got the wrong answers. So spend as long as it takes to understand the underlying reasoning within each question without any time pressure.

Step 3: Practice answering questions speedily

If you are quite comfortable with the test format and can produce the correct answer with ease, it’s time you moved on to the next step – increase your speed. Put yourself under serious time pressure , allow yourself only a limited amount of time to finish one question. Here are a few guides on how to finish your test faster:

• Increase your reading speed : In this article, I introduce two techniques to step up your reading skill: trackers & pacers (use a pencil to follow through your reading) and perceptual expansion (focus on the middle words and your peripheral vision will take in the side ones).
• Improve your mental math speed : Math is one unavoidable element in the KPMG Online Test. You have to be fast and accurate with your calculation. If you find yourself a little rusty in math, invest time and effort into practice. Remember, the more you practice, the higher chance you have at passing the KPMG aptitude test.

Step 4: Practice for the game-based assessment

Although the game-based assessment is claimed to require no preparation in advance, it’s still important to get familiar with the game principles . Practice with available gamified assessments and other games resembling the KPMG test format such as Firefly Freedom . This will help you figure your general approach and sharpen your strategic thinking in a gaming environment .

Although it is unlikely that you get the exact same game in the KPMG game-based assessment, a good look on how the general assessment games roll out, as well as careful practice will maximize your chance of passing.

Step 5: Perform full mock test under simulated condition

Take full mock tests under the simulated environment several times before walking into the real one . Try to simulate real test conditions – ask someone else to act as your test supervisor, to keep you from the “try again” or “one more minute” temptation. You need to piece together a full mock test, make sure that you have not done it before.

The mock test result will reflect your weaknesses in a real test-taking environment , allowing you to allocate the rest of your preparing time appropriately. 

What Is KPMG?

What is the kpmg assessment, how to prepare for the kpmg assessment, what happens if you do well on the kpmg assessment, the kpmg assessment centre, preparing for the kpmg assessment centre in 2024, frequently asked questions, final thoughts, kpmg assessment: guide and tips (2024).

Updated November 20, 2023

The KPMG application process is rigorous, with a hiring process that includes:

• An online application
• The first online assessment – KPMG Transforming Small Businesses
• A second online assessment – KPMG Delivering Outcomes
• A final assessment centre – Launch Pad

Preparation is key at all stages, so brush up on your KPMG knowledge and look at its latest news so you are up to date.

Remind yourself of the core values and competencies that KPMG is looking for and have relevant anecdotes or examples from your life to hand.

Practise taking sample assessments so that you get familiar with the format of the KMPG aptitude questions that will be coming your way.

KPMG is well known as one of the Big Four financial firms in the world. It offers Audit, Tax and Advisory services. KPMG employs nearly 250,000 people worldwide and has revenues of $32.2bn.

As such a big company, KPMG is continually looking for applicants who are willing to learn, with good academic records and who show strong communication skills – with a demonstrable interest in business.

As it is such a reputable firm, passing the KPMG application process is difficult and demanding. Its graduate programme has a strict hiring process, which includes the KPMG assessment.

KPMG’s recruitment takes place online. Once you have filled out an application form and are successful in proceeding to stage two, there are a series of assessments. The first is called Transforming Small Businesses.

Only if you pass this KPMG Transforming Small Businesses online assessment, will you proceed to the next stages and the final KPMG assessment center. This part of the process is untimed, though KPMG recommends you set aside 90 minutes for it and that you complete it in one sitting.

This KPMG Transforming Small Businesses online assessment gives you information about three fictional small businesses. Each of these faces its own specific business challenges and you will be asked to analyse information and rank your judgement to certain scenarios.

If you perform well, you will be invited to stage three, which is called Delivering Outcomes. This is when you drill down into one of the businesses that you worked on in the KPMG Transforming Small Businesses assessment.

In the KPMG Delivering Outcomes assessment you might be asked to record around four video responses via a camera on your computer, as well as give written answers and face more situational judgement tasks. There will be approximately 40 questions at this stage.

This KPMG Delivering Outcomes assessment is also untimed – though 60 minutes is suggested to complete it (again in one sitting).

In both this one and the previous KPMG Transforming Small Businesses online assessment, you will have five calendar days for completion.

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Example KPMG Assessment Questions

Previously the KPMG assessment tests were split up into different sections, like verbal and numerical , but now they have a 'blended assessment'.

In this KPMG Transforming Small Businesses online assessment you have to answer a mix of behavioural questions and situational judgement ones, as well as the verbal reasoning and numerical reasoning items.

Make sure you carefully study the KMPG online assessment answers and explanations to ensure you understand how to find the answers.

Below are some examples:

KPMG Transforming Small Businesses Online Assessment Questions with Answers

If they were working together, Serena, Tina and Susie would need three hours to varnish a six-foot-long bench.

If she was working alone, Serena could complete the task in six hours.

Tina has arthritis and cannot work as fast so she needs 12 hours to varnish the bench if she were by herself.

If Serena and Tina take the day off, how many hours would it take Susie to varnish the bench by herself, assuming she is able to keep to the same pace throughout?

a) 3 b) 4 c) 6 d) 12

There is a relationship between the words in the following group:

Pharmacist, Optician, Doctor

Which of the following words fits best with the group above?

a) Pink b) Hairdresser c) Physiotherapist d) Busboy

KPMG Delivering Outcomes Assessment Questions

For the KPMG Delivering Outcomes assessment, there are video and written tasks to test your aptitude.

There are no time limits on the writing, but you should use your best judgement on how to summarise the information and make it presentable in a clear and concise way.

Here are some example questions for the Delivering Outcomes assessment:

Video yourself for two minutes explaining how your personal strengths align with KPMG and the specific role you are applying for.

A co-worker is causing difficulties for you and your team. There is friction and as a result, you may not be able to reach your weekly target.

They have sent you the following:

'Thomas, I am frustrated with your complaints. You are wasting everyone’s time. Just get on with the job.'

How might you draft an email to address this?

If you need to prepare for a number of different employment tests and want to outsmart the competition, choose a Premium Membership from JobTestPrep . You will get access to three PrepPacks of your choice, from a database that covers all the major test providers and employers and tailored profession packs.

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To prepare for the KPMG Transforming Small Businesses online assessment there are several things you should do. First, to build your confidence you should practise as much as you can. You will be able to find some sample questions here to help.

Brushing up on your maths and English can be really important. Getting a feel for the different types of questions when you prepare will also help you to hone your style and ensure you show your true potential.

If you are feeling nervous then researching and preparation will also help allay your stress. Taking good care of yourself physically and mentally is important. The KPMG Transforming Small Businesses online assessment can be tiring so candidates need to eat healthily, drink plenty of water and rest well the night before taking it.

Since you have a five-day window in which to take the online test, you can plan to do so when you are likely to give your best performance. For instance, if you’re a night owl, taking the test in the evening will likely provide better results.

Try some practice tests to work out your best window. Don’t be so excited that you have got through to the second stage that you are tempted to do the test as quickly as possible – rather than preparing thoroughly and planning ahead.

Make sure you have properly organised your technology needs and that your Wi-Fi is stable. The KPMG assessments are held virtually, so you need to be sure you have zero distractions and that you feel comfortable and confident in having a professional-looking space to be video-calling from.

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Once you finish the KPMG Transforming Small Businesses assessment you find out your top two and bottom two KPMG core values . These include:

• Integrity – Doing what is right
• Excellence – To never stop learning or improving
• Together – Respecting each other to draw strength from differences
• Courage – Thinking and acting boldly
• For better – We do what matters

However, this information does not define if you go through to the next stage or not.

It will take some time to hear back after the KPMG Transforming Small Businesses assessment. KPMG says that within six weeks you will know if you are through to the Delivering Outcomes assessment stage.

At every stage KPMG grades your ability on a five-point scale. KPMG believes that if you show the core capabilities it is looking for and get ‘perfect fives’ then you’ll be a match for the company. To stand out, therefore, you need to be scoring at this level.

If you are successful at all the previous stages, you will be invited to the final KPMG assessment centre stage: Launch Pad .

In stage four, the final chance to impress, you will be combining assessment with the opportunity to learn and network with KPMG staff.

The company will be looking for you to demonstrate soft skills and strengths when you meet those within the business area you have applied to, from partners to graduate trainees.

In terms of activities you can expect, there will likely be:

• An e-tray exercise
• A group exercise (always balance leadership with teamwork skills)
• A self-assessment form

In some cases, you may also have to do an additional task – a presentation made to a KPMG partner .

There are also likely to be several formal and informal KPMG interviews throughout the day.

If you successfully make it through this fast-paced final stage of the KPMG assessment centre, you could have a job offer within two days.

In the event you don’t make it through, you will be offered the option for feedback, from which valuable lessons can be gleaned.

The KPMG assessment centre is either three hours online or an entire day if you are invited in person – and it will include a variety of assessments that are designed to tax you.

Even more than the other stages, you will need to be at your physical and mental best.

Ensure you get a good night’s rest the day before and eat a protein-rich breakfast.

Keep a bottle of water with you and a portfolio of all your application materials to hand – being organised and punctual will make a strong impression.

Preparation is key, so brush up on the KPMG basics and look at its latest news or social media feeds, so you are up to date.

Remind yourself of the core values and competencies it is looking for and have relevant anecdotes and examples to hand.

KPMG wants to know how you are living the values that are important to the company.

If you are nervous about meeting KPMG staff with regards to networking and small talk, make sure you practise some of these skills in advance with friends or a professional coach.

Have thoughtful and insightful questions prepared in advance that you can ask and impress with.

There may be several other candidates you meet and work with – you will be assessed on how you interact with them also.

Is the KPMG assessment hard to pass?

As it is such a reputable firm, passing the KPMG application process is difficult and demanding. Its graduate programme has a strict hiring process.

Once you have filled out an application form and are successful in proceeding to stage two, there are a series of assessments. The first is called Transforming Small Businesses.

Only if you pass this KPMG Transforming Small Businesses online assessment, will you proceed to the next stages which get progressively harder, and then the final KPMG assessment centre.

The KPMG assessment centre (Launch Pad) is an all-day event (or three hours if you do it online) and it will include a variety of assessments that are designed to tax you. Even more than the other stages, you will need to be at your physical and mental best.

Where can I prepare for the KPMG assessment?

You should familiarise yourself online with the KPMG core values before even making an application.

To prepare for the KPMG Transforming Small Businesses first online assessment there are several things you should do. First, to build your confidence you should research as much as you can.

You will be able to find some sample questions here to help. Getting a feel for the types of questions you can expect will help you hone your style and ensure you show your true potential.

If you progress, you will end up at the KPMG assessment centre (Launch Pad). As mentioned above, you can expect an e-tray exercise, role plays, a group exercise and a self-assessment form. You may also have to make a presentation to a KPMG partner and will likely participate in interviews throughout the day.

What is a good score for the KPMG assessment test?

At every stage KPMG grades your ability on a five-point scale. KPMG believes that if you show the core capabilities it seeks and get ‘perfect fives’ then you’ll be a match for the company. Therefore, you need to score at this level to stand out.

Successfully completing the KPMG assessment centre could result in a job offer within two days.

Where can I find more sample questions for the KPMG assessment?

You can find some sample questions here to help you prepare. Don’t forget to familiarise yourself online with the KPMG core values and to research as much as you can to build your confidence.

Remember to prepare for the formal and informal KPMG interviews you are likely to participate in as well throughout the assessment day.

Who is eligible to take the KPMG assessment?

The majority of open roles at KPMG do not require a particular degree discipline, but there are a small number of exceptions that do. Requirements are clearly set out on the relevant KPMG graduate programme job descriptions.

Occasionally there is an emphasis on science, technology, engineering or maths undergraduate degrees and priority is given to those who have these. You cannot apply for the KPMG assessment process in the same intake year if you failed recently.

Can you retake the KPMG assessment if you fail?

KMPG says that if you fail at any stage of the graduate application process you cannot reapply again for the same intake year. It does however allow your reapplication for the next graduate intake year.

Where can I find a complete practice guide for the KPMG assessment?

You will be able to find sample questions here and can also familiarise yourself online with the KPMG core values .

Be prepared for a range of potential activities at the KPMG assessment centre (Launch Pad), such as an e-tray exercise, role plays, a group exercise and a self-assessment form.

You can also practise making a presentation to friends and family and answering mock interview questions to prepare for the interviews you will very likely participate in during the assessment day.

What is the KPMG assessment?

Once you have filled out an application form for KPMG and are successful in proceeding to stage two, there are a series of assessments. The first is called Transforming Small Businesses.

If you perform well, you will be invited to stage three called Delivering Outcomes. Here you will drill down into one of the businesses that you worked on in the KPMG Transforming Small Businesses assessment.

If you are successful at all the previous stages, you will be invited to the final assessment centre stage: Launch Pad.

This is the final stage and combines further assessment with the opportunity to learn and network with KPMG staff.

How much time do you get to take the KPMG assessment?

There are various stages to the KPMG application process. If you fill out an application form for KPMG that should take 30 minutes (though this doesn’t include your research and preparation time).

Then there are a series of assessments. The first is called Transforming Small Businesses and takes approximately 90 minutes to complete, although it isn’t timed.

If you perform well, you will be invited to stage three, Delivering Outcomes, which takes approximately 60 minutes to complete, although again, it isn’t timed.

For both this stage and the previous KPMG Transforming Small Businesses online assessment, you are given five calendar days for completion.

If you succeed in all the previous stages, you are invited to the final Launch Pad stage. Here you will combine assessment with the opportunity to learn and network with KPMG staff. This can be three hours online or an entire day if you are invited in person.

What is the next step after taking the KPMG assessment?

The first KPMG assessment is called Transforming Small Businesses. If you perform well, you will be invited to the next, which is called Delivering Outcomes.

This is when you drill down into one of the businesses that you worked on in the KPMG Transforming Small Businesses assessment.

Successful completion of these stages leads to the final assessment centre stage.

At every stage KPMG grades your ability on a five-point scale. KPMG believes you will be a good fit for the company if you show the core capabilities it seeks and get ‘perfect fives’ throughout the assessment stages.

Successfully completing the intense final stage of the KPMG assessment centre could lead to a job offer within two days. If you do not successfully pass the final assessment centre, you will be offered the option for feedback, which provides a useful learning experience for future job applications.

As described, there are several stages to get through when applying to KPMG. It’s a competitive process and KPMG is looking for recruits who are hardworking, enthusiastic and able to be real team players.

To this end, KPMG holds two online assessments (Transforming Small Businesses and Delivering Outcomes) after your initial application form and then a final stage assessment centre (Launch Pad).

In summary, it’s important to remember that KPMG assessments at every stage are rigorous.

You must thoroughly prepare to impress, both in the psychometrics and at the assessment centre.

Keep in mind the key KPMG behavioural capabilities, and find ways to demonstrate your ability to match each one whenever and wherever you can.

With effort and practice, you are likely to impress and succeed in securing a job offer – we wish you luck on your journey.

Bibliography

https://www.kpmgcareers.co.uk/graduate/applying-to-kpmg/application-process/

You might also be interested in these other Psychometric Success articles:

Or explore the Aptitude Tests / Test Types sections.

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KPMG is a multinational professional services firm. Recognised as one of the Big Four, KPMG provides tax, audit and advisory services worldwide and employs over 200,000 people. Roles at KPMG are highly sought after, and understanding the application process (including the importance of the various assessments) will help you to be more prepared.

Careers at KPMG

There are several routes into employment with KPMG, depending on your level of education and experience.

For those who are looking to learn while they earn, KPMG offers apprenticeships. These are available in Audit, Business Services and with the Digital Software Engineering Degree Apprenticeship.

Discovery Work Experience offers an insight into the roles at KPMG for those looking for some direction in their future.

If you are an undergraduate, roles at KPMG might include the One Year Business Placement (as part of your degree), as well as insight and vacation programmes.

The graduate scheme offered by KPMG is the most popular route to employment for potential candidates. You can choose from the following business areas:

• Deal Advisory
• Business Services
• Tax & Law
• Technology & Engineering

If you are already an experienced professional in accounting services that has key competencies, you can apply for roles in the major business areas, or become part of the contractor team.

KPMG Application Process

Online application, transforming small businesses, delivering outcomes.

Critical Thinker

Virtual Launch Pad

The KPMG assessment process is very structured, with almost every application following the same process to make sure it is equal.

To start with, you need to fill in an online application form with some basic details about you, your education and your experience.

If your online application is accepted, you will then take a series of online aptitude tests , combining situational judgement tests , numerical tests and verbal tests, as well as behavioural tests. Each online assessment needs to be passed for you to be invited to the next stage, with clearly defined timescales.

The final stage of the process to get your dream job is a full assessment day – known as the Launch Pad – which is currently administered virtually.

Throughout the recruitment process, it is important to bear in mind the 11 Key Behavioural Qualities that KPMG seeks in all its employees, and make sure you are demonstrating them wherever you can. There’s more detail on these at the end of this article.

Online application form

The online application is much like any other; you need to provide personal details, contact information and your education and experience. The basic application requirements are:

• Maths and English GCSE – at least a B (Grade 5/6 in the new system)
• 3 A-Levels (or equivalent)
• 2:1 Undergraduate degree in any discipline (predicted or actual)

There is space for you to provide details of any mitigating circumstances that might mean you haven’t reached the academic qualifications necessary, and these will be taken into account.

You are also able to record any relevant work experience or previous professional qualifications that might support your application.

The application form is assessed against the entry criteria before any progression through the process. You can only apply once every application cycle (usually once a year).

Be thorough and take your time. Answer accurately and with integrity, so that you can demonstrate your suitability for the role and make it simple for the recruitment team to put you through to the next round.

KPMG Assessments

Kpmg transforming small businesses online assessment.

KPMG assessments look slightly different from other aptitude tests that you might take because they don’t have separate ‘papers’ for each type. Instead of sitting a situational judgement test, a verbal reasoning test , a logic test and all the others, KPMG has created a scenario-based assessment.

The first part of this assessment is titled ‘Transforming Small Businesses’. You will be provided with information in the form of videos, podcasts, articles, voicemails and emails, which you are expected to use to help you form answers to the various questions.

The scenario provides an experiential assessment that is a journey into working life at KPMG, with a fictional but realistic narrative.

In the KPMG Transforming Small Businesses online assessment, you will be evaluated on how you respond to scenarios, using the information given. This will include situational judgment as well as verbal and numerical reasoning skills . You will be able to find sample questions online to prepare.

You will be able to complete this at home, and it is an untimed test. KPMG has suggested that this will take around 90 minutes, and it is better to complete it in one sitting. It needs to be completed within five calendar days.

After this part of the assessment, you will receive a Strength Report. This will show your top two strengths as well as two less developed areas, with tips and practical advice to help you improve.

This personalised report is not linked to the assessment in any way, but is useful to provide you with more information on how you can work on your weaknesses.

If you are successful in the first assessment, you will be invited to take the second.

The tests were well suited to the job that I’ve applied for. They are easy to do and loads of them.

KPMG Delivering Outcomes Online Assessment

In a similar way to the transforming small businesses assessment, the KPMG Delivering Outcomes online assessment is blended, so it combines situational judgement skills with written exercises and video interviews.

Moving deeper into the fictional but realistic scenario, you will have insight into your chosen business area, and will need to rank your response to questions based on what you would do in each situation.

You will also be asked to answer some questions on paper, and provide answers through video in some cases too. The video portion gives you two minutes to clearly and accurately answer the questions and provide more information for each question, with some preparation time beforehand.

The recruiters want to see you answering confidently, looking at the camera rather than notes, and demonstrating your knowledge and opinions clearly.

Again, this test is untimed, with the only expectation that it is completed within five calendar days. KPMG suggests that this part of the assessment will usually take about 60 minutes.

If you are successful, you will be invited to complete the third assessment.

This is a timed assessment that takes place online, facilitated by a member of the recruitment team.

You will be invited to a Microsoft Teams meeting along with other candidates, and with your audio muted and your video connected, you will be asked to complete 10 numerical reasoning questions across two sections.

You will have 30 minutes to complete this test, and if successful you will be asked to attend the next stage: the Virtual Launch Pad.

In previous years, the Launch Pad was an all-day event, with a few hundred attendees looking for roles across all sectors. Starting with breakfast and a presentation, applicants were invited to take part in group exercises , analysis projects, one-on-one interviews and given the opportunity to network.

This is what is known as an assessment centre, and we have some tips to help you be successful at these .

The Virtual Launch Pad is both a final assessment and an opportunity for applicants to learn – from meeting personnel to understanding more about each business area. Moving online, the Virtual Launch Pad offers the same opportunities for recruiters to assess you, just in an online environment.

You can expect to take part in the following activities:

Group Exercise . In small groups, you will have a brief and some tasks to complete. This is an opportunity to demonstrate both teamwork and leadership skills.

Analysis . You will be provided with a brief, and asked to write a report based on the available information. In the report you will need to include detailed recommendations including specific actions around profitability, as well as highlighting strengths and weaknesses.

Partner Interview . In this one-on-one interview, you will have the opportunity to meet with a member of the KPMG team, who will ask you behavioural questions that will align with the key KPMG values.

You will also have a chance to really demonstrate your interest in the role by asking questions of the interviewer.

KPMGs 11 Key Behavioural Capabilities

Keep these 11 characteristics in mind throughout the recruitment process, and use them to structure your responses:

Career Motivation

Why did you choose to apply for KPMG in particular? What role do you want to perform, in what programme and in what sector? The recruiters want to see that you have done your research, you understand KPMG and the way the business works – and that you want a career with them.

Drive Quality

Employees at KPMG are always expected to achieve exceptional results using their initiative and personal drive – for partners and for customers.

Demonstrate Integrity

All employees are expected to support an ethical environment, value rules and act in accordance with regulations. Decisions need to be made with integrity in mind.

You will be given the autonomy to make your own decisions, so it is important that you can critically evaluate and interpret information to drive your next move.

Resilient Performer

Throughout your life, both professionally and personally, you will have challenges that need to be overcome. To be successful at KPMG, it is not about avoiding challenges, but rather how you react to perform at your best.

Leverage Technology

Technology changes quickly, and at KPMG employees are expected to embrace what is new, and be knowledgeable about the latest disruptors.

Communicate Effectively

Passionate and professional communication is at the heart of KPMG. Positive lasting impressions are made with colleagues and customers through effective communication.

Foster Innovation

A career at KPMG is an environment of increasing change, so applicants and employees need to be comfortable with uncertainty and able to be flexible in their approach to new tasks. Innovation and initiative helps change be positive.

Credible Connector

If you thrive on teamwork, know how to build deep relationships and enjoy discussing ideas, then you are a credible communicator – and exactly what KPMG wants to see in their employees.

Show Curiosity

KPMG is a company that wants employees to have the drive to develop. It provides the tools to help you grow in your role; all you need to do is provide the curiosity and willingness to learn.

Purposeful Collaborator

Every single employee has a unique perspective, and the diversity that can be found in thought and experience will deliver great results if collaboration is purposeful.

Practice Aptitude Tests is not associated with KPMG. We provide preparation services for KPMG psychometric tests. Our tests are not designed to be identical to any style, employer or industry. Visit https://home.kpmg/xx/en/home/careers.html to find out more.

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KPMG Online Assessment Test, Interviews, Assessment Centre 2024. Practice. A Complete Guide.

Reading Time: 19 minutes

GFI Group Ltd. is not associated with KPMG. We provide preparation materials for KPMG candidate assessment.

Considering applying for KPMG’s 2024 internship or graduate programs? Or are you interested in exploring professional opportunities with KPMG? Read on for the ultimate guide to accelerate your KPMG online assessment practice.

From the application process, assessment, and recruitment to the work life at KPMG, this article uncovers crucial details every KPMG candidate must keep in mind, no matter the program.

Check here for Free and Premium aptitude assessment tests and video interviews to practise and prepare for KPMG recruitment.

Wondering if you should practise for KPMG assessments? According to research, 60-80% of candidates are rejected based on their aptitude tests results. It is proven that practice increases your chances of getting hired.

A recent study found that candidates who do not practise assessments, tend to fail at the first hurdle of psychometric assessments (54%-84%). This study looked at the Top 100 global employers. Bradley et al (2019)

In a nutshell

How to pass KPMG online assessments to get the job?

• Fill in your KPMG application form.
• Answer each of the questions sincerely and apply as early as you can.
• Align your application with KPMG’s core values .
• Practice for KPMG Online Assessments

KPMG uses a variety of aptitude tests for its recruitment. These may include:

• Situational Judgement Tests
• Numerical Reasoning Tests

You may get rejected already after your KPMG tests. These tests sift out 50-80% candidates. The only proven way to get to the next round is practice.

• Record mock interviews of yourself  

Record yourself practising how to answer common questions in interviews for consulting jobs. Ensure your answers flow well and are to the point. Avoid filler words.

Prepare for an online video interview by running mock interviews and answering typical consulting interview questions. To practise for KPMG interview, use:

• A smartphone
• Video conferencing apps like Zoom, Google Meet or 
• Our video interview practice platform

Our video interview practice platform contains standard competency and industry questions for consulting and replicates the experience as platforms such as Hirevue, Pymetrics, and Sonru. Always record your responses and watch them to develop your interview technique. Practice your answers until you feel satisfied.

Use the STAR method for your answers, and practise each response several times.

• Prepare for the KPMG Virtual Launchpad

KPMG uses a range of exercises in its Virtual Launch Pad assessment centre to select the right candidate. Keep yourself a step ahead by practising:

• A personal written case study
• Analytical exercises
• Group case study exercises

Hone your written and spoken communication technique. Research online, prepare and practice presentation of as many business case studies as possible. 

Be aware; not many get to this stage. The competition is very fierce.

• Ace your KPMG Partner Interview

Prepare for your one-on-one interview with a senior manager from KPMG. Do well to practise behavioural and competency-based questions beforehand for this interview. Your goal is to stand out, knowing that KPMG interviews dozens of candidates at this final stage.

Refine your interview skills to showcase your:

• Deep knowledge and understanding of the role
• Critical thinking
• Business acumen

For your final interview, use the video interview platform and record yourself answering the consultancy questions.

Looking into assessments with KPMG, simply click in the table below to practice assessments relevant to your assessment process!

Save and practice all the above assessments for your KPMG application with our Go Premium package.

These are the steps to landing a job at KPMG in a nutshell. Now let’s dive into the details properly as we uncover everything you need to know about the KPMG recruitment process .

In this guide, you will discover:

What is KPMG?

Kpmg application form, kpmg online assessments, kpmg virtual launch pad.

• KPMG Undergraduate/Graduate Student Schemes
• KPMG Assessment FAQs 

Without further ado, let’s jump in!

KPMG is ranked among the Big Four accounting firms in the world. The finance giant boasts a network of firms across 146 countries around the world. KPMG mainly offers financial audit, tax, and advisory services and generates an aggregated revenue of USD 35 billion.

The company prioritises a healthy work environment and promotes personal and professional growth. KPMG employees are bound by a set of values that include:

• Togetherness

Good to know : According to KPMG Global’s 2021 Annual Report, KPMG receives over 225,000 applications each year, with an acceptance rate of just four percent.

If you are seriously looking to join the league of KPMG’s 227,000 outstanding professionals spread around the globe, here are some important details you should know about the KPMG application process .

What does KPMG’s application form involve?

KPMG’s application is done online. You must first complete an online application form and provide some basic information about yourself, your background, your education, and your experience. 

Before you begin your application, consider whether you align with the official key competencies KPMG is currently on the lookout for:

KPMG Key Competencies

• Drive quality
• Apply a strategic perspective
• Foster innovation
• Build collaborative relationships
• Develops and motivate others
• Make sound decisions
• Advance and ethical environment
• Champion inclusion

How to Craft a Good Application for KPMG

Before you begin your application, ensure that you meet the three basic entry requirements for many roles:

• Maths and English GCSE (B minimum)
• 3 A-Levels (or equivalent)
• 2:1 Undergraduate degree in any discipline (predicted or actual)

Good to know : In case you do not fully meet the academic requirements, the application form has a space for you to provide your reasons, and these will be taken into consideration by the recruitment team.

Make sure to provide any relevant work experience or past professional qualifications that might help your application. Your application form will be assessed against the entry requirements, and you can only apply to work at KPMG once every application cycle.

KPMG’s application is quite straightforward and easy. So relax and take your time as you apply. 

Ensure you give accurate details and try to demonstrate your suitability for the role in your application so as to make it to the next stage of the recruitment process: the KPMG online assessments .

KPMG assessments are provided by Cappfinity and are quite unique compared to more standard aptitude tests that are used by other employers, but there’s no cause for worry. These KPMG tests have no time limit and can be completed remotely online.

Click here to learn more about Cappfinity and get ahead.

What is the KPMG assessment process?

You will be assessed in 2 rounds of assessment. These stages of KPMG assessments are:

• Transforming Small Business Online Assessment
• Delivering Outcomes Online Assessment

Here is what you should know about these KPMG tests , starting with the first stage: the KPMG Transforming Small Businesses Online Assessment.

What is the KPMG Transforming Small Businesses Online Assessment?

During the KPMG Transforming Small Businesses assessment , you will be provided a  scenario you may face in your role at KPMG. You will be assessed on how you respond to scenarios with the information you have been given. This is very similar to a situational judgement test .

Good to know : you will be provided with information in the form of videos, articles, emails, podcasts, and voicemails, which you are expected to use to help you answer a range of questions.

How long will I have to complete the KPMG Transforming Small Businesses Online Assessment?

While this is an untimed assessment, KPMG suggests it would take around 90 minutes to finish, and it is advisable to complete it in one sitting. You must complete the test within five calendar days .

The KPMG Transforming Small Businesses Online Assessment will evaluate your situational judgement and numerical ability . But what exactly do these involve? Let’s break each of these cdown.

KPMG Situational Judgement Test Questions

The KPMG situational judgement test questions are designed to evaluate your ability to assess a situation and make decisions. These questions involve realistic work-place scenarios and will require you to choose the most appropriate response from a set of options.

Gain key insights in this under 1 minute video, about the situational judgement test questions you may encounter during your KPMG SJT questions. 

Top 5 tips to pass your KPMG situational judgement test questions:

• Research the strengths sought by KPMG and their values , and consider how well you align with these.
• Do background research on competencies and desired effective behaviours by reading books and articles on these topics.
• Carefully consider the details of each scenario before choosing your response.
• Practise situational judgement tests beforehand to get familiar with sample tests and improve your decision-making skills.
• Remain calm and concentrate on the information provided in each scenario to help make thoughtful decisions.

Practising beforehand is no doubt the most important step. Sign-up for GF’s Situational Judgement Test package to access real practice questions, live test reports, and progress charts!

Here’s a sneak peek into what a typical KPMG situational judgement test question may look like:

KPMG Situational Judgement Test Question Example

Besides your situational judgement, your numerical ability will also be tested in this assessment. Here is what you should know about the numerical ability questions.

KPMG Numerical Reasoning Test Questions

Simply put, the KPMG numerical reasoning test questions evaluate a candidate’s ability to interpret and analyse numerical data. It involves solving mathematical problems and making logical deductions from the information provided. 

Check out this short video for more insight on your KPMG numerical reasoning test questions.

Our expert team at GF has designed an example of a numerical reasoning question you may encounter in this KPMG assessment for you to practise. Have a go with answering this question to test your skills ahead of your KPMG assessment test: 

KPMG Numerical Reasoning Question Example

Got it right? Check the bottom of the page for the correct answer!

For more FREE questions similar to the KPMG numerical reasoning test questions , register with GF and practice your FREE numerical reasoning test now!

6 Tips to Pass KPMG Numerical Test Questions

• Refresh your knowledge of basic maths concepts like ratios, percentages, fractions, and simple arithmetic operations.
• Practise numerical assessments to improve your ability to solve simple calculations quickly.
• Bring a notepad to write down any key details and make calculations.
• Carefully read the instructions and make sure you understand the question and the data provided.
• Be cautious with your time. Budget enough time for each question, and move on to the next one if you’re stuck.
• Make sure to check your answers before you move onto the next question.

If you are looking for KPMG-style numerical reasoning tests with answers, worked-solutions and professional score reports, including personalised tips based on your performance to practise, then we at GF have you covered.

Good to know : After completing the assessment, KPMG will provide a strength report which will highlight your top strengths and areas where you need improvement, along with tips to help you.

If you are successful in the Transforming Small Businesses Online Assessment, you will be invited to the next stage of the graduate process: the KPMG Delivering Outcomes assessment .

What is the KPMG Delivering Outcomes Online Assessment?

Similar to the Transforming Small Businesses assessment, the KPMG Delivering Outcomes assessment also assesses your situational judgement skills using workplace scenarios, diving into more depth about one of the businesses included in the previous assessment. This test will take about 60 minutes to complete. 

Good to know : Please see above for our top KPMG situational judgement test tips.  

How long will I have to complete the KPMG Delivering Outcomes Online Assessment?

You will have 5 calendar days from receiving the invitation to complete this assessment.

For some questions, KPMG will ask you to provide written answers or video responses . The video responses section will allow you two minutes to provide the answers and also give you some time to prepare beforehand. 

Learn all you need to know about KPMG video interview questions to help kickstart your prep with this short clip: 

Virtual sessions are becoming popular in job recruitment. Here are some great tips to help you with your recorded responses. 

Top 5 Tips to Ace your KPMG Video Interview Questions

• Choose a quiet and bright location with a neutral background for the assessment.
• Before you begin, make sure your internet connection, camera, and microphone are working well.
• Dress professionally, the same way you would dress for an in-person interview to give a good impression.
• Look directly at the camera when speaking to create a connection with your recruiter.
• Be confident in your responses by speaking in a clear and calm manner while maintaining relaxed eye contact with your camera.

Good to know: The best way to ace your KPMG assessment is to prepare beforehand, especially your video responses. Practice with our unique video interview tool to practise video interviews and gain real test experience while recording your answers. 

In some cases, depending on the program you have applied for, KPMG will invite you to sit its “Critical Thinker Test” to conclude the online assessment stage. 

What is the KPMG Critical Thinker Test?

Unlike the assessments in the previous stages, the KPMG critical thinker test stage does have a time limit of 30 minutes. This assessment takes place online, and is facilitated by a member of the hiring team. 

You will be invited to an online meeting on Microsoft Teams along with other applicants. With your audio muted, you will be required to answer 10 numerical reasoning questions from two sections.

Check out our below video to discover tips to help you prepare for the KPMG critical thinker test:

If you are successful with these assessments, you will be invited to attend the next stage of the recruitment journey: the KPMG Virtual Launchpad . 

What is the KPMG Virtual Launch Pad?

From meeting personnel to gaining more understanding about different business areas, the KPMG Virtual Launchpad or KPMG Assessment Centre is the final assessment stage and another opportunity for you to stand out. 

As the name implies, these are held in an online virtual format and still offer the same opportunities for you to be assessed by the recruiters. Depending on the scheme you’ve applied for, you may be assessed through:

• KPMG Group Exercise
• KPMG Analytical Exercise
• KPMG Partner Interview

Let’s check out what to expect in each of these activities below.

What is the KPMG Group Exercise?

The KPMG group exercise consists of 50 to 80 people. You will be assigned briefs and assignments to perform in small groups of 5-8 people. You will have about 3-5 minutes to jot down your points and later present them in front of the group. 

Try to demonstrate both teamwork and leadership skills in your responses and interactions with your teammates.

Top 5 Tips to Succeed in the KPMG Group Exercise

• Be polite by not speaking over your other group members, and avoid arguing. Respect their points and build from them.
• Communicate in a clear and friendly tone of voice and use simple language to convey your points effectively.
• Dress smartly. Consider the culture of KPMG and the typical work attire for your role.
• Don’t try to dominate. Encourage your team members to participate in the task and ask for their thoughts.
• Keep track of the time to ensure the team is ready to present the group’s points time.

What will be covered in the KPMG Group Exercise?

Some topics in the KPMG Group Exercise that some candidates have encountered in the past include:

• Technology Impact on Banking Sector
• Is it fair to spare political parties from income tax investigation?
• Are MNCs better than domestic industries?

Bonus KPMG Assessment Centre tip : Try to persuade others towards your ideas and ask critical, thought-provoking questions, but only do so when it feels natural. Bear in mind that your team members are just as important as you.

Take a break from reading with our video on how to perform your best during a group exercise.

What is the KPMG Analytical Exercise?

The KPMG Analytical Exercise seeks to evaluate your analytical skills. You will be given a brief and asked to write an analytical report providing detailed recommendations on profitability with specific actions and also highlighting strengths and weaknesses. 

You may also be asked to respond to a previously unseen case study or to write emails. It could be you emailing a client regarding the delay in project delivery or your manager about the challenges in a project.

Here are our top 5 tips to ace your KPMG analytical exercise :

• Carefully review the instructions in the brief before you begin to make sure you work in line with the rules of the assessment.
• Observe each scenario carefully before attempting a response to avoid mistakes. Double check your work before you submit the report.
• Manage your time by allocating completion times to each task in the KPMG exercise to enable you to keep track of the allotted time for the test.
• Prioritise easier tasks by working on them first to allow you to focus on more challenging ones.
• Familiarise yourself with the digital tools and software that will be used for the KPMG exercise, like emails, calendars, and document creators.

Bonus KPMG Assessment Centre tip : align your responses with KPMG values . Consider how employees at KPMG would approach the situation. This shows your attention to detail and suitability for the role.

What is the KPMG Partner Interview?

The KPMG Partner Interview segment affords you the opportunity to meet with a member of the KPMG recruitment team who will ask you a range of questions in line with important KPMG work values . They may be behavioural, strength-based, or motivational.

4 Easy Tips to Ace your KPMG Partner Interview

• Dress appropriately: make sure your outfit is professional, aligns with KPMG’s culture, and demonstrates your respect for the interview process.
• Prepare for behavioural questions: Anticipate and practice responses to behavioural questions, highlighting your relevant experiences and achievements in line with KPMG’s competencies .
• Speak confidently and maintain eye contact: Clearly express yourself in simple terms, ensuring that you are audible enough and maintaining eye contact with the recruiter.
• Be sincere in your responses and align them with KPMG values: Demonstrate authenticity by being truthful when sharing your motivations, experiences, and strengths, and emphasise how they align with KPMG’s core values and culture.

As you keep the above tips in mind, here are some questions you may be asked, along with some example good responses:

Question: Why KPMG?

Tip to Answer : For this question, you need to focus your reply on KPMG’s reputation and values , and how these are essential for your career aspirations. 

Good Answer : One reason I choose KPMG is because I find its reputation as one of the world’s leading global professional services firms truly impressive. KPMG has demonstrated its commitment to excellence, integrity, and innovation, which resonates with my own principles and career aspirations.

Check out this short video for more tips on how to answer questions like this.

Question: How do you stay updated with business news?

Tip to Answer : For your answer, you should cover the main areas of research you have taken and provide examples to help provide evidence, such as recent news articles or journals in the area of your job interest.

Good Answer : I consistently follow reputable financial news platforms like The Wall Street Journal and the Financial Times to stay in touch with global business trends. For example, the FT’s recent article about the effects of inflation on small businesses in Europe was interesting to apply my own knowledge to. I also attend industry conferences, webinars, and seminars to stay informed about emerging business trends and developments.

Question: Tell me about a time when you were faced with a challenging situation at work and how you handled it.

Tip to Answer : You can use the STAR+R technique to answer this question. Focus on a scenario from your experience that included a positive result from your approach to the challenge. 

Good Answer : 

• Situation – In my former role, I was overseeing a team on a tight deadline to complete a challenging project.
• Task – However, we had also encountered technical problems that threatened to stall the project.
• Action – To fix the issue, I quickly set up a meeting with the team to brainstorm solutions to resolve the problem. We were able to gather feasible solutions, delegated responsibilities across the team for the next steps and managed to resolve the technical issues we were facing.
• Result – Due to our quick meeting, we were able to complete and deliver the project before the deadline.
• Reflect – Looking back, I would say teamwork is a valuable skill for projects with tight deadlines, and it is important to have a good rapport with your colleagues. This allows us to work effectively and efficiently through strong communication and team working. 

KPMG Partner interview tip : This is also a great opportunity for you to further demonstrate interest in the role by asking the interviewer your own questions about the job to find out more.

Discover our top 5 best questions to ask in your KPMG interview from this short video below:

The KPMG Virtual Launchpad is the last stage of assessment. If you are successful, you will be hired at KPMG and may receive a job offer within two days. Congratulations!

Working at KPMG will very likely advance your professional career. Here are other schemes offered by KPMG for graduate and undergraduate students .

KPMG Undergraduate/Graduate Students Schemes

Kpmg graduate schemes.

KPMG continually offers graduates the opportunity to join its workforce in various departments, including audit, tax, and advisory services, among others. Entry-level graduates would typically be subjected to all KPMG stages of assessment in the course of recruitment. 

KPMG Undergraduate Programmes

KPMG provides a range of programmes to develop students through unique experiences and perspectives. During your programmes, you will discover more about what it’s like to work for the firm and may be able to fast-track your career through a graduate programme at the end of the undergraduate scheme. 

The various undergraduate programmes include:

• Insight programmes : Over a few days, you will gain insight into a particular field and the career opportunities you can explore at KPMG.
• Vacation programmes : Develop your skills and explore new experiences over a month through meeting professionals and engaging in community activities.
• One year business placement : Over this year, you will develop through technical and professional development training to equip you with the needed skills to thrive.

KPMG Apprenticeships

The KPMG Apprenticeships programme offers students the opportunity to gain professional experience and develop the necessary skills to advance their careers. The available programmes include:

• Audit Apprenticeships
• Technology and Engineering Apprenticeships 
• Consulting Apprenticeships 
• Tax and Law Apprenticeships 
• KPMG Business Services Apprenticeships

KPMG Internship

The aim of the KPMG Internship programme is to afford bright undergraduate and graduate students from local and international institutions the opportunity to gain firsthand knowledge of the operational environment of KPMG. 

Interns are assigned to different divisions based on their preferred areas of interest and availability and are allowed to work with seasoned, experienced professionals across various units and divisions.

So how do we apply to these opportunities? 

Application deadlines for these programmes may vary each year and by country. It is therefore important to visit KPMG’s official website for up-to-date information regarding application deadlines and specific department or area options.

If you still have more questions about the KPMG recruitment process , below are our answers to top questions about your upcoming KPMG assessments.

KPMG Assessment FAQs

How long does kpmg recruitment process take.

KPMG’s recruitment process is fairly quick. Depending on the company’s needs, the period from application to job offer might take as little as one month. KPMG’s recruitment also varies by country or region.

How many times can you apply for KPMG?

You can only submit one application per intake year. If your application doesn’t go through, you will have to wait for the next application season to apply, and you can only apply for one role per season.

What does KPMG look for in a candidate?

KPMG is interested in candidates who thrive working in a team and enjoy sharing brilliant ideas. Some other qualities KPMG looks for include integrity, critical thinking, drive, and communication skills.

How do I ace a KPMG interview?

• Research the role and KPMG’s values . 
• Consider your strengths, use examples.
• Rehearse common interview questions.
• Use the STAR+R method.
• Dress smartly.
• Ask your own questions.

Does KPMG send rejection letters?

No, KPMG does not send rejection letters. If you do not get feedback from the recruiters after a month or two, then your KPMG application may have been unsuccessful.

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How to Prepare for the KPMG Assessment Centre – 2024 Guide

This guide will tell you what to expect and how to succeed in gaining a position at KPMG, which is known to have a very strict recruitment process in the United Kingdom. If you are a student, graduate, or an experienced professional looking to pass the KPMG application process, this page is for you. Here you can learn how to ace the online assessments and successfully pass the assessment centre with flying colours.

One Important Point Before We Begin

• Note that different employers use different test suppliers. KPMG uses Cubiks tests. You can practice them here .

A Quick Overview of KPMG

KPMG is a multinational company. As one of the world’s largest organizations offering professional advisory, tax, and audit services, KPMG employs tens of thousands of staff and partners in the United Kingdom alone. KPMG provides guidance for clients by identifying growth opportunities, helping improve cash management, and assuring regulatory compliance.

KPMG is perceived as being a great company to work for, so competition is fierce. The company’s stated commitment to providing an environment in which people have the freedom to grow and reach their full potential continues to attract many applicants year after year. As such, the KPMG recruitment process is naturally tough to pass.

The path to employment at the company encompasses numerous steps, starting with a difficult online application. Even so, the most testing phase for many is the day spent at the KPMG assessment centre. This is the last step prior to an applicant’s final interview. Success at the KPMG assessment centre typically requires lots of preparation and study.

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What Does KPMG Look for in a Candidate?

KPMG has a set of six core values that dictate the traits they look for in candidates. Make sure to familiarise yourself and memorise the following values to help you succeed in the application.

• Integrity – Doing what is right
• Excellence – Constantly learning and improving
• Courage – Acting with confidence and creating bold solutions
• Together – Working as a team and finding strength in our diversity
• For Better – Doing what matters

Prior to Attending the KPMG Assessment Centre

It is very important that you can demonstrate you have an interest in KPMG’s business, their clients, and the market they operate in. It is essential that you spend some time researching. Also, do not forget to dress the part. KPMG is a premium firm to work with. You need to look the part by wearing appropriate, business casual clothing .

Action point : Download KPMG’s annual report and spend an afternoon digesting it and making notes on the key points. ( You can find it here . ) Reference your findings in your interview. It will mark you out as someone with initiative, an eye for detail and good commercial acumen.

KPMG Assessment Tests

Candidates for employment face an intensive series of job tests, including those offered during the KPMG assessment centre assessment day, before reaching the final interview. The first two tests are taken online and you must score well on these if you are to have the opportunity to attend the KPMG assessment centre. ( You can practice them here .)

You will have 20 minutes to complete each test. These online assessment tests are unlike the exercises you will encounter at the KPMG assessment centre itself. The first exam tests your numerical ability and the second one tests your verbal skills.

The numerical reasoning test consists of 24 questions covering six sets of data . You must analyse the data, which is presented in the form of percentages, graphs, and charts. There are four questions per data set. Each question presents you with five choices, and you must select the correct answer.

The verbal reasoning test presents you with texts containing a variety of facts. You must read each text carefully to understand the information. The test consists of 10 texts with four questions on each . The responses are formatted in the true, false, or cannot determine from the information style. Read our numerical reasoning and verbal reasoning guides to learn how to ace these tests.

What Happens if I Pass KPMG’s Online Tests?

If your scores on the online tests are sufficient, KPMG will arrange a telephone interview . These interviews normally take approximately 45 minutes. You will be asked to respond to both scenario-based questions as well as questions covering your skills. Be sure and incorporate the KPMG key competencies, but also make sure your answers do not violate the company’s core values. ( You can practice telephone interviews here .)

If the telephone interview goes well, you will be invited to attend the KPMG assessment centre.

Action point: During your prep time be sure to read some KPMG case studies to get an idea of their work processes, aims, and even the language and terminology they use. Reflect this back at them during your assessment centre to impress them. You can find KPMG case studies here .

KPMG Assessment Centre Guidance Videos

About the KPMG Assessment Centre Assessment Day

If you are invited to the KPMG assessment centre for an immersive assessment, expect to spend the entire day participating in various exercises. Brace yourself. It will be a long and tough day! You can read our article How To Prepare For An Assessment Centre . It is one of our most popular posts and will help you ace the hiring process.

All exercises at the KPMG assessment centre will revolve around a fictional organization and its personnel. During the exercises at the KPMG assessment centre, you will be assessed on how well your abilities match the KPMG core values and key competencies.

The KPMG core values are the standards to which the company holds itself and its employees. Candidates attending the KPMG assessment centre are expected to demonstrate these traits. The company’s stated core values are:

• Leading by example

• Working as part of a team

• Acting with integrity

• Showing respect for the individual

• Being honest and open in communications

• Demonstrating a commitment to your community

• Seeking facts to provide insight

Stop worrying! Download a 12-step assessment day cheatsheet & be perfectly prepared.

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How Important Is This?

This is very important. Along with the core values, the key competencies are the traits and abilities that the company wants to see the KPMG employees. As such, candidates participating in activities at the KPMG assessment centre must exhibit them.

• Career motivation and resilience

• Demonstrated professional judgement

• Ability to include others and collaborate with them

• Continually striving for improvement

• Demonstrating curiosity and innovation

• Delivering quality work

• Seizing business opportunities that present themselves

• Demonstrating that you can have a positive impact

Although many factors determine your assessment scores, candidates attending the KPMG assessment centre who demonstrate the greatest number of key competencies and core values tend to receive the highest scores.

While the KPMG assessment centre exercises are challenging, they do give you a great opportunity to demonstrate how well you will fit with the company’s identity. Seize your chance and project these values and competencies at the assessors in spades.

KPMG Assessment Centre Virtual Office Exercise

The virtual office exercise you will undergo is designed to measure your prowess in making decisions under stress. This exercise becomes increasingly challenging because of the time constraints placed upon you. You will have only one hour to complete all tasks assigned in this KPMG assessment centre exercise. The tasks include memos, emails, and other communications and documents furnished to you by the KPMG assessment centre. (This is more commonly known as an “in-tray exercise” and you can find our in-tray success guide here .)

You must analyse every one of the items to determine how you will prioritize and handle  each. Imagine that you have been on holiday and have recently returned to your office. You would no doubt find a great many messages awaiting you, and you must determine the order in which to deal with each.

This KPMG assessment centre exercise is designed to evaluate multiple skills. These include:

• How you interact with others

• Your basic intelligence

• Your efficiency and time-management skills

• Your management skills, such as delegating authority, prioritising tasks, assuming responsibility and general decision-making skills

• Your understanding of KPMG’s structure and culture

Sounds scary? Don’t worry, practise makes perfect.

You can practice the KPMG Virtual Office exercise here .

KPMG Assessment Centre Analysis Exercise

The KPMG assessment centre analysis exercise is also one hour in length. It requires you to gather a great deal of information quickly and then use the data to write an original report that should be 1,500 words long or approximately three typed pages.

In this exercise, the information given to you by the KPMG assessment centre all relates to one fictitious client. You must analyse the information to determine the client’s current problems. You must also determine what actions would help the client’s operation garner greater profits and operate more effectively. Your report must include the specific issues and your detailed recommendations, and you must complete the report at the KPMG assessment centre within the allotted time.

Remember, the KPMG assessors will be searching your report for evidence of the key competencies, so you want to be sure that your write-up demonstrates that you possess them.

KPMG Assessment Centre Role Playing Exercises

Role-play 1: The bulk of your day in the KPMG assessment centre will be spent on role-playing exercises. These exercises consist of two simulated meetings in which you must demonstrate the key competencies and core values of KPMG. The first meeting simulation at the KPMG assessment centre is between you and a client, and the second meeting is between you and your department manager.

In the first scenario presented by the KPMG assessment centre, you conducted business with the prospective client while you were with a previous employer. For some reason, the relationship soured and the client retains some negative feelings about you, at least according to the scenario presented. You must demonstrate your interpersonal skills to first rebuild a relationship with the client. You must convince the prospective client that your company and you are professional, have the solutions the client needs, and are the best choice for his needs.

Role-play 2: After your simulated meeting with the client, you move to the second KPMG assessment centre role-playing simulation. You will attend a meeting with an actor portraying your department manager. You must report the results you obtained in the meeting, but you must also detail what transpired and explain how you can move matters forward. This meeting is typically your last exercise at the KPMG assessment centre.

In both meeting simulations, you must make sure that none of your promises or solutions violate the core values of KPMG.

You can find our role-play success guide here . 

After the KPMG Assessment Centre

Successful candidates at the KPMG ace the assessments and demonstrate all key competencies. If you manage to do this during the day you spent at the KPMG assessment centre, you should receive an invitation to return for an additional interview.

This in-depth interview typically lasts approximately one hour and is normally conducted by a partner or the director responsible for your area of expertise. Applicants for advisory positions may have to perform a presentation also. (Our presentation success guide is here .)

And Finally….The KPMG Interview

During the interview, you want to reinforce that you possess the key competencies desired by KPMG. Prior to the interview, study the list of key competencies and prepare sample interview answers that include them. Be prepared to answer a variety of questions about yourself, KPMG, and business in general.

The questions vary, but you can expect to be asked to state your career goals and explain why you want to work for KPMG. You may be asked to discuss a current event and its effect on businesses or the overall economy. The interviewer may ask you what you expect from KPMG while you are in training.

Before your interview, prepare by thinking about the types of questions you may be asked. (You can find a decent list here .) The exercises you completed at the KPMG assessment centre should have given you great insight into what to expect.

Mentally and verbally rehearse your answers. Make sure to include evidence of the key competencies. This interview is your final hurdle, but with proper preparation, you should be able to present yourself at your absolute best during the KPMG interview.

FastMaths – Case Study Interview Preparation

This Udemy course from Matthew Tambiah gets straight to the point. It teaches fast techniques to help candidates quickly solve the commercial problems posed in management consulting interviews and case studies. If you are seeking your dream job with companies like KPMG, PWC , or Deloitte, this one is for you.

The course has two components:

1) The first half of the course teaches techniques to perform numerical calculations quickly and efficiently without using a calculator or spreadsheet (as required in case interviews).

2) The second half of the course reviews the most common types of quantitative problems given in case study interviews. The course shows students the most efficient solution method for each problem type, and how to use the computational techniques taught in the first portion of the course to generate answers quickly and efficiently.

The course highlights how to use the results of the quantitative analysis to generate insights and recommendations relevant to the overall case.

All the example problems used in the course are derived from real case studies from leading management consulting firms including Deloitte , McKinsey, BCG, and Accenture.

More Articles of Ours That Will Help You

We have written tons of other articles that will help you succeed at your interview or assessment centre:

• Do you want to learn more about  psychometric testing ,  personality  questionnaires ,  numerical reasoning,   and  verbal reasoning ?
• Maybe you are worried about performing during a   group exercise , a  presentation ,   role-play exercise  or want to know how to properly prepare for an  interview ?
• One of our most popular posts is  “How To Prepare For Your Interview Or Assessment Centre.”   It is filled with tons of tried-and-tested advice and secret techniques to prepare you for the big day.
• Perhaps you would also like some guidance on  how to deal with nerves & anxiety at your interview ?
• Lastly, the  Tools and Resources page  is packed with useful equipment and a list of recommendations that will make your life easier.

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1. How Do I Prepare for KPMG Assessment Centre?

The best way to prepare for a KPMG assessment centre will vary depending on your individual strengths and weaknesses. However, some tips that may help you prepare include practising common assessment centre tasks such as problem-solving, interviewing, and group exercise, and studying the company’s values and culture.

2. How Do You Pass the KPMG Assessment?

The KPMG assessment is a series of tests that you must pass in order to be hired by the company. The tests include a written exam, a case study, and an interview. To prepare for the assessment, you should review the material in the KPMG training program and practise answering questions aloud. You should also be prepared to discuss your experience and skills in detail.

3. Is KPMG Online Assessment Hard?

KPMG assessment tests are challenging. Only 3 to 5% of those who apply to KPMG get hired. Most fail the aptitude psychometric test.

4. How Long Does KPMG Online Assessment Take?

Since the assessment is not timed, you can take as long as you wish to complete it. According to KPMG, it should take around 90 minutes, so make sure to not panic so you will be able to answer the exam better.

5. What Is KPMG Online Assessment Test?

KPMG’s Transforming Small Businesses online assessment evaluates you based on your ability to respond to scenarios. In addition to verbal and numerical reasoning abilities, situational judgment will be required. It will be untimed and can be taken at home.

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Practicing for the KPMG assessment test is crucial for candidates aspiring to join KPMG, one of the world’s leading professional services firms, known for its rigorous recruitment process.

The KPMG hiring process can be lengthy, as the company seeks to hire not only the most qualified candidates but also those individuals who are going to enhance the culture of the workplace. Below are the steps you can expect to go through if you are applying for a role at KPMG, as well as some tips on how to best prepare.

Company Hiring Process

There is no set time frame for the hiring process as KPMG. Much of the timetable will be determined by how quickly the company needs someone to fill the position. Hiring can take anywhere from 30 days to five months.

There are four stages to the company hiring process. The first step is the application process, which is quite simple and can be found online. You will be asked to submit your updated resume and cover letter, as well as answer some standard application questions. You can only apply to one KPMG location. However, the system will allow you to select up to four preferences of business groups.

Once your application is complete and reviewed, you will be asked to complete two online assessments. The assessments will be detailed further below. Both assessments should take less than an hour to complete, and you are asked to have done them within 48 hours of receiving the request so that the company can move you through the hiring process as quickly as possible.

Following the assessments, you will be invited to participate in a 10-minute video interview. More details about the video interview are also detailed below. The last step of the KPMG hiring process is to visit one of the company’s locations for a case study and a behavioral interview with other candidates and your relevant business group.

Company Assessment Test

The KPMG online assessments are an important part of the hiring process. The first assessment is game-based, and it evaluates your ability to make decisions when given a specific set of information. There are two parts to the game-based assessment might encounter, depending on the location and job responsibilities for the role.

• This assessment is divided into two parts. The cognify portion of the exam uses six mini games that must be completed within 30 minutes. The results will measure cognitive abilities that are imperative to nearly any role, including problem solving, numerical reasoning, and verbal knowledge. The results will be sent to the hiring manager as a comprehensive report.
• The other half of the assessment is the emotify portion, which measures emotional intelligence, perception, and understanding through interactive gameplay. There will be two mini games that must be completed in 20 minutes. These results will tell a hiring manager if you as an employee will have high emotional intelligence, which will lead to better productivity, stability, and communication.                            
• This is the far more common game-based assessment used by a majority of the firm in its recruitment process. You will be given 10 or 11 interactive games that will give detailed insight into your personality and natural strengths. These assessments do not have right or wrong answers. Instead, it is giving you a range of options for you to make decisions that make the most sense for you. It allows you to demonstrate your decision-making style and give the hiring manager an understanding of the type of employee you will be.
• While less analytical, this assessment is not less important. It gives the company an idea of your ability to perceive emotions and understand the emotional connection in situations — which is a huge factor that determines how you will interact with your coworkers and if you will add value to the social aspect of the work environment.

The other assessment you will be tasked with completing is a standard cognitive aptitude test. This test will have four sections: numerical reasoning, verbal reasoning, inductive reasoning, and situational judgement.

• In the numerical reasoning part of the assessment, you will be given numerical data in the form of charts, graphs, and tables. These data sets will correspond to a set of questions that you will need to answer. You will have to answer 24 questions total, and you will have less than a minute to complete each question. You can also use a calculator.
• For the verbal reasoning section, you will assess your reading comprehension and grammar skills by reading passages of text and answering corresponding questions. You will have 40 questions total that are in the form of multiple choice and true/false.
• Inductive reasoning requires you to identify patterns and rules based on a specific set of information. For this portion of the assessment, you will have to be able to make logical connections in unknown situations in order to make the best decisions. The most common type of question involves asking candidates to find the rule connecting a series of shapes to find the next one.
• The last part of this assessment is a situational judgment test, which provides around 20 work-based scenarios in the form of text and video clips. These scenarios come with questions that will require you to use your best logical reasoning to determine the best course of action for each scenario.

It can be daunting to approach these assessments, but with a bit of practice the answers will come to you easily. The best way to prepare for these exams is to invest in practice assessments that will expose you to the types of questions that you could encounter within the tests that KPMG sends you. The last thing you want on the actual test day is to encounter a type of question that you’ve never seen before. This will lead to stress, anxiety, and lack of confidence about the answers. Instead, make sure that you buy several practice assessments to cover every single one of your bases. That way you can approach these real-time exams with confidence and ease.

Company Interview

The KPMG hiring process also involves two interviews. Once you complete your online assessments, you will be asked to participate in a 10-minute video interview. In the video interview, you will be asked questions to allow the hiring manager to get to know you better and understand your motivations for applying to the company. Be prepared to introduce yourself, explain your work ethic, and answer other behavioral style questions.

The last round of the process is an in-person case study and behavioral interview. You will be invited to a KPMG location to participate in an interactive day of networking. During the day, you will also be asked to work with other candidates on a case study, which will be observed by a partner or director to determine each individuals’ work ethic and leadership style.

Then, you will participate in an interview with your preferred business group. These 30-minute interviews allow the group to find out more about you and your work experience, as well as your passion for working with the company. It is also your chance to ask any questions you may have about working for KPMG.

Preparation for the Recruitment Process

The KPMG recruitment process can seem daunting, but there are plenty of ways to prepare and put your best foot forward. Succeeding in the online assessments is one of the best ways to ensure that you move forward to the rounds where you can connect one on one with your team and prove your personality is a fit for the company.

Focusing on these assessments is a critical part of the process. Not to worry! The best way to prepare is to invest in practice exams that will expose you to all the questions you might encounter when faced with the true assessment. The more practice questions you answer, the more you will learn the trick to succeeding.

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Free assessment tests to get you prepared, how to pass kpmg job interview and hiring assessment test: all you need to know.

• This article offers insights into the KPMG hiring process, providing practical tips and an opportunity to undergo a pre-employment assessment test.
• It guides candidates with sample job opportunities, job interview questions, introduces the concept of an ideal candidate, looks at the most important skills the company is seeking during the hiring process, and more.
• It assists future hires in understanding their skills and introduces premium tools designed to enhance preparation for both the job interview and the assessment test.
• This post also shares practical tips with candidates on how to succeed and excel on the hiring exam and aims to equip job candidates with comprehensive knowledge and practice needed to increase their chances of securing their dream job and getting hired.

What is KPMG

KPMG is one of the largest professional services firms in the world, providing audit, tax, and advisory services to businesses, governments, and non-profit organizations. KPMG operates in over 147 countries and territories, employing over 220,000 professionals, and is a member of the Big Four accounting firms, along with Deloitte, EY, and PwC. KPMG's services are organized into three main categories: Audit, Tax, and Advisory.

• Audit: KPMG's audit services include financial statement audits, internal audits, and regulatory compliance audits. These services help organizations ensure their financial statements are accurate and comply with relevant regulations.
• Tax: KPMG's tax services include tax planning, compliance, and advisory services. These services help organizations navigate complex tax laws and regulations and minimize their tax liabilities.
• Advisory: KPMG's advisory services include management consulting, risk consulting, and deal advisory services. These services help organizations improve their performance, manage risks, and execute strategic transactions.

Here are 10 interesting facts about KPMG that are important for job seekers to know. Understanding these key facts about KPMG can help job seekers make informed decisions about pursuing opportunities with the firm and aligning their career goals with KPMG's values and objectives.

• Global Presence: KPMG is one of the largest professional services firms in the world, operating in over 150 countries and employing over 220,000 professionals worldwide. This global presence offers diverse opportunities for career growth and international exposure.
• Big Four Status: KPMG is part of the prestigious "Big Four" accounting firms, along with Deloitte, PricewaterhouseCoopers (PwC), and Ernst & Young (EY). Being part of the Big Four enhances KPMG's reputation and credibility in the industry.
• Range of Services: KPMG offers a wide range of professional services, including audit, tax, advisory, consulting, and risk management services. This diversity of services provides employees with opportunities to work on varied projects and develop diverse skill sets.
• Focus on Innovation: KPMG emphasizes innovation and technology in its services, leveraging advanced analytics, artificial intelligence, and digital solutions to drive value for clients. Job seekers can expect to work with cutting-edge technologies and participate in innovative projects.
• Corporate Social Responsibility: KPMG is committed to corporate social responsibility (CSR) initiatives, including environmental sustainability, diversity and inclusion, community engagement, and ethical business practices. Employees have opportunities to participate in CSR programs and make a positive impact on society.
• Training and Development: KPMG invests heavily in training and development programs for its employees, offering ongoing professional development, mentorship opportunities, and access to specialized training resources. This commitment to learning enables employees to continuously enhance their skills and knowledge.
• Diverse and Inclusive Culture: KPMG promotes a culture of diversity and inclusion, recognizing the value of different perspectives, backgrounds, and experiences. The firm actively supports diversity initiatives and provides a supportive work environment where all employees can thrive.
• Client Portfolio: KPMG serves a diverse client portfolio across various industries, including financial services, technology, healthcare, manufacturing, and retail. Job seekers can gain exposure to a wide range of clients and industries, broadening their professional experience.
• Career Progression: KPMG offers clear career progression paths and opportunities for advancement, with structured performance evaluations, promotion cycles, and leadership development programs. Employees can set clear goals for their career growth and receive support to achieve them.
• Recognition and Awards: KPMG has received numerous awards and accolades for its industry-leading services, workplace culture, and corporate citizenship. Job seekers can be proud to join an organization that is recognized for its excellence and commitment to making a positive impact.

Careers at KPMG

KPMG is one of the largest professional services companies in the world, providing audit, tax, and advisory services to clients in various industries. KPMG has a wide range of career opportunities across different areas, including audit, tax, advisory, and support services.

Here are some of the careers at KPMG:

• Audit: KPMG's Audit practice provides services to clients across various industries, including financial services, healthcare, technology, and manufacturing. Audit professionals perform financial statement audits, internal audits, and other assurance services.
• Tax : KPMG's Tax practice provides tax consulting and compliance services to clients across various industries. Tax professionals work with clients to help them understand tax laws, minimize tax liabilities, and manage tax risks.
• Advisory : KPMG's Advisory practice provides consulting services to clients across various industries. Advisory professionals work with clients to help them solve complex business problems, improve performance, and manage risks.
• Deal Advisory : KPMG's Deal Advisory practice provides services to clients involved in mergers and acquisitions, divestitures, and other transactions. Deal Advisory professionals provide due diligence, valuation, and other transaction-related services.
• Technology: KPMG's Technology practice provides technology consulting services to clients across various industries. Technology professionals help clients implement technology solutions, manage technology risks, and improve technology performance.
• Support services: KPMG also offers a range of support services, including finance, human resources, marketing, and IT.

Overall, KPMG provides a range of career opportunities across various industries, and it is a great place to build a career in professional services.

KPMG Hiring process

The hiring process for KPMG may vary slightly depending on the position and location, but generally includes the following steps:

Step 1: Application: Candidates can apply for jobs through the KPMG website or job portals. The application usually includes a resume, cover letter, and responses to screening questions.

Step 2: Screening: HR staff will review resumes and applications and screen candidates for suitability. Candidates may be asked to complete additional screening questions or assessments at this stage.

Step 3: Assessment: Candidates may be asked to complete online assessments to evaluate their skills and abilities . The assessment may include tests related to the specific job, as well as personality and cognitive ability tests.

Step 4: Interview: Candidates who pass the screening and assessment stages may be invited to participate in one or more interviews. The interviews may be conducted over the phone or in person, and may involve multiple interviewers.

Step 5: Further interviews: Depending on the position and level, the candidate may be invited to additional interviews with KPMG professionals, including partners or directors.

Step 6: Reference checks: Before an offer is extended, KPMG may conduct reference checks to confirm the candidate's experience and qualifications.

Step 7: Offer: Candidates who successfully complete the interview stage may be offered a job. The offer will typically include details about the position, compensation, and benefits.

Step 8: Background check: Before the candidate starts their new role, KPMG will typically conduct a background check, which may include verifying the candidate's education, employment history, criminal record, and other relevant factors.

It is important to note that the exact steps and timeline may vary depending on the position, location, and other factors. Additionally, KPMG may also have additional steps or requirements for certain roles, such as for positions that require security clearance.

KPMG Job Interview Questions

The interview process at KPMG typically involves a combination of behavioral and technical questions. Here are some common KPMG job interview questions might get at KPMG:

• Why do you want to work at KPMG?
• What do you know about our company?
• Can you tell us about a time when you had to solve a difficult problem?
• How do you prioritize competing tasks or projects?
• Can you explain a complex accounting or tax concept to someone without a financial background?
• How do you manage stress and tight deadlines?
• What are your long-term career goals?
• How do you stay current with changes in the accounting or tax industry?

Remember to use the STAR (Situation, Task, Action, Result) method when providing examples from your experiences, and be prepared to discuss how your skills and experiences align with KPMG's values and the specific requirements of the position.

Here's a list of common interview questions that candidates might encounter, along with recommended answers. Remember to tailor your responses to your unique experiences and the specific requirements of the position:

• Recommended Answer: Provide a concise overview of your professional background, highlighting relevant experiences and skills. Emphasize aspects that align with the position you're applying for.
• Recommended Answer: Express your admiration for KPMG's reputation, values, and commitment to excellence. Discuss how your skills and career goals align with the opportunities available at the firm.
• Recommended Answer: Demonstrate your research by discussing KPMG's core services, industry focus, and any recent achievements or initiatives. Show that you have a good understanding of the firm's contributions to the industry.
• Recommended Answer: Discuss specific strategies you use to stay informed, such as attending industry events, subscribing to relevant publications, or participating in professional development opportunities.
• Recommended Answer: Share a specific example of a challenging project, detailing your role, the challenges faced, and the actions you took to overcome them. Highlight the positive outcomes or lessons learned.
• Recommended Answer: Describe your approach to time management, emphasizing organizational skills, prioritization, and any tools or methodologies you use to stay efficient and meet deadlines.
• Recommended Answer: Provide an example of a team project, highlighting your role, contributions, and how you effectively collaborated with team members to achieve a common goal.
• Recommended Answer: Demonstrate your knowledge of risk management principles, especially in the context of the financial and consulting services that KPMG provides. Discuss any relevant experiences where you navigated or mitigated risks.
• Recommended Answer: Share an example of a situation where you successfully managed tight deadlines or high-pressure conditions. Emphasize your ability to stay focused, organized, and deliver quality results under pressure.
• Recommended Answer: Align your skills with the key requirements of the position. Provide specific examples from your past experiences that demonstrate how your skills are a strong match for what KPMG is looking for.
• Recommended Answer: Discuss your problem-solving approach, emphasizing analytical thinking, creativity, and any specific methodologies or frameworks you use. Share a relevant example to illustrate your problem-solving skills.
• Recommended Answer: Discuss your career aspirations and how you envision contributing to KPMG's success. Emphasize your commitment to continuous learning and growth within the firm.

Did you know?

KPMG, like any other organization, looks for various qualities and skills in their employees.

KPMG seeks employees who are driven, intellectually curious, and committed to delivering high-quality service to clients.

Some of the key attributes that KPMG generally looks for in its employees are:

• Strong analytical and problem-solving skills: KPMG hires individuals who can think critically and come up with innovative solutions to complex problems.
• Business acumen: Candidates with a good understanding of the business world and industry trends are preferred.
• Strong communication skills: KPMG requires employees to have excellent communication skills, both verbal and written, to effectively communicate with clients and colleagues.
• Teamwork and collaboration: The ability to work effectively in a team environment is essential for success at KPMG.
• Technical expertise: Depending on the role, KPMG may look for candidates with expertise in areas such as accounting, finance, tax, data analytics, cybersecurity, or other related fields.
• Adaptability and flexibility: KPMG operates in a fast-paced, dynamic environment, and looks for employees who can adapt to change and are willing to take on new challenges.
• Ethical and professional behavior: KPMG values integrity and ethical behavior in its employees and expects them to maintain high professional standards.
• Cultural awareness: As a global organization, KPMG values employees who are culturally aware and can work effectively with colleagues and clients from diverse backgrounds.

To get hired for KMPG  job you need to pass an assessment test . Preparing for an employment assessment test can be a daunting task, but practicing beforehand can significantly improve your chances of success. We recommend using KMPG Assessment Test practice materials from JobTestPrep.

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Qualifications of Ideal Employee

The ideal KPMG employee possesses a combination of technical expertise, professional skills, and personal attributes that align with the firm's values and objectives.

By aligning their skills, experiences, and preparation with the characteristics of an ideal KPMG employee, job seekers can enhance their chances of success in the job interview and assessment process and position themselves as strong candidates for employment at KPMG.

Here are some key characteristics of an ideal KPMG employee and considerations for job seekers on how to prepare for the job interview and assessment test:

• Technical Expertise: An ideal KPMG employee demonstrates strong technical knowledge and expertise in their respective field, whether it be accounting, auditing, consulting, tax, or advisory services. Job seekers should ensure they have a solid understanding of relevant industry standards, regulations, and best practices.
• Analytical Skills: KPMG values employees who possess strong analytical and problem-solving skills, capable of critically analyzing complex issues, identifying key insights, and developing innovative solutions for clients. Job seekers should showcase their analytical abilities by providing examples of past projects or experiences where they applied analytical thinking to solve business problems.
• Client Focus: KPMG places a strong emphasis on client service and satisfaction, seeking employees who are dedicated to understanding clients' needs, delivering high-quality work, and building long-term relationships. Job seekers should demonstrate their client-focused mindset by highlighting experiences where they successfully met client expectations and added value to client engagements.
• Teamwork and Collaboration: Collaboration is integral to KPMG's work culture, with employees often working in cross-functional teams to deliver comprehensive solutions to clients. Ideal candidates are team players who can effectively communicate, collaborate, and support their colleagues. Job seekers should emphasize their ability to work well in teams, adapt to diverse working styles, and contribute positively to team dynamics.
• Leadership Potential: KPMG values employees who demonstrate leadership potential, whether it be leading teams, mentoring junior colleagues, or taking initiative on projects. Job seekers should highlight instances where they have demonstrated leadership qualities, such as taking on leadership roles in extracurricular activities, leading projects, or driving initiatives for process improvement.
• Ethical Integrity: Integrity and ethical behavior are paramount at KPMG, with employees expected to uphold the highest standards of professionalism, honesty, and integrity in all their interactions. Job seekers should emphasize their commitment to ethical conduct and provide examples of situations where they demonstrated ethical decision-making and integrity.
• Continuous Learning: KPMG encourages employees to pursue continuous learning and professional development to stay abreast of industry trends, emerging technologies, and evolving best practices. Job seekers should demonstrate their commitment to learning and growth by highlighting any relevant certifications, training programs, or self-directed learning initiatives they have undertaken.

To prepare for the job interview and assessment test at KPMG, job seekers should:

• Research the company: Familiarize yourself with KPMG's history, values, culture, services, and recent developments to demonstrate your interest and knowledge during the interview.
• Practice interview questions : Prepare responses to common interview questions, focusing on examples that showcase your skills, experiences, and alignment with KPMG's values.
• Review technical concepts: Brush up on technical concepts relevant to your field, ensuring you are well-prepared to answer technical questions or case studies during the interview or assessment test.
• Enhance your soft skills: Develop your communication, interpersonal, and presentation skills, as these are critical for success at KPMG and may be evaluated during the interview process.
• Prepare for assessment tests: If required, familiarize yourself with the format and content of any assessment tests administered by KPMG, and practice sample questions to improve your performance.

KPMG Assessment Test Solved and Explained!

Importance of Team Players

KPMG places a strong emphasis on hiring team players because teamwork is essential for delivering high-quality services, fostering innovation, and achieving client satisfaction.

It is important to demonstrate your team skills during a job interview at KPMG because teamwork is fundamental to the firm's culture, values, and success. By showcasing your ability to collaborate effectively with others, you not only align yourself with KPMG's expectations but also differentiate yourself as a candidate who can contribute positively to team dynamics, drive results, and deliver value to clients.

Here's a detailed explanation of why KPMG values teamwork and examples of how team skills are demonstrated:

• Collaborative Work Environment: KPMG operates in a collaborative work environment where employees from diverse backgrounds and disciplines come together to tackle complex business challenges. Team players thrive in this environment by actively contributing their expertise, ideas, and perspectives to collaborative efforts.
• Cross-Functional Teams: Many projects at KPMG require collaboration across different functional areas, such as audit, tax, advisory, and consulting. Team players excel in cross-functional teams by leveraging their unique skills and knowledge to complement those of their teammates, resulting in comprehensive solutions that address clients' needs from multiple angles.
• Client Engagement: Effective client engagement often involves teamwork between KPMG professionals and clients' internal teams. Team players at KPMG excel in building rapport with clients, fostering open communication, and working collaboratively to understand client requirements, align strategies, and deliver value-added solutions.
• Innovation and Problem-Solving: Innovation thrives in a collaborative environment where team members can brainstorm ideas, challenge assumptions, and explore creative solutions to complex problems. Team players at KPMG contribute to innovation by fostering a culture of curiosity, experimentation, and knowledge-sharing within their teams.
• Adaptability and Resilience: In today's dynamic business landscape, teams must be adaptable and resilient in the face of change and uncertainty. Team players at KPMG demonstrate adaptability by embracing new challenges, supporting teammates during transitions, and remaining flexible in their approach to problem-solving.

Examples of how team skills can be demonstrated during a job interview at KPMG include:

• Past Team Experiences: Describe your experiences working in teams, highlighting specific projects or initiatives where you collaborated with colleagues to achieve common goals. Discuss your role within the team, the contributions you made, and the outcomes achieved through teamwork.
• Communication and Collaboration: Showcase your communication and collaboration skills by providing examples of how you effectively communicated with team members, shared information, resolved conflicts, and coordinated efforts to meet deadlines and deliverables.
• Problem-Solving and Decision-Making: Share examples of how you collaborated with teammates to identify challenges, analyze options, and make informed decisions to address complex problems or overcome obstacles. Highlight instances where your teamwork led to innovative solutions or improved outcomes for stakeholders.
• Leadership and Followership: Demonstrate your ability to both lead and follow within a team context by discussing times when you assumed leadership roles, delegated tasks, provided guidance and support to teammates, as well as instances where you supported the leadership of others and contributed to team success.

Why Prepare with JobTestPrep Practice Materials

• Realistic Test Simulation: JobTestPrep provides practice tests that accurately replicate the format and difficulty level of the actual test, allowing you to prepare effectively for the real assessment.
• Eliminate Stress by Practicing Time Management Practice: Practicing with time limits helps you improve your speed and accuracy during the test, ensuring you can efficiently complete all sections within the allotted time.
• Get Detailed Feedback and Customized Study Plan: JobTestPrep's practice tests offer detailed feedback and personalized study plans based on your performance, enabling targeted improvement and optimized study time.

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Next Step: Prepare for the Assessment Test

To get hired for KMPG  job you need to pass the assessment test . Preparing for an employment assessment test can be a daunting task, but practicing beforehand can significantly improve your chances of success. Below are the reasons why you might consider to get prepared by practicing using KMPG  Assessment Test materials from JobTestPrep.

• JobTestPrep practice provides Realistic simulation: The JobTestPrep practice tests simulate the actual test format and difficulty level, providing you with an accurate representation of what to expect on test day. This can help you to identify your strengths and weaknesses and focus your practice efforts accordingly.
• You can time yourself by doing practice tests: Time management is crucial during the test, so practice completing questions within the time limit for each section. This will help you to improve your speed and accuracy during the actual test.
• JobTestPrep tests provide feedback and analysis: The practice tests include detailed explanations and feedback on your performance, enabling you to identify areas for improvement and learn from your mistakes.
• You get customized study plan: JobTestPrep offers customized study plans based on your performance on practice tests, helping you to optimize your study time and focus on areas where you need the most improvement.
• JobTestPrep materials are accessible online: JobTestPrep practice materials are accessible online, allowing you to practice at your own pace and convenience from anywhere with an internet connection.

Overall, using JobTestPrep practice materials can be an effective way to prepare for the KMPG employment assessment test, helping you to build confidence and increase your chances of success.

All the best on your KPMG job interview and assessment test! Good luck & I truly hope you will get hired soon!

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KPMG Transforming Small Businesses Online Assessment 2024

The KPMG Graduate Program is a virtual application process, with five different stages all conducted virtually, The five stages are as follows:

KPMG application process

• Stage 1: Your application,
• Stage 2: Transforming Small Businesses,
• Stage 3: Delivering Outcomes,
• Stage 4: Critical Thinker
• Stage 5: Virtual LaunchPad

In this article, we will dive into more detail about the second stage of the application process the Transforming Small Businesses part .

You can purchase the full actual set of KPMG questions here to practice on

Transforming Small Business Online Assessment

• KPMG assessment consists of 28 questions in total, with a blend of situational judgment tests, numerical reasoning tests and critical thinking questions
• The majority of the questions are situational based and you are required to rank the order of the scenario options from most likely to least likely.
• The purpose of the KPMG online test scenario is to understand your behaviours and personality during challenging situations when working at the firm
• The cognitive questions contain information in the form of videos, articles, voicemails to charts and graphs as well as business emails and teams meetings
• The scenarios reflect a normal working day at KPMG and the narrative is fictional but similar to what you might experience as a KPMG employee.
• You will have 5 days to complete the test and it is untimed however 90 minutes is recommended.
• You will receive a Strength Report after this part of the assessment. With tips and practical advice, this will show your top two strengths as well as your weaker abilities to improve upon.
• There is no correlation between the personalized report and the assessment; however, it may be useful to show you how you can improve your weaknesses.
• If your first assessment is successful, you will be invited to take the second round of KPMG Interviews.

KPMG aptitude test questions free pdf

• Below is a screenshot of the actual KPMG online assessment question, it is regarding a real-life work scenario where you have to make a decision based on the information provided
• You can't prepare for the question but the best advice is to be pragmatic and professional, it is important to align your responses to the KPMG core values
• The majority of the KPGM online assessment is in the form shown below, buy the full test here and see the full list of questions.

KPMG Online test sample question

The KPMG free pdf question below is a numerical reasoning test example, which is designed to assess your critical numeracy skills, BUY THE FULL ASSESSMENT HERE

KPMG behavioural capabilities

• Career Motivation
• Delivers Quality
• Drives Collaboration and Inclusion
• Strives for Continual Improvement
• Exercises Professional Judgement
• Makes an Impact
• Seizes Business Opportunities
• Demonstrates Innovation and Curiosity

What does KPMG look for in graduates?

• Demonstrating interest through social activities and linking your past experience to the role and KPMG company values shows your motivation for the role
• It is import top show your professional communication, teamwork, and problem-solving skills.
• If you are applying to KPMG graduate jobs, you might also want to do some research on the KPMG core values and how they are important to you

KPMG core values

• The core KPMG values dictate how KPMG employees behave on a day to day basis.
• The core values at KPMG inform the decisions and the work carried out at the firm by the employees.
• Working with each other or with clients, companies and all the stakeholders is the bread and butter of KPMG business so its important to apply these principles when working.

Integrity: We do what is right.

Excellence: We never stop learning and improving.

Courage: We think and act boldly.

Together: We respect each other and draw strength from our differences.

For Better: We do what matters.

Get the real KPMG Transforming Small Businesses Online Assessment Right Here

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How to Prepare for KPMG Management Consulting Case Interviews?

Are you preparing for a KPMG management consulting case interview? Our comprehensive guide will provide you with the tips and strategies you need to succeed.

Posted May 11, 2023

Featuring Ben L.

Mastering the Case: Frameworks & Structuring

Wednesday, april 17.

6:00 PM UTC · 60 minutes

Table of Contents

If you're looking to pursue a career in management consulting, KPMG is one of the top firms to consider. With a reputation for excellence, the firm is known for attracting top talent from around the world. However, before you can land a job at KPMG, you'll need to navigate the firm's rigorous interview process. In this article, we'll explore how to prepare for KPMG management consulting case interviews so you can show them why you're the best candidate for the job.

Understanding the KPMG management consulting interview process

Before we dive into the specifics of how to prepare for KPMG case interviews, it's important to understand the interview process itself. KPMG's management consulting interviews typically consist of multiple rounds, with each round testing different skill sets. The exact format may vary depending on the position you're applying for, but generally speaking, you can expect:

• Behavioral interviews: These interviews are designed to assess your interpersonal skills and how you work in a team. You'll be asked questions about your past experiences and how you handled various situations. These interviews are usually conducted by HR representatives or consultants.
• Case interviews: These interviews are designed to test your problem-solving abilities. You'll be presented with a hypothetical business problem and asked to analyze it, come up with a solution, and present your findings to the interviewer. These interviews are usually conducted by senior consultants or partners.

It's important to note that KPMG's management consulting interview process is highly competitive, with a large number of applicants vying for a limited number of positions. As such, it's crucial to prepare thoroughly and practice your interview skills in advance. This may involve researching the company and its values, practicing case interviews with friends or colleagues, and seeking feedback from mentors or career advisors.

Additionally, it's worth noting that KPMG places a strong emphasis on diversity and inclusion in its hiring process. The company actively seeks out candidates from a range of backgrounds and experiences, and values individuals who can bring unique perspectives and insights to the table. As such, it's important to highlight your own diverse experiences and skills during the interview process, and to demonstrate how you can contribute to KPMG's culture of inclusivity and innovation.

The importance of researching KPMG before your interview

One of the most crucial steps in preparing for a KPMG interview is doing your research on the firm. This includes understanding its history, culture, current events, and the specific division you're applying to. Your research should also extend to the wider consulting industry and its trends. By demonstrating your knowledge of these areas, you'll show the interviewer that you're committed to the industry and the firm.

Another important aspect of researching KPMG before your interview is understanding the company's values and mission. KPMG places a strong emphasis on integrity, quality, and professionalism, and it's important to align your own values with those of the company. Additionally, understanding KPMG's mission and goals can help you tailor your responses during the interview to show how you can contribute to the company's success.

Finally, researching KPMG can also help you prepare for specific interview questions. By understanding the company's culture and values, you can anticipate the types of questions that may be asked and prepare thoughtful responses that demonstrate your fit with the company. Additionally, researching the consulting industry can help you understand the challenges and opportunities facing the industry, which can help you provide insightful answers during the interview.

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Tips for crafting a strong resume and cover letter for KPMG

Your resume and cover letter will be the first impression you make on the interviewer. Make sure they're strong and tailored to the position you're applying for. This means highlighting relevant experiences and skills and explaining how they make you a good fit for KPMG. Your resume should be concise and easy to read, while your cover letter should be personalized and show your passion for the industry.

Key qualities KPMG looks for in its management consulting candidates

In addition to strong problem-solving and communication skills, KPMG looks for candidates who exhibit:

• Leadership potential: KPMG wants to hire people who can take charge of projects and inspire others to follow.
• Adaptability: Consulting is a fast-paced industry, and KPMG wants people who can adapt to changing environments and project needs.
• Business acumen: In addition to problem-solving skills, KPMG wants consultants who understand the broader business landscape and can offer strategic insights.

Another important quality that KPMG looks for in its management consulting candidates is a strong work ethic. The consulting industry can be demanding, and KPMG wants people who are willing to put in the time and effort required to deliver high-quality work.

Finally, KPMG values candidates who are team players. Collaboration is a key part of consulting, and KPMG wants consultants who can work effectively with others to achieve common goals.

Preparing for the behavioral component of the KPMG interview

The behavioral component of the interview is just as important as the case interview. To prepare, reflect on your past experiences and consider how they demonstrate KPMG's desired qualities. Make sure to practice your responses to common behavioral questions, such as "Describe a time when you had to work with a difficult teammate."

Another important aspect to consider when preparing for the behavioral component of the KPMG interview is to research the company's culture and values. This will help you understand what KPMG is looking for in a candidate and how you can align your experiences with their values. Additionally, it is important to be authentic and honest in your responses, as KPMG values integrity and transparency in their employees.

Finally, don't forget to prepare questions to ask the interviewer about the company and the role you are applying for. This shows that you are genuinely interested in the position and have done your research. It also gives you an opportunity to learn more about KPMG and determine if it is the right fit for you.

Breaking down the KPMG case interview: What to expect

The case interview is where you'll be tested on your problem-solving skills. To prepare, practice solving business problems and presenting your findings in a clear and concise manner. You may also want to familiarize yourself with common consulting frameworks, such as SWOT analysis and Porter's Five Forces.

During the case interview, it's important to actively listen to the interviewer's prompts and ask clarifying questions if needed. This will help you better understand the problem at hand and ensure that you're addressing the right issues. Additionally, don't be afraid to think outside the box and propose creative solutions, as this can set you apart from other candidates.

Remember, the case interview is not just about getting the right answer, but also about demonstrating your thought process and communication skills. Be sure to explain your reasoning clearly and concisely, and use data and evidence to support your conclusions. With practice and preparation, you can ace the KPMG case interview and land your dream consulting job.

Tips for solving complex business problems during your interview

When you're presented with a case during your interview, take your time to understand the problem and ask clarifying questions. Then, use a structured problem-solving framework to break down the problem and identify potential solutions. Don't be afraid to brainstorm and think creatively. Finally, present your findings in a clear, concise, and confident manner.

Another important tip is to consider the potential risks and drawbacks of each solution you propose. This shows that you are thinking critically and considering all possible outcomes. Additionally, it's important to communicate effectively with your interviewer throughout the problem-solving process. This includes explaining your thought process and asking for feedback or clarification when needed.

Lastly, don't be discouraged if you don't arrive at the "perfect" solution. Interviewers are often more interested in seeing how you approach the problem and your ability to think critically and creatively. Remember to stay calm, focused, and confident throughout the process, and you'll be sure to impress your interviewer.

The role of communication skills in succeeding at KPMG

Effective communication skills are critical to success at KPMG. Consultants need to communicate complex ideas and strategies to clients in a clear and concise manner. To prepare, practice your public speaking skills and consider taking a course in business writing or public speaking.

In addition to public speaking and business writing skills, it is also important to develop strong interpersonal communication skills. Building relationships with clients and colleagues is essential to success in consulting. This includes active listening, empathy, and the ability to adapt communication styles to different personalities and situations. Consider seeking out opportunities to practice these skills, such as networking events or team-building exercises.

Effective time management strategies for the KPMG case interview

The case interview is a test of your time management skills just as much as your problem-solving skills. To succeed, make sure you're prioritizing the most important parts of the problem and allocating your time accordingly. Don't spend too much time on one aspect of the problem at the expense of others.

Top mistakes to avoid during the KPMG management consulting interview process

Some common mistakes to avoid during the KPMG interview process include:

• Forgetting to research the firm or the consulting industry.
• Not tailoring your resume and cover letter to the position.
• Not demonstrating leadership potential or adaptability.
• Being unprepared for the behavioral or case interviews.
• Not communicating your ideas effectively.

However, there are a few other mistakes that candidates often make during the KPMG management consulting interview process. One of them is not being able to articulate their career goals and how they align with the firm's values and mission. It is important to show that you have a clear understanding of what you want to achieve in your career and how KPMG can help you get there.

Another mistake to avoid is not asking thoughtful questions during the interview. This is your chance to learn more about the firm, the role, and the industry. Asking insightful questions shows that you are genuinely interested in the position and have done your research.

How to follow up after your KPMG interview and show continued interest

After your interview, make sure you follow up with the interviewer to express your continued interest in the position. This can be done via email or phone. In your follow-up, thank them for their time and reiterate why you're a good fit for KPMG. You may also want to mention any new insights or ideas you've had since the interview that could be relevant to the position.

By following these tips, you can prepare yourself for the KPMG management consulting case interview process and increase your chances of landing the job.

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May 18, 2023

Unraveling Accenture's Scenarios Interview: A Step-by-Step Guide

Looking to ace your Accenture Scenarios Interview? Look no further than our comprehensive step-by-step guide.

January 2, 2024

The Ultimate Guide to the EY Parthenon Case Interview Process

Are you preparing for the EY Parthenon case interview process? Look no further than our ultimate guide, packed with insider tips and strategies to help you ace the interview and land your dream job.

May 11, 2023

How to Prepare for the Booz Allen Hamilton Consulting Case Interviews

Are you preparing for a Booz Allen Hamilton management consulting case interview? This article provides valuable tips and strategies to help you ace the interview and impress your potential employer.

How to Prepare for Capgemini Management Consulting Case Interviews?

Are you preparing for a management consulting case interview with Capgemini? Look no further! Our comprehensive guide provides tips and strategies to help you ace the interview and land your dream job.

How to Prepare for ZS Associates Management Consulting Case Interviews?

Are you looking to ace your ZS Associates management consulting case interview? Look no further! Our comprehensive guide provides tips, strategies, and practice resources to help you prepare and succeed in your interview.

Slalom Interview Process: A Step-by-Step Guide

Looking to ace your Slalom interview? Our step-by-step guide breaks down the entire process, from application to offer, to help you prepare and stand out from the competition.

August 17, 2023

How to Prepare for Boston Consulting Group Management Consulting Case Interviews?

If you're preparing for a Boston Consulting Group management consulting case interview, this article is a must-read.

How to Prepare for the A.T. Kearney Consulting Case Interviews

Master your A.T. Kearney consulting case interviews with our comprehensive guide. Uncover effective strategies, practice questions, expert tips, and insider knowledge to ace your interview.

How to Prepare for Mercer Management Consulting Case Interviews?

If you're looking to ace your Mercer management consulting case interviews, this article is a must-read.

How to Prepare for IBM Management Consulting Case Interviews?

Learn how to ace your IBM management consulting case interviews with our comprehensive guide.

How to Prepare for L.E.K. Consulting Management Consulting Case Interviews?

Looking to ace your L.E.K.

How to Prepare for Huron Consulting Group Management Consulting Case Interviews?

Are you preparing for a management consulting case interview with Huron Consulting Group? This article provides valuable tips and strategies to help you ace the interview and land your dream job.

THE BEST TEST PRACTICE

Learn how to pass any reasoning test with my tips, training and free practice tests..

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Free Practice Aptitude Tests

Take 16 free practice aptitude tests . Each test comes with answers and fully explained solutions to each question.

What Is the Saville Wave Test?

The Saville Wave test is a personality questionnaire that comes in different versions to suit all sorts of job roles and levels of seniority.

Created by Saville Assessment, the Wave tests are designed to be the ‘best-in-class predictor of workplace performance and potential’.

They blend digital innovation and science to cover aspects of competency, potential, motivation, talent and preferred company culture in one short assessment.

The Wave tests are usually used in recruitment and selection, but they are also used for talent management and succession planning.

There are two main types of Wave tests used in recruitment:

• The Wave Focus Styles
• The Wave Professional Styles

It is becoming increasingly common for employers to ask potential new employees to complete a variety of assessments as part of their recruitment processes.

One example of this is the Thomas International PPA assessment , which is a personality test commonly used by employers who are looking for individuals with specific personality types or strengths in defined areas.

In this article, you’ll learn what the Thomas International PPA Test is, what you can expect if you are asked to take the assessment and how your test will be scored.

We have also included plenty of helpful tips and free Thomas International PPA sample test questions to help you prepare ahead of taking the Thomas PPA assessment.

The NWEA MAP Growth Test is used in thousands of schools across the US to assess children academically.

The test can be given three times in a school year and helps teachers to plan their lessons so that children can reach their potential and continue to grow throughout their time in education.

In this article, you will learn more about the different levels of the test and the way it is structured to suit different grades, what types of questions are on the tests and how best to prepare your child for success.

If your child is under the age of 12 and aims to get into a gifted school program, they will most likely be required to take the NNAT test to assess their skills.

If you know that your child is expected to take the exam, you can help them prepare for it by letting them know what to expect.

This article contains the most relevant information concerning the NNAT test, including its purpose, scoring system and levels.

You will also receive plenty of helpful tips on how to help your child prepare for the exam by completing a Naglieri Nonverbal Ability Test sample and working on their weaknesses in each question type.

The Hogan Business Reasoning Inventory (HBRI) is a scientifically-based aptitude test.

It is designed to assess cognitive ability and a candidate’s preferences for using qualitative and quantitative reasoning skills.

The HBRI is a popular tool for pre-employment screening, particularly in the management, sales and marketing sectors.

If you have been asked to take the HBRI, your test results will offer prospective employers insight into your decision-making skills, problem-solving abilities, approach to processing information and ability to learn from past experiences.

In this article, you can learn what to expect when taking the Hogan Business Reasoning Inventory HBRI test, see examples of the type of Hogan Business Reasoning Inventory questions you might be faced with and guidance on how to prepare for the assessment.

The MAP Kindergarten Test is a computer-adaptive test that measures your child’s progress throughout their academic career.

The grades K through 2 tests assess mathematics and reading abilities.

The results from these tests allow teachers to identify the gaps in your child’s knowledge and to better understand their ability to learn and retain information.

The MAP test is administered three times in the academic year to ensure your child’s progress is properly recorded.

The Ramsay Mechanical Aptitude Test is used as part of the pre-employment screening process for a number of roles in different industries.

It is an excellent indicator of how well you can learn on the job, as well as your ability to use basic physics principles and mechanical knowledge to solve problems.

In this article, you will learn more about which job roles require completion of the Ramsay MAT as part of the application process, and what different types of tests are available.

The format of the assessment, as well as the number of questions and the time limit, will also be discussed. You’ll also learn how the Ramsay MAT is scored and what happens next.

There will be example questions that are similar to those you are likely to find on the assessment, as well as some top tips for success.

The SHL OPQ32 test is the flagship personality test from SHL.

Used by major organizations all over the world, it is considered to be one of the best psychometric assessment tools currently available on the market.

It is a trait-based personality test that is designed to gauge a candidate’s personality attributes and behavioral preferences in the workplace.

A candidate’s test results are analyzed by recruiters, helping them to decide whether a candidate is a good match for the job role they have applied for.

OLSAT stands for Otis-Lennon School Ability Test.

Children take the test to help schools decide admissions into their gifted-and-talented programs.

Preparing your children for taking the OLSAT is a good idea as it could determine their eligibility and acceptance to extra academic programs that are offered by their schools.

If you are looking for a career working with the emergency services, then becoming a 911 call handler and dispatcher might be just the role for you.

If you can handle working under pressure, helping the public and are able to deal with difficult and uncomfortable situations with a calm head, then you might have what it takes to be the first port of call in an emergency.

Becoming a 911 call handler and dispatcher means you will need to have some very specific skills and abilities, and as part of the recruitment process, you will have the opportunity to demonstrate your suitability by taking the CritiCall 911 dispatch test .

Used throughout the US for recruiting people for 911 roles, the CritiCall test does not assess your previous experience or your knowledge of the role.

Instead, it is designed to assess candidates on the inherent aptitudes that are needed to be successful in the role.

This article will discuss what the CritiCall test is assessing, the types of questions that you are likely to face and what the recruiters will be looking for.

There will be some example questions, as well as details about what mark you will need to achieve to pass the test.

Finally, there are some CritiCall test prep tips to help you prepare for the assessment and what to think about on the day.

The McQuaig Word Survey is a type of personality assessment.

Survey responses are used to measure a candidate’s key personality traits and compare these with how they are currently behaving in the workplace.

The results from the survey indicate whether a candidate is behaving naturally in their current role, or whether they are making changes to their behaviour.

This article will help you pass the McQuaig Word Survey assessment test by giving you all the tools and practice questions you will need.

The Caliper test is an assessment used by employers to gain a better understanding of a candidate’s personality traits, cognitive abilities and motivations.

The Caliper test is used to help employers predict a candidate's suitability for a role.

In this article, we'll take a detailed look at what the Caliper test is and how it is scored.

We’ll also share some tips on how you can perform at your best when taking your Caliper assessment test.

More and more employers are choosing to use psychometric testing as a part of their recruitment processes as it helps to highlight those candidates who are most likely to be suited to the roles they are looking to fill.

Employers will often use this form of testing when recruiting for mid-to-high level managerial roles or positions that require a specific set of skills.

Using the results of assessments, recruiters and employers are able to see the strengths and skills of individuals as well as being able to predict future performance.

One of the most popular options for psychometric testing is the Criteria Cognitive Aptitude test – more commonly known as the CCAT.

The Bennett Mechanical Comprehension Test (BMCT) , also referred to as the Bennett Mechanical Aptitude Test, is considered the most popular mechanical aptitude test.

However, it is also believed to be the hardest one to pass.

The BMCT requires you to have a knowledge and understanding of physical principles and answer 55 questions about the application of these concepts within 25 minutes.

You typically need to score in the top 20% of candidates to progress to the next stage of recruitment.

If you have applied for a job, apprenticeship or college course in the UK or Australia, you may have been asked to complete a Basic and Key Skills Builder or BKSB assessment) .

The initial BKSB assessment determines suitable applicants for an apprenticeship or places a student in the correct class level on a college course. The assessment tests you on your maths and English skills to identify areas that need improvement.

This guide will explain the BKSB assessment in detail, provide example questions, and answer your queries about the test content and format.

There are a variety of tests and assessments that can be used by companies for candidates applying for jobs.

One of those is the Thomas GIA Test .

This article will define what the Thomas GIA Test is and who it is for, in addition to looking at what the test involves, how it is scored and tips for the next chance to pass the test.

You will also find Thomas GIA test examples and explanations for each answer.

The IE Global Admissions Test (ieGAT) is an entrance exam for the IE University (IEU) in Spain.

It covers numerical , logical and verbal reasoning .

Not every IE program requires an ieGAT score. However, as the programs that do are highly competitive, those who take the ieGAT Test must prepare themselves to achieve the best score possible.

This article will help you understand:

• What the ieGAT is
• The structure
• ieGAT scoring
• How to register for the ieGAT
• The best ways to prepare

More and more companies are introducing psychometric testing as a part of their recruitment processes.

This means that, if you are considering changing careers or applying for a new role within your existing industry, you may need to take an assessment.

One of the most popular tests for corporate employers is the test by Sova Assessment .

The United States Postal Service (USPS) provides extensive career opportunities and seemingly endless possibilities for professional development.

However, anyone looking to work at the USPS must pass a Virtual Entry Assessment designed to find suitable applicants for the role they are trying to fill.

This article covers the Postal Exam 474 , including its main parts, how to pass it and how to prepare for the Virtual Entry Assessment.

Let's start by looking at what exactly the 474 Virtual Entry Assessment is.

Developed by Drs Joyce and Robert Hogan in the 1980s, the Hogan assessment is a collection of tests designed to assess personality traits, leadership skills and cognitive abilities.

The Hogan assessment is generally used as a pre-employment test for management roles.

This article will guide you through the online Hogan tests , provide a range of sample questions, discuss how the Hogan Assessment results are calculated and recommend ways that you can prepare to take the Hogan assessment yourself.

If you’ve recently applied for a managerial or executive role, you may have been asked to take a Saville Analysis Aptitude Test , also known as the Swift Aptitude test.

The Swift Analysis Aptitude Test was created by Saville Assessment, which is a huge name in the test publishing market.

The CAT4 cognitive ability test is an examination designed to measure a student’s academic progress.

When the CAT4 test is scored, teachers and parents will be given a summary of the academic potential of the student.

Any student taking the test will be asked questions that will measure their non-verbal reasoning abilities, verbal reasoning skills, quantitative reasoning abilities and spatial awareness .

In this article, you’ll learn more about what types of questions are asked to examine these skills.

The Korn Ferry Leadership Potential Assessment (KFALP) is used to test candidates to see if they have the potential to become leaders and managers.

It uses seven different categories, known as Seven Signposts, to assess potential leaders:

• Learning Agility
• Leadership Traits
• Derailment Risks

This article will examine the theory behind the assessment, the different topics that are tested and how the assessment is scored.

There will also be example questions so that you know what to expect when you take the KFALP and some tips to help you score as highly as possible when you take the test.

Pymetrics tests identify specific behavioral characteristics and traits.

This article examines why pymetrics tests are used and what to expect in your assessment.

Tips are included to help you get the best results.

The McQuaig Mental Agility Test (MMAT) is a 15-minute timed test that is designed to assess your ability to think quickly.

In this short test, you will face questions that will allow you to demonstrate your speed of thought and general mental agility, which are useful aptitudes when it comes to many jobs in different industries.

In this article, find out more about the structure of the test, the different types of McQuaig Mental Agility test questions and what to expect on the day. You’ll also get some mental agility practice test questions and top tips to help you be successful in the MMAT.

The Federal Bureau of Investigation (FBI) is responsible for the enforcement of federal law and the protection of national security in the US.

Working for the FBI can be highly stressful. As a special agent for the FBI, the working week is likely to be 50 hours or more.

Special agents must be willing to be based anywhere in the world. They are expected to carry a firearm and work in potentially dangerous situations.

With this in mind, the FBI has a rigorous application and selection process for potential new recruits. It can take more than 20 months to complete the entire process and commence employment with the FBI.

This guide to the USPS postal exam 955 will take you through the different sections of the test, including example questions, provide tips on how you can prepare for the exam and answer several frequently asked questions.

The USPS postal exam 955 is used to screen applicants for mechanic and technician positions , such as electronic technicians or motor vehicle mechanics. It also sometimes referred to as the postal maintenance 955 exam, USPS maintenance mechanic 955 test or the 955 maintenance exam.

It tests applicants’ suitability by assessing personal characteristics, work experience, and electronic and technical knowledge and skills.

The USPS postal exam 955 replaced the previous 931, 932 and 933 exams .

The USPS postal exam 955 is free of charge , but you will need access to the internet and an email address.

If you are looking to work in the United States Postal Service, you will need to pass the USPS Postal Exam 476.

The USPS Postal Exam 476 is an online test that screens for the best candidates. The exam is used to find suitable candidates for a range of positions, including mail processing clerk, data conversion operator and clerk-related positions.

This article will outline what the USPS Postal Exam 476 includes, with particular attention to the separate sections of the examination.

In addition to this, how the exam is scored and how you can best prepare for it will be covered. There will also be a list of frequently asked questions for you to refer to if you have any doubts.

A List of Amazon Assessment Tests Available for Practice in 2024

• Amazon Work Simulation Assessment
• Amazon Maintenance Technician Test
• Amazon Coding Assessment
• Amazon Workstyle Assessment
• Amazon Area Manager Assessment
• Amazon Operations Manager Assessment
• Amazon Online MBA Assessment
• Amazon RME Apprenticeship Skills Battery Test
• Amazon Financial Analyst Assessment
• Amazon ATA Technical Assessment
• Amazon Control Systems Technician Test
• Amazon Warehouse Assessment Test

The Amazon assessment test is an essential way for the corporation to find the best-suited employees.

It is a series of challenges used to evaluate all its candidates during the recruitment process.

Amazon online assessments typically include both numerical and verbal reasoning tests.

These types of tests examine a potential candidate’s logical skills.

Candidates will also have to sit work-style assessments that simulate the working environment at Amazon.

Other Amazon exams include:

• The Amazon coding assessment (also known as the Amazon SDE online assessment)
• The work sample simulation
• An Amazon versant test

These last two, amongst others, will be discussed later in this article.

This Amazon reviewer job article will also discuss how to pass the Amazon assessment tests, some Amazon assessment answers you should know and what you need to do to best prepare yourself.

There is also a comprehensive list of frequently asked questions from those who are interested in taking these Amazon job tests to find employment with the company.

What Is the SHL Verbal Reasoning Test?

The SHL Verbal Reasoning Test is a graduate-level and above pre-employment aptitude test that is used in graduate and management recruitment for many roles across different industries.

The test is usually taken online, and it is designed to evaluate candidates on their ability to understand written information and make informed, reasoned and logical decisions based on that information.

SHL is a well-established test publisher, providing tests for more than 10,000 companies around the world. It offers a range of tests, including psychometric, behavioural and personality assessments that are based in occupational psychology and aptitude science. 

The tests have specific aims – and recruitment teams use SHL tests like the Verbal Reasoning Test to filter through similarly qualified candidates to find the applicants who have what it takes to be successful in a graduate or management level role.

When taking a verbal reasoing test, bear in mind that you might also be asked to take numerical reasoning tests, logical reasoning tests or personality tests along side.

IQ stands for intelligence quotient and is usually thought to represent the reasoning skills of individuals.

The idea of intelligence relates to how quickly people can solve problems or puzzles, use logic to answer questions, or quickly recall information and facts they’ve heard.

The first type of IQ test was created by a French psychologist named Alfred Binet.

The assessment that he made is still used and is known as the Stanford-Binet intelligence test.

Considering cheating on your GMAT (Graduate Management Admission Test) Exam?

Want to know how to do it, if you should do it and what the consequences will be?

Well you came to the right place!

Read on to find out more about cheating on the GMAT exam, but be warned...

... it's certainly not something I advise!

Do you have an upcoming online aptitude test ? 

Are you looking for the best aptitude test prep material to give you the very best chance of getting the highest possible grade? 

If so, this article will help you. 

Aptitude tests are a crucial part of your job search, and you usually only have one chance to showcase your skills. 

Psychometric aptitude tests can measure many different aptitudes and skill sets, in many different formats:

• Numerical reasoning
• Verbal reasoning
• Diagrammatic or inductive reasoning
• Mechanical reasoning
• Personality types
• Situational judgement and work environment tests
• Work style tests

Aptitude tests can be challenging and it is important to be fully prepared before you attend your job interview or assessment centre.

Several free and paid aptitude test preparation websites offer preparation packs to help you score the best you can.

Those dreaming of working for the TSA will most likely need to take a challenging exam called the TSA CBT Test during the hiring process. Here we’ll look at exactly what it involves and how you can make sure you pass it. Read on to find out more.

If you plan to work as an inspector, manager, marshal or security officer in any agency governed by the Transportation Security Administration, you must pass the TSA CBT test as part of your application process.

Read on to learn more about this assessment, including its purpose, what types of questions it has, how challenging it is and how to prepare for it.

You'll also be provided with a few example questions to help you get an idea of what this test looks like.

Let’s get started.

Aptitude tests are administered to understand your inherent abilities to reason and respond to specific tasks.

They are widely used in various forms to screen candidates or evaluate existing employees for a future job role.

The most generic and widely used aptitude tests are curated to measure different facets of your abilities, mainly on the following areas:

• Abstract Reasoning
• Numerical Reasoning
• Logical Reasoning
• Verbal Reasoning
• Attention to Detail

Apart from these base types, there are various other specialized aptitude tests which you may face in specific industries or based on your role in different career stages.

We have discussed each of the most common job related aptitude tests in detail.

Illustrative examples and helpful hints are provided throughout to aid your preparation.

Read on to find out more.

The Cognify test is a game-based cognitive assessment designed to measure an individual's cognitive aptitude to measure key job performance linked abilities and skills in a prospective candidate.

The Cognify test was once a product of Revelian, an Australian assessment company, but was later acquired by CriteriaCorp.

Moving away completely from the question-answer based template of traditional tests, Cognify uses an innovative approach where candidates don't face a series of questions on a screen.

Instead, the Cognify Assessment comprises 6-7 timed game-based mini-tests categorized into three cognitive abilities categories:

• Problem-Solving
• Verbal Knowledge

Well, before you start raising your eyebrows at the mention of ‘game-based’ and dismiss it as just another fad, pay attention!

Cognify assessment is credited as having brought a paradigm shift in the field of psychometric testing.

Many Tier-I graduate recruiters globally have started using this assessment in their candidate selection process.

The train driver test is used to establish whether a candidate is suitable for work as a train driver. This unique suite of tests includes psychometric assessment tools such as:

• The Group Bourdon Test (GBT)
• Test of Everyday Attention (TEA-OCC)
• Adaptive Tachistoscopic Traffic Perception Test (ATAVT)
• Situational judgement tests
• Vigilance tests
• Written communication tests

What Is the Train Driver Test?

In most countries, you will need to sit the train driver online test if you want to work as a train driver. If you have been asked to sit the assessments, there is no train driver psychometric test cost associated with the train driver exam.

Working as a train driver is a challenging and demanding role. As a train driver, you must be able to ensure the safety of passengers at all times.

The UK’s train driving tests are some of the most challenging. As well as testing aptitude for the job role, they are used to assess whether candidates have the mental abilities to cope with the stress and demands of the job role.

The train driver test is used to establish whether a candidate is suitable for work as a train driver. The train driver test is a unique group of psychometric tests for train drivers designed to assess the psychomotor and cognitive skills needed to work safely as a train driver.

The Predictive Index (PI) test is a popular type of pre-employment testing used to accurately measure an individual’s cognitive ability and behavioral profile during the hiring process in a wide range of industries and organizations. They are most commonly used during the early stages of the recruitment process. 

The PI cognitive test assesses verbal, numerical and analytical reasoning ability. 

The PI behavioral test creates a behavioral persona that describes character traits and tendencies.

A mechanical aptitude reasoning test is an important way to assess your knowledge on mechanical topics for potential roles in the army, emergency services and many other professions. Here, you will get all the information you need on what a mechanical comprehension test is and how to pass it.

Those applying for jobs related to the army, the emergency services engineering service, and similar occupations that require mechanical aptitude, are likely to be asked to take a mechanical reasoning test as part of the recruitment process.

Mechanical aptitude tests assess knowledge in electricity, optics, pressure and other fields of mechanics related to a specific industry.

From this article, you'll learn what mechanical reasoning tests look like, when to take them, what to expect from these assessment types, and how to practise and prepare for them.

Let’s get started!

If you would like to take a free practice Cognitive Ability Test before reading this article, click here .

If you would like to purchase an online Cognitive Ability Test prep pack, visit our partner website JobTestPrep .

The following tests are common cognitive ability tests:

• Spatial Reasoning
• Mechanical Reasoning
• Logical Ability Tests
• Space Visualization
• Information Processing
• Visual Pursuit
• Manual Speed and Accuracy

Have you been asked to take a Deductive Reasoning test as part of an upcoming interview process?

Continue reading to find out more about this type of test, including:

• Why employers use Deductive Reasoning Tests.
• How you can improve your performance at Deductive Tests.
• What types of questions you will be asked during the Test.

What Is A Deductive Reasoning Test?

Logical thinking or deductive reasoning tests are used by employers to measure an applicant’s ability to make logical arguments and form sound conclusions.

During this type of test, you will be presented with a variety of scenarios, statements and arguments for which you will need to apply a given set of rules to determine the validity of the corresponding conclusion.

Spacial Reasoning Definition

A spatial awareness test is a type of assessment that tests your ability to think in three dimensions and use your imagination to see movement through space.

Someone with good spatial awareness will be able to see in their mind how different shapes interact and be able to manipulate them to make a reasoned and logical decision.

The test is based on pictures, diagrams and shapes. You will need to mentally manipulate the presented image by disassembling or reassembling, rotating, seeing it in a mirror image or from different angles, or otherwise visualizing it differently to find the right answer to the question from the multiple-choice options provided.

Spatial awareness is something that we use to a greater or lesser degree every day, from understanding our position relative to other things around us to imagining the route we will take to get from one place to another.

Spatial reasoning tests are distinct from other similar assessments such as diagrammatic reasoning tests and abstract reasoning tests. It is important to understand how they differ as they are often included in aptitude tests and cognitive assessments alongside spatial reasoning tests.

Psychometric tests are often used by organizations as part of the recruitment process. Different types of psychometric tests are designed to measure various aspects of cognitive ability, reasoning capabilities and personality traits. Potential employers use the results to assess a candidate’s suitability for a role. A psychometric test is generally administered online; this helps hiring managers filter applicants quickly and easily. 

As Capp Assessment Tests become more common perhaps you have encountered one for the first time.

This can be a bit daunting and, since they look and feel a bit different to more traditional psychometric reasoning tests, it isn’t necessarily obvious what you need to do to be successful…

Don’t worry.

With the insight and tips we share with you below, you’ll be smashing your tests in no time.

FREE BONUS: Get free unlimited access to Capp test practice (for 30 minutes) on our partner website JobTestPrep.

What are Capp Assessment Tests?

Capp are a consultancy and psychometric test publisher who specialise in Strengths Based Assessments.

They also offer a number of different psychometric tests that are widely used many major organisations including Google, Atkins, Amazon and RBS.

Their Assessment Tests include critical reasoning, numerical reasoning, verbal reasoning .

Psychometric reasoning tests like these are very common.

This is because they are a cheap and efficient way for organisations to identify candidates who aren’t likely to be able to succeed in a particular job.

Because they are often used to filter candidates out of application processes, they are sometimes called screening tests or gateway tests.

Candidates like you have to achieve a particular level of performance in order to progress in the selection process.

With practice you can dramatically improve your performance. Practice is the best way to improve your test scores.

In the rest of this article we’ll show you how the tests work, suggest how you can prepare, and then direct you towards some practice tests so that when the big day comes you are ready.

Before you do anything else, take a look at the Capp website , where you can take free practice tests.

How do Psychometric Reasoning Tests Work?

In general, psychometric reasoning tests challenge users to answer a series of questions and compare their performance on a test with the average performance level of a reference or ‘norm’ group.

This is typically made up of individual with similar characteristics, such as education level, nationality or workplace seniority.

If you do better than most of the norm group you will receive a high score, whereas a low score suggests that your performance was weaker than most of the norm group.

Usually, a minimum standard of performance necessary for success in a role is identified at the start of an assessment process, and all candidates that don’t meet this level will be unable to progress through the process.

What makes Capp Assessment Tests Different?

Capp Assessments are ‘Next Generation’ psychometric aptitude tests ; this means they might look and feel a bit different to other psychometric tests you have completed in the past.

The main difference between the Capp tests and more traditional psychometric ability tests is that the Capp tests are responsive.

This means that the actual questions presented to a candidate will depend upon their performance on the previous questions.

Capp say that the responsiveness of their tests and the size of their question bank mean that the chances of two candidates taking exactly the same test is currently less than one in a billion .

In practice, this means that if you’ve been able to quickly and accurately solve the previous questions, you can expect to be presented with incrementally more challenging questions.

By contrast, if you have made a number of errors, the test will present questions at a lower level.

The aim of the tests is to work out what your maximum ability is. Or put another way, what the most challenging level you are capable of working at is.

Another thing that makes Capp Tests feel different is that they have no time limit (although the time you take to complete the test does effect the score so you still need to work as quickly as you can).

This takes a bit of the pressure off and can make taking these tests rather less stressful than others.

Finally, the variety of question types and the format of the questions in Capp Tests can be different to those used by more traditional test publishers.

Let’s take a closer look at this:

• Numerical Reasoning Tests

Traditionally numerical reasoning tests require candidates to select the correct answer from a number of potential options.

The Capp numerical reasoning test still does this, but it also requires candidates to rank potential answers or to type their answer into a free-text box.

This makes it harder to guess the correct answers.

• Verbal Reasoning Tests

Verbal reasoning tests typically give you a passage of text to read and then ask you whether a number of subsequent statements are true or false, based on the information contained in the passage.

This question type is included within the Capp Verbal Reasoning Test, but there are also a number of different question formats included.

This means that as well as testing verbal reasoning, the Capp test can also assess verbal dexterity, comprehension, interpretation, and adaptability.

As well as traditional multiple choice questions, the test also presents:

• Free text editing : This type of question requires you to type your answers directly into the question. You might be asked to correct spellings or grammar, or edit a passage of text.
• Bucket sort : You will be presented with two categories/styles of writing; your task is to place each item presented to the category/style of writing that it best fits.
• Drag and Drop : This type of question requires you to drag statements or words to the place that they best fit.
• Ranking : These questions can be quite subtle and require you to really understand the nuance of language and language use. You will be presented with a number of statements and asked to rank these based on some feature of the text, such as positivity.
• Selecting the most appropriate word to fill in the sentence : You will be presented with a passage of text with a number of blanks in it, for each blank space you must select the most appropriate word to fill the space from a drop down menu.

Critical Reasoning Tests

The Capp Critical Reasoning test evaluates your ability to think critically in a number of ways.

In each instance, a passage of information is presented followed by a series of statements, your task is to select the appropriate response from the drop down menu.

Questions focus around five areas:

• Inference: rating the probability of truth of inferences based on given information
• Recognition of assumptions: identifying unstated assumptions underlying given statements
• Deduction: determining whether conclusions follow logically from given information
• Interpretation: weighing evidence and deciding if generalisations or conclusions based on data are warranted
• Evaluation of arguments: evaluating the strength and relevance of arguments with respect to a particular question or issue.

Are you considering cheating on your upcoming SHL tests ?

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Numerical Reasoning Tests can be very tricky.

And when it comes to results, preparation and practice are key.

But that's easier said than done.

If you're researching this type of aptitude test for the first time or if you want to improve your numerical ability , perform better on tests and get more job offers this article will provide some practical strategies that you can use immediately .

For the best chance of success, read the article below slowly, work through the example questions , follow our tips and actionable advice and then start taking practice tests .

Ready to get started?

Let's go!...

Want to try a practice test before reading this article?

You can take our free numerical test right here:

Logical reasoning tests are a little different to your average psychometric test .

With this type of assessment, there are many different variations so it is sometimes difficult to determine which aspect of logical reasoning you will be assessed on.

With this guide, you’ll learn the difference between inductive and deductive reasoning tests , and some tips for maximising performance.

Designed to evaluate how you interpret patterns, shapes, numbers and other data to reach logical conclusions, the assessments are used across a number of different sectors at all levels of recruitment from entry right up to managerial positions.

The in tray exercise (also called an e-tray exercise ) is a popular assessment activity which employers use to evaluate the skills of applicants in a workplace situation.

If you have an In Tray exercise coming up as part of your interview process, this article will help you prepare.

Within these exercises, candidates will be presented with a given scenario, along with a set of tasks to complete which may include things like responding to email messages, reports or briefing documents.

Aptitude tests are short tests employers use to assess whether a candidate has the level of competency necessary for success in the role.

The tests are used to see if a candidate has the skills necessary to do the job.

Aptitude tests are standardized, for the most part, and the results of all the candidates are compared to each other to see which candidate may be the best for the job.

Aptitude tests provide employers with a quick way to assess a candidate’s ability to perform in high-pressure situations and think in critical ways as they would if they were on the job.

What Is a Situational Judgment Test?

A situational judgement test (SJT) is a psychometric test that is often used as part of the recruitment process for graduate and managerial positions as well as roles that are customer-facing in a wide range of industries.

The SJT is designed to assess how a candidate deals with work-related problems and situations, focusing on essential aptitudes , competencies and soft skills that are not always easy to evaluate in other ways.

Although SJTs are usually bespoke to the company (or in some cases, the specific role), they tend to follow the same basic structure.

Each question is formed by presenting a fictional yet realistic work-based scenario. This might be text-based, it may include some illustrations or it could be animated or acted out in a video.

Following the scenario, there will be several options that you can choose from, each giving a possible course of action to follow to solve the issue that is presented in the situation given.

The answer that you choose will be compared to the benchmark answers that the recruitment team is using – these represent the core competencies for the role, as well as alignment with company values.

SHL assessment tests are important steps in many job interviews and career advancement opportunities. Therefore, it is essential to have a comprehensive understanding of how the different types of SHL tests work and how you can prepare for them in order to get top scores.

In this article, we will provide an overview of how SHL assessments work, sample SHL test questions, tips on improving your test performance, and strategies for prepping and succeeding with any SHL test.

What Is an SHL Assessment Test?

SHL is a global assessment company that is well known and recognised as a leader in pre-employment psychometric tests; the tests that SHL publishes are used by 75% of the FTSE 100 and they are available in more than 40 languages.

So if you are applying for a new role (especially for a graduate position), you are likely to come across them in the recruitment process.

In addition, the company offers consultancy and management services via its TalentCentral platform.

The SHL assessment are a series of tests that can be delivered individually or in a battery, and some of them are bespoke to the company that is using them, making them an excellent way for the recruitment team to ensure that the applicants for a role have the basic competencies, personality traits, work behaviours and cognitive abilities to be successful.

Sind Sie auf der Suche nach kostenlosen psychometrischen Tests zur Übung?

Dann ist diese Seite genau das Richtige für Sie.

Was ist ein psychometrischer Test?

Psychometrische Tests (auch Eignungstests genannt) sind fester Bestandteil von Jobinterviews vieler Unternehmen auf der ganzen Welt.

Diese Tests bestehen normalerweise aus einer Reihe von zeitlich erfassten Fragen , die meist numerischen (mathematischen Fragen), verbalen (Fragen zum Leseverständnis) oder logischen (diagrammatischen Fragen) Ursprungs sind.

Testes psicométricos (também conhecidos como testes de aptidão) são uma parte comum do processo de entrevistas de emprego em muitas companhias no mundo todo.

Geralmente, esses testes consistem de uma série de questões com um certo tempo de resposta.

As questões costumam ser numéricas (questões matemáticas), verbais (compreensão textual) ou lógicas (questões de diagrama).

Testes SHL . Se você está lendo isso, há uma boa chance de você ter acabado de descobrir que fará um desses testes difíceis como parte de um processo de recrutamento em andamento.

Se você chegou tão longe e agora está se sentindo tenso para se sentar na frente de um ‘abstract quiz’, não se preocupe...

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El Razonamiento Inductivo está basado en patrones y es otra variante de las muchas pruebas psicométricas utilizadas por los empleadores como una forma de determinar la idoneidad de un candidato para sus roles.

En un nivel similar al del razonamiento esquemático , el razonamiento inductivo probará tu habilidad para aplicar la lógica y la razón para la resolución de problemas.

Cómo funcionan las pruebas inductivas

Dentro de la prueba se te presentará una serie de diagramas los cuales se vincularán mediante una regla subyacente.

Esta regla afectará el diseño del diagrama y tu tarea será identificar el patrón.

Bonificación: puedes obtener acceso ilimitado y gratuito a la práctica de prueba (durante 30 minutos) en nuestro sitio web asociado JobTestPrep: Clic aquí .

Por lo general, se espera que los candidatos seleccionen entre 4 y 6 posibles respuestas completas bajo condiciones de tiempo.

Las pruebas de razonamiento inductivo a menudo complementan otras pruebas como las de razonamiento verbal o numérico.

A veces las empresas requieren que complete una prueba de juicio situacional o un cuestionario de personalidad junto con la evaluación de razonamiento inductivo.

Los resultados de cada prueba se revisarán individualmente y luego colectivamente para determinar si tú serías una buena opción para la empresa.

¿Por qué los empleadores utilizan estas pruebas?

Algunas veces se las denomina prueba de razonamiento abstracto, las evaluaciones de razonamiento inductivo están diseñadas para evaluar tus habilidades en la resolución de problemas y el razonamiento lógico.

Cuando completes la prueba, los reclutadores buscarán tu capacidad para trabajar de manera efectiva con información desconocida para alcanzar una solución viable.

Las pruebas se utilizan a menudo para evaluar tu capacidad de pensar creativamente, aplicar habilidades analíticas y diseñar soluciones innovadoras, mientras que a menudo son un indicador de tu nivel general de inteligencia.

Como tal, es esencial que realices el trabajo preparatorio necesario antes de la prueba real para asegurarte de poder completarla exitosamente y crear una buena impresión.

La prueba de razonamiento inductivo es frecuentemente usada por empleadores corporativos; es común esperar que se complete al menos una prueba psicométrica como parte del proceso de reclutamiento.

Los empleadores utilizarán estas pruebas para ver la eficacia con la que trabajas bajo presión y tu enfoque de la evaluación.

Las pruebas de razonamiento inductivo son usadas predominantemente en los roles técnicos o aquellos que requieren una resolución frecuente de problemas y los empleadores las utilizan para evaluar cómo identificas patrones, con qué eficacia puedes identificar reglas y consistencias de datos y si puedes predecir la secuencia de objetos a medida que evolucionan.

En términos de evaluación psicométrica, el razonamiento inductivo, el razonamiento abstracto y el razonamiento esquemático son tres pruebas que a menudo se superponen con la evaluación. Los proveedores utilizan nombres diferentes para cada uno, lo que hace que las cosas sean un poco más confusas.

Estas pruebas ciertamente varían entre los empleadores y la etapa en el proceso de reclutamiento también será diferente.

Algunas empresas los utilizan como un ejercicio de selección previa a la entrevista para limitar un conjunto de candidatos, mientras que otras organizaciones pueden usarlos hacia el final del proceso de reclutamiento o como parte de los días de evaluación.

Contenido de la prueba de Razonamiento Inductivo

La mayoría de las pruebas de razonamiento inductivo presentan una serie de secuencia de palabras, ilustraciones o formas y te piden que decidas cuál es la siguiente.

Esto requiere prestar atención a los detalles, a la resolución de problemas y perseverancia para alcanzar la respuesta requerida, todo lo cual se evalúa en condiciones de tiempo, lo que agrega aún más presión.

La prueba en sí misma requerirá que compares varios elementos incluyendo colores y formas, o que los clasifiques basándote en cantidad o tamaño.

Como un ejemplo, se te proporcionará un juego de seis cuadros conteniendo una cantidad de formas y luego se te pedirá que elabores una secuencia lógica para cada cuadro.

Para obtener la respuesta correcta, deberías identificar un patrón tal como similitudes, diferencias o una combinación de ambos.

Estas tareas pueden parecer extremadamente complejas, por ello es importante realizar tantas prácticas de pruebas similares como sea posible antes de la prueba real y también tanta práctica como puedas antes de la entrevista o del día de evaluación.

Asegúrate de llegar a tiempo y haber dormido bien la noche anterior, de lo contrario, es posible que te falte la concentración y que parezca que no entiendes lo que te piden que hagas.

Una aproximación a las Pruebas de Razonamiento Inductivo

Cuando comienzas la prueba, lee la pregunta detenidamente y trata de observar solamente a un elemento de la forma a la vez.

Es muy fácil sentirse abrumado por el contenido de una evaluación de razonamiento inductivo, por lo que la mejor manera de abordarla es intentar y decidir el patrón, considerando específicamente el tamaño, la orientación y la ubicación de la forma interior.

Los patrones están diseñados para ser complicados en tomarte el tiempo y utilizar tu lógica para resolver el problema.

Si estás teniendo una particular dificultad en identificar un patrón, trata de observarlo desde el final en lugar del principio.

Esto puede resaltar de manera efectiva algo que quizás hayas omitido usando el método tradicional de revisar las formas.

Toma conciencia de la hora pero no mires el reloj, y no te asustes en la medida de lo posible; esto sólo hará las cosas más difíciles.

Las pruebas de razonamiento inductivo son creadas para ser completadas bajo presión, por lo que la práctica de completar las pruebas en condiciones de tiempo puede ayudar de manera significativa.

Practicar es una de las mejores maneras de prepararte mentalmente para cualquier prueba psicométrica y el razonamiento inductivo no es diferente a ello.

Nada te preparará mejor para la evaluación que realizar una cantidad de exámenes de práctica, muchos de las cuales puedes encontrar en línea gratuitamente.

Cuando te familiarizas con el formato de la prueba y te acostumbras a responder preguntas rápidamente y trabajar bajo presión, es mucho más probable que tengas éxito que si no realizas ningún trabajo de preparación o práctica anteriormente.

¿Qué son las pruebas psicométricas?

Las pruebas psicométricas (también conocidas como Pruebas de Aptitud ) son ahora una parte común de los procesos de selección y evanotluación, por lo tanto un requisito necesario para solicitar trabajo.

Si tú aún no has completado una, es muy probable que lo necesites en algún momento en el futuro. Con esto en mente, hemos preparado para ti la Guía actual para las pruebas psicométricas para explicar qué son, cómo se utilizan y cómo completarlas con éxito.

Antes de comenzar con el artículo a continuación, ten en cuenta que tenemos tres pruebas psicométricas de práctica disponibles para que las pruebes.

Las pruebas de razonamiento verbal están diseñadas para examinar tu nivel de comprensión del pasaje de un texto.

Estas pruebas son un ejemplo de una prueba de habilidad (a veces conocida como pruebas de aptitud) y son utilizadas por los empleadores en combinación con pruebas de razonamiento numérico y pruebas de razonamiento lógico .

Las pruebas de razonamiento verbal tienen como objetivo identificar tu capacidad máxima de comprensión, o en otras palabras, el párrafo de un texto más desafiante que tú podrás entender.

Numerische Tests können knifflig sein. Übung und die richtige Vorbereitung sind der Schlüssel zum Erfolg.

Aber das ist leichter gesagt als getan…

Wenn Du zum ersten Mal über diese Tests nachliest oder wenn Du nach Wegen suchst um deine Fähigkeiten zu verbessern, besser abzuschneiden und mehr Interviews und Jobangebote zu bekommen, ist dieser Artikel ideal für Dich.

Hier erfährst Du von Strategien die Du sofort praktisch einsetzen kannst.

Falls du einen Übungstest machen möchtest kannst du hier jederzeit einen der kostenlosen numerischen Tests ausprobieren. Dieser Test beinhaltet zehn Fragen (mit Antworten und ausführlichen Erklärungen).

Wie kann man sein Ergebnis so schnell und effektiv wie möglich verbessern , selbst bis in der 99% Bereich ?

Lies den Artikel am besten langsam durch, folge unseren Tipps und unseren Empfehlungen – so hast du die größten Erfolgschancen. Wenn du damit fertig bist kannst du einen unserer Übungstests kostenlos ausprobieren.

Bonus: Kostenloser uneingeschränkter Zugang zum Eignungs-Übungstest (für 30 Minuten) auf unserer Partner-Webseite JobTestPrep.

Microsoft is one of the world's most commonly used computer software.

If you're working in an office, you are almost certain to use applications such as Microsoft Word, Excel, Outlook or PowerPoint.

Therefore, it makes perfect sense that employers want to know that you are proficient in these applications as part of their hiring process.

If your job requires data analysis or compiling data streams, you will likely need to be adept at using Microsoft Excel.

In these circumstances, you may be asked to participate in an Excel assessment test so a hiring manager can confirm that you know how to make the most out of the program.

With this in mind, we will look at what you could expect from a Microsoft Excel test.

Then, we'll take you through a series of Microsoft Excel practice test questions, and we'll give you everything you need to know so you can prepare for the Excel assessment.

What Is a Cubiks Test?

The Cubiks tests were developed by the Cubiks assessment consultancy, which was founded in 2000.

In 2019, Cubiks was acquired by PSI Talent Management UK, an award-winning provider of psychometric assessments.

In 2022, PSI Services became Talogy.

Cubiks tests are available in more than 50 countries around the world. Many highly-regarded employers in the UK use Cubiks tests, including:

• The UK Civil Service
• National Audit Office
• National Health Service

Cubiks tests are designed to help employers and organisations with recruitment, employee development and talent management. They are well known for their intuitive interface and easy-to-interpret structure.

When applying for job roles, you may be asked to complete one or more types of Cubiks test as part of the screening and selection process.

If you are already working, your employer might ask you to sit a Cubiks test assessment as part of the career development programme or talent management process.

This article offers an overview of what to expect from the Cubiks test. It also includes some Cubiks online test example questions and tips on how to succeed when taking the Cubiks test.

The Korn Ferry assessment is a tool used in the recruiting process for leadership positions.

The tests assess candidates across a range of skills, including:

• Logic reasoning ability
• Numerical reasoning ability
• Verbal reasoning ability
• Personality traits

As a result, the Korn Ferry assessment allows businesses to secure the best talent and identify individuals to be promoted to management positions.

The Korn Ferry assessment is an evaluation tool used by companies across the globe to ensure they employ the best talent.

The assessment comprises a series of smaller tests focusing on:

• Reading comprehension
• Personality
• Leadership assessments

As well as a tool utilized during the interview process, the Korn Ferry assessments are often used when looking to promote team members into management positions.

This article will discuss the Korn Ferry assessment, explaining exactly what it involves and giving tips to enable the best chance of success.

If you are applying for an executive-level or management role, you might be expected to take an aptitude test as part of the recruitment process.

The Swift Executive Aptitude Test is a short assessment designed to measure specific aptitudes that are necessary for success in a leadership position.

In this article, you will discover more about the test, the structure of the assessment, and example questions.

You will also learn what you will need to bear in mind to be successful in the test, including tips about preparation and a breakdown of what to expect from the scoring.

This numerical reasoning practice test has 10 questions.

The test has a mixture of numerical questions that vary in difficulty. 

Answers and full explanations are provided after you have completed a question.  You should aim to complete the test within 10 minutes.

Make sure you read and fully understand each question before answering. Work quickly, but don't rush. You cannot afford to make mistakes on a real test.

What is a Verbal Reasoning Test?

A Verbal Reasoning Test is a type of cognitive assessment designed to evaluate an individual's ability to comprehend and analyze written information, make logical deductions and draw conclusions based on the presented text.

These tests are often used in various educational and employment settings to assess a person's verbal reasoning skills, which are essential for tasks that involve understanding and interpreting written or spoken language.

This inductive reasoning practice test has nine questions (and includes answers and full explanations).

This abstract reasoning practice test has 10 questions (and answers with full explanations).

For each question, choose which of the figures in the bottom line – A, B, C, D or E – completes the series in the top line.

The level of difficulty varies significantly, from easy to extremely hard. Items having the solution based on one rule are easy, while those with the solution based on four rules are extremely hard; the others are in between - medium and hard, respectively.

Your goal is to understand the logic of each question (the rules behind it). Do not despair if you can’t find the solution immediately, especially for the very hard questions!

What is a Cognitive Test?

A cognitive test is an assessment tool designed to measure an individual's cognitive abilities, which are the mental processes involved in acquiring, processing, storing and using information.

Cognitive assessments are used to evaluate various aspects of cognitive functioning, including memory, attention, problem-solving, reasoning, language comprehension, and more.

Cognitive function tests are commonly employed in several contexts, including education, clinical psychology, neuropsychology and employment assessment.

This cognitive ability practice test has been designed to help you prepare for the real thing.  

What is a Deductive Reasoning Test?

A deductive reasoning test is a type of cognitive assessment that measures a person's ability to draw logical conclusions based on given information or premises.

Deductive reasoning is a form of logical thinking that involves moving from general statements or principles to specific conclusions. In other words, it is the process of applying a general rule or premise to a specific situation to determine a particular outcome.

In a deductive reasoning test, you are typically presented with a set of premises or statements that establish certain conditions or facts. You are then asked to use these premises to determine a valid conclusion.

The conclusions you reach must follow logically from the given premises, and the test assesses your ability to make accurate deductions based on the provided information.

Deductive reasoning tests are often used in educational settings, as part of standardized testing, and in various employment assessments.

They are designed to evaluate an individual's problem-solving skills, critical thinking ability, and their capacity to analyze information and reach logical conclusions.

These tests can take various formats, including multiple-choice questions, true or false questions or scenario-based questions where you need to determine the correct outcome based on the information provided.

Success in deductive reasoning tests often requires a strong understanding of logical principles and the ability to apply them effectively to specific situations.

What is Logical Reasoning?

Logical reasoning, often referred to as logical thinking or critical thinking, is a cognitive process that involves the ability to analyze information, identify patterns, make sound judgments and draw valid conclusions.

It is a fundamental skill that plays a crucial role in problem-solving, decision-making and rational thinking.

Logical reasoning involves breaking down complex information or situations into smaller, more manageable parts. It requires examining details and understanding the relationships between various elements.

What are the Types of Logical Reasoning Tests?

Logical reasoning tests come in various forms and are used by employers, educational institutions, and standardized testing organizations to assess an individual's ability to think critically and solve problems.

Here are some common types of logical reasoning tests:

Reading Comprehension: These tests assess your ability to understand and analyze written information, make inferences, and draw conclusions from passages of text.

Critical Thinking Tests: These tests evaluate your ability to analyze and evaluate arguments, identify assumptions, and assess the validity of statements or claims.

Analogical Reasoning Tests: Analogical reasoning involves recognizing relationships between words or concepts and applying these relationships to solve problems. For example, you might be asked to complete an analogy like "A is to B as C is to what?"

Numerical Computation: These tests assess your basic arithmetic skills, including addition, subtraction, multiplication, and division.

Numerical Sequences: These tests require you to identify patterns and relationships within number sequences and use them to predict the next number.

Data Interpretation: In these tests, you are presented with data in the form of tables, graphs, or charts, and you must interpret the information to answer questions.

• Abstract Reasoning Tests

Non-Verbal Reasoning: Abstract reasoning tests evaluate your ability to recognize patterns, shapes, and relationships among visual elements. They often involve series of diagrams or figures, and you must identify the logical rules governing them.

Inductive Reasoning: Inductive reasoning tests present you with a series of visual or abstract patterns and require you to identify the underlying rules and predict the next pattern in the sequence.

• Spatial Reasoning Tests

Spatial Awareness: These tests measure your ability to visualize and manipulate objects in three-dimensional space. You may be asked to complete puzzles, identify rotated or mirrored images, or solve spatial problems. Diagrammatic Reasoning Tests:

Diagram Interpretation: Diagrammatic reasoning tests use diagrams or symbols to present problems. You must analyze the diagrams to draw conclusions or identify patterns.

Syllogism and Logic Tests

Syllogisms: Syllogism tests present logical statements and ask you to determine whether a conclusion is valid based on the given premises.

Symbolic Logic: These tests involve working with formal logic symbols to evaluate logical arguments.

Inference and Deduction Tests

Inference Tests: Inference tests assess your ability to make logical deductions and draw conclusions based on a set of statements or information.

Deductive Reasoning: Deductive reasoning tests require you to apply deductive logic principles to solve problems and make decisions.

• Mechanical Reasoning Tests

Mechanical Understanding: These tests evaluate your knowledge of mechanical and physical concepts, such as gears, pulleys, levers, and basic physics principles.

• Cognitive Ability Tests

Cognitive Ability Tests: These assessments often include a combination of various reasoning types and are designed to measure overall cognitive abilities.

What are the Common Logic Tests Employers Use?

Employers often use a variety of logic tests to assess the cognitive abilities and problem-solving skills of job applicants. The specific logic tests used can vary depending on the nature of the job and the industry.

Here are some common logic tests that employers may use during the hiring process:

• Logical Deduction and Syllogism Tests
• Data Interpretation Tests
• Diagrammatic Reasoning Tests

This is a 10 question practice logical reasoning test . 

After you have given an answer to a question, the correct answer (and a full explanation of that answer) will be given.

What are the Topics Covered by a Logical Reasoning Test?

Syllogism, statements and assumptions, logical deduction, cause and effect, statements and conclusions, logical problems.

Set of 10 questions, along with correct answers and explanations for each.

Topics Covered:

General concepts, levers, springs, pulleys, area and volume, gears, inclined plane, basic electrical circuitry.

Difficulty Level:

Take a free practice mechanical reasoning test.

Situational awareness, evaluation of alternatives.

Take a Free Practice Situational Judgement Test

Block counting, 3D rotation, 2D rotation, reflection, broken shapes, transforming 2D to 3D, isometric view, difference in 2D versus 3D viewing.

What is the Watson Glaser Critical Thinking Test?

The Watson-Glaser Critical Thinking Test, often referred to as the Watson-Glaser test, is a widely used assessment tool designed to evaluate an individual's critical thinking skills.

It is commonly administered as part of the hiring process for various professional and managerial positions, particularly in fields where critical thinking and problem-solving abilities are highly valued, such as law, finance and management.

This is a nine question diagrammatic reasoning practice test.

We recommend a time limit of nine minutes for this test. 

After you have given your answer to a question, you will be shown the correct answer and given a full explanation.

What is the Critical Thinking Test?

The Critical Thinking Test is a comprehensive evaluation designed to assess individuals' cognitive capacities and analytical prowess.

This formal examination, often referred to as the critical thinking assessment, is a benchmark for those aiming to demonstrate their proficiency in discernment and problem-solving.

In addition, this evaluative tool meticulously gauges a range of skills, including logical reasoning, analytical thinking, and the ability to evaluate and synthesize information.

This article will embark on an exploration of the Critical Thinking Test, elucidating its intricacies and elucidating its paramount importance. We will dissect the essential skills it measures and clarify its significance in gauging one's intellectual aptitude.

We will examine examples of critical thinking questions, illuminating the challenging scenarios that candidates encounter prompting them to navigate the complexities of thought with finesse.

Critical Thinking Practice Test

Before going ahead to take the critical thinking test, let's delve into the realm of preparation. This segment serves as a crucible for honing the skills assessed in the actual examination, offering candidates a chance to refine their analytical blades before facing the real challenge. Here are some skills that will help you with the critical thinking assessment: Logical Reasoning: The practice test meticulously evaluates your ability to deduce conclusions from given information, assess the validity of arguments, and recognize patterns in logic. Analytical Thinking: Prepare to dissect complex scenarios, identify key components, and synthesize information to draw insightful conclusions—a fundamental aspect of the critical thinking assessment. Problem-Solving Proficiency: Navigate through intricate problems that mirror real-world challenges, honing your capacity to approach issues systematically and derive effective solutions. What to Expect: The Critical Thinking Practice Test is crafted to mirror the format and complexity of the actual examination. Expect a series of scenarios, each accompanied by a set of questions that demand thoughtful analysis and logical deduction. These scenarios span diverse fields, from business and science to everyday scenarios, ensuring a comprehensive evaluation of your critical thinking skills. Examples of Critical Thinking Questions Scenario: In a business context, analyze the potential impacts of a proposed strategy on both short-term profitability and long-term sustainability. Question: What factors would you consider in determining the viability of the proposed strategy, and how might it affect the company's overall success? Scenario: Evaluate conflicting scientific studies on a pressing environmental issue.

Question: Identify the key methodologies and data points in each study. How would you reconcile the disparities to form an informed, unbiased conclusion?

Why Practice Matters

Engaging in the Critical Thinking Practice Test familiarizes you with the test format and cultivates a mindset geared towards agile and astute reasoning. This preparatory phase allows you to refine your cognitive toolkit, ensuring you approach the assessment with confidence and finesse.

We'll navigate through specific examples as we proceed, offering insights into effective strategies for tackling critical thinking questions. Prepare to embark on a journey of intellectual sharpening, where each practice question refines your analytical prowess for the challenges ahead.

This is a three question practice in-tray exercise.

If you get a question wrong, make sure you find out why and learn how to answer this type of question in the future. 

Take a Free Practice In-Tray Exercise

What Is the PwC Assessment Test?

When you apply for a coveted role at PwC, you will be asked to undertake a PwC assessment test as part of the recruitment process.

The PwC test are used to evaluate candidates on measurable skills, abilities, aptitudes and personality traits that are needed for success in the type (and level) of the role that you have applied for.

PwC is one of the Big Four accounting firms globally, and from their headquarters in London, England, they have offices in 157 countries, a presence in 742 locations, and they currently employ nearly 300,000 staff.

With roles available in various departments, from consulting to legal, operations to audit, and tax to technology, competition for advertised jobs is fierce, and the PwC assessments are recognised as being particularly challenging to help narrow down the candidate pool to those applicants who really have what it takes to be successful.

In fact, less than 50% of candidates will advance past the screening tests as the benchmark for a passing mark is very high.

'AON assessments' are the new name for the cut-e tests, and they are often used as pre-employment evaluations for different skills, aptitudes, competencies and personality traits for various roles across different industries.

The AON assessments are characterized by being very short online assessment tests, and in many cases, candidates will be required to take more than one as part of a recruitment process.

With so much content to cover in all the different types of tests, it can be difficult to know what to expect from the AON assessments, which is where this guide will help.

Below you will learn more about why AON assessments are used and which companies use them as part of their hiring process.

We will discuss some of the features that the assessments have in common, as well as the most popular tests that are used by recruiters.

There will be some example questions with answers to get you familiar with the type of content you will be facing in certain tests and some helpful information regarding the way the AON assessments are scored and how you can give yourself the best chance to demonstrate that you have what it takes to be successful.

What Is the AON Assessment Test?

AON is well-known as a global financial services firm, and they acquired the cut-e testing battery so that they can provide top-of-the-range candidate evaluation and personnel development tools based on a scientific framework and testing methodology.

The CogAT Grade 4 test is used to understand a student’s thinking and reasoning abilities. It is not a test of learned knowledge; rather, it is a diagnosis of how they learn.

The 4th Grade CogAT test measures reasoning ability in three key areas: verbal, non-verbal and quantitative.

The assessment is often used to identify students for gifted and talented education programs.

If your child has been selected to sit the CogAT test in 4th grade, it can be confusing to know what to do to help.

This article will help you to answer these questions:

• What is the CogAT test ?
• What skills is the test assessing?
• What is the format of the test?
• How can I help my child prepare?
• What skills can we practice?
• What is the scoring system?

When applying for a job application, you may find that, along with providing your CV and attending an interview, you will be required to complete an IKM assessment .

This assessment will serve as a supplement to your overall application. So, you must understand what it entails and how it contributes to your application.

This article will explain the specifics of the IKM assessment, why it is important and how you can prepare for it.

What Is IKM?

The International Knowledge Measurement Service (IKM) offers organizations various assessments for employees and candidates among various career disciplines.

Among other things, this assessment ensures that employees hold the necessary requirements to go through the organization’s recruitment process.

Employee candidates will take the IKM assessment online remotely (self-supervised) or with client-side supervision from the organization.

The IKM assessment uses adaptive testing, meaning the difficulty of questions is dynamically selected based on the employee candidate’s previous answers .

This ensures that the assessment questions are neither too difficult nor too easy, greatly reducing the testing time.

The CAT4 Level D is a cognitive ability test used by a number of UK secondary schools. Typically taken by pupils in Year 7, the CAT4 Level D tests a child’s verbal, non-verbal, quantitative and spatial reasoning skills to give an accurate picture of their learning potential.

The Delta Assessment Test is a group of online tests that forms part of the Delta Airlines hiring process.

If you are applying for job roles with Delta, you may be asked to complete one or more of the Delta Assessment Tests.

Your test results will help the hiring manager to decide whether you are suitable for the job role you have applied for.

The tests you are asked to take will vary according to the job role.

The Deloitte immersive online assessment is a psychometric aptitude-style test. It is used to identify a candidate’s strengths and weaknesses.

Questions vary but are likely to include situational judgment style questions that link to the roles at Deloitte.

Candidates are also tested on their numerical reasoning and presented with personality questions.

Competition is tough for jobs on the Crossover recruitment platform.

There are thousands of applicants for each role, and only the top 1% are offered a contract .

After a successful initial application, the first step is taking the Crossover Cognitive Aptitude Test (CCAT).

To help you prepare, this article covers the following:

• How Crossover works
• The recruitment process
• What to expect in the CCAT
• The scoring system
• Tips to help you prepare

The Federal Bureau of Investigation (FBI) is the domestic intelligence and security service of the USA.

The agency investigates serious offenses such as terrorism, public corruption, cyber-attacks, and violent and organized crime.

The FBI's mission is to protect the American people and uphold the American Constitution.

The FBI has over 37,000 employees across hundreds of locations in the US.

To work for the FBI, you must fulfill specific criteria which include:

• Be a US citizen
• Be able to obtain an FBI Top Secret clearance
• Pass the FBI polygraph examination
• Pass the FBI Phase 1 test
• Adhere to the FBI drug policy

Roles available at the FBI include computer scientists, nurses, engineers, technicians, contract specialists, and of course, police officers.

It is important to note that the recruitment process can take over one year, so you must be willing to wait several months for the chance of your dream role.

In this FBI Phase 1 test prep guide, we will delve into the role of FBI special agents – upholders of the law that seek out cybercrime and infiltrate organized attacks such as terrorism.

When applying to be a special agent, you are required to take the FBI Phase 1 test .

What Is the FBI Phase 1 Test?

The FBI Phase 1 test is an assessment that evaluates your personality and suitability for a role as a Special Agent at the FBI.

The test is conducted online and is split into five parts.

As the second stage of the process, the FBI Phase 1 test is done after the successful completion of a written application.

The test is designed to assess several skills and qualities that are required for a role as an FBI special agent.

These include critical thinking, logical reasoning and personality. The test will also assess your background experiences.

Your answers are then compared to the benchmark of what is suitable for an FBI agent.

The five sections of the FBI Phase 1 test are:

• Logical reasoning
• Figural reasoning
• Personality Test
• Preferences and interests
• Situational responses

The assessment takes three hours to complete.

When applying for roles at the FBI, long waiting times are typical. The full special agent recruitment process can take over 20 months to complete.

If this is your dream job, it is certainly worth the wait as it is one of the most attractive career paths within any government agency.

To reflect this, the recruitment process is challenging and designed to reduce the number of candidates who could move on to the next stage.

This ensures that only the very best move through the application phases. In fact, only 30% of candidates can pass the FBI Phase 1 test.

You may have taken a personality test before, but the FBI Phase 1 test questions are framed and marked in a different way to other assessments.

Therefore, you should ensure you use FBI Phase 1 test practice questions and prepare in advance of the test.

It can be hard to plan for, but this is essential to get into the top 30% of successful candidates.

If you pass the FBI Phase 1 test, you will undergo background checks and receive an invitation to a regional meet-and-greet interview.

The main purpose of the CogAT Test grade 3 is to find out if a third grader is showing signs of being very smart.

Most of the questions on the test are about verbal, numerical and non-verbal reasoning. It's meant to show how a child might compare to other kids his or her own age. The CogAT grade 3 test can also be used to make individualized learning plans for kids.

The CogAT (Cognitive Abilities Test) is a standardized test used to measure children's cognitive abilities in the 3rd grade – age 9.

This test assesses a range of cognitive abilities, including verbal, quantitative and nonverbal reasoning. The CogAT is often used to identify gifted children and help educators develop appropriate educational plans.

This article will give insights and tips into how your child could pass the CogAT Test for 3rd grade students.

The MAP Test 2nd grade is a computerized test taken by children in the 2nd grade. It is designed to evaluate what the children already know and what they are ready to learn.

The test includes three sections:

Schools may not administer all three sections and may instead focus on one or two sections to measure pupils’ progress in those subjects.

The NEO Personality Inventory is a psychometric tool used to evaluate personality traits.

It is acknowledged globally and is used by recruiters and employers before hiring and, more broadly, to evaluate career potential.

The NEO Personality Inventory test is heavily associated with the 'Five-Factor Model' (which you may also know as the 'Big Five Personality Test') to identify personality traits.

It is widely believed that each person's personality can be broken down into five main categories. The NEO PI personality test looks at each of these five categories separately to create an understanding of who you are.

In this article, we'll look at the NEO PI test, why employers use it, and what you could expect if invited to participate in a NEO Personality Inventory test.

The Air Traffic Controller (ATC) Test, also known as the Air Traffic Skills Assessment (ATSA) is an exam used as part of the air traffic controller hiring process. It is a challenging assessment consisting of seven subtests designed to evaluate an applicant's aptitude for the role.

Becoming an air traffic controller is a challenging and rewarding career that requires extensive training. The Air Traffic Controller Test (previously known as the Air Traffic Selection and Training (AT-SAT) exam) is an important part of the selection process. 

The Air Traffic Skills Assessment (ATSA) measures a candidate's ability to handle the demands of the job. 

In this article, you’ll find example questions, a guide and tips for preparing for the ATSA exam.

This article relates specifically to the ATC test used in the US. Candidates in other countries may be expected to take a different version of the test. 

What is the CliftonStrengths test? This online assessment analyzes your personality and strengths for personal and professional development. You can purchase the basic test from Gallup for $19.99 and get a basic understanding of your top five personality themes. Or take the comprehensive version for $59.99 and receive a report that ranks all 34 themes and highlights your areas of excellence as well as your blind spots.

When applying for a job, you may find that the recruitment process consists of many different steps. There is the initial application form to start and usually an interview to finish. In the middle, there may be an assessment – an aptitude, intelligence or personality test.

The CliftonStrengths test is one assessment used by employers during the onboarding process. It was previously known as the CliftonStrengthsFinder.

In this guide, you will learn about the CliftonStrengths personality test and how it is used in recruitment.

The police psychological exam is a crucial part of the hiring process for law enforcement agencies. It is a personality test that confirms how suitable an applicant is for working in the police. The police psych test is used by most law enforcement agencies across the United States, although key details may differ from state to state.

What Is the Police Psychological Exam?

The police psychological exam is a series of tests and assessments administered to individuals who are seeking to become police officers.

The purpose of the exam is to evaluate a candidate's psychological fitness for the job and identify any potential psychological issues that may interfere with the candidate's ability to perform police work.

In this comprehensive guide , you’ll discover everything you need to know about the Capital One assessment and interview process.

These are designed to help the company select the best candidates for its team. To increase your chance of getting hired, it's important to be prepared.

Find out what to expect, how to prepare and the skills and qualities Capital One hiring managers are looking for in a candidate.

What Is the Capital One Assessment Test?

Capital One is an established financial services company with a focus on technology and innovation.

To become an employee, or ‘associate’, at Capital One you'll need to pass a series of online assessments and interviews .

The Capital One hiring process is as follows:

CogAT stands for Cognitive Abilities Test. These tests are normally administered by a classroom teacher or instructor, although some schools employ a specialist or test proctor to administer the test.

Many parents are interested in learning more about helping their children to succeed academically.

Achieving a high CogAT score could mean your child is eligible to join gifted or talented programs designed to enhance their development and learning.

In other schools, it is used as a tool to identify a pupil’s individual strengths or predict their future academic performance.

The CogAT test for 2nd grade is a cognitive ability test aimed at children around the age of eight years old.

It is often used as a pre-admission exam by gifted and talented schools and programs. It is designed to evaluate pupils’ cognitive abilities, including basic linguistic and math skills.

The test is made up of three sections or batteries:

• Non-verbal battery
• Verbal battery
• Quantitative battery

On the CogAT test 2nd grade, candidates are required to read the test questions instead of listening to the questions being read by the test proctor.

If you are looking for ideas on how to prepare your child for the CogAT test 2nd grade, read on to learn more.

What Is CogAT Test 2nd Grade?

The CogAT (Cognitive Abilities Test) was developed by Riverside Publishing, which is part of Houghton Mifflin Harcourt.

It is designed to assess problem-solving and reasoning skills in the following areas:

• Quantitative

Research has shown that high levels of ability in these three areas is linked to academic success.

If your child is considered potentially talented or gifted, they may be asked to sit a CogAT as part of the program entrance process.

Different CogAT tests are available for different age groups, from Kindergarten (K) up to grade 12.

In this article, you can find more information on the CogAT test 2nd grade. The CogAT test is used by schools across the US to help them identify exceptionally gifted pupils.

Each of the test levels corresponds to the age of the pupil sitting the test. For example, if your child is in grade 6 (aged 12), they will be sitting the Level 12 version of the test. Occasionally, schools may choose to administer a higher level CogAT to talented or gifted pupils; however, this is unusual.

Second grade pupils being considered for gifted programs will usually sit the CogAT Level 8 test. This test is made up of 154 questions and takes 122 minutes to complete.

Many schools use the CogAT Test 6th Grade to assess the non-verbal, verbal and quantitative abilities of sixth-grade students.

The Level 12 CogAT test is a useful tool for checking a student’s individual academic strengths and weaknesses. It can also be used as a screening assessment for entry into the gifted and talented program.

What Is the CogAT Test 6th Grade?

'CogAT' is an acronym for Cognitive Aptitude Test .

CogAT tests are usually administered at school by a teacher or instructor, although some schools employ test proctors and specialists to administer the tests.

This guide is designed to support you and your child through the CogAT Test 6th Grade. You can use it to find out what to expect from the test and tips on how to prepare for it.

We have also included information on the purpose of the test and how to interpret your child’s results.

The Procter and Gamble Assessment Test describes a series of pre-employment screening tests used by Procter and Gamble (P&G).

If you have applied for a job at P&G, you will be expected to sit these tests as part of the hiring process.

Each of the different tests is designed to assess a specific aptitude that is required for a job role at P&G.

In this article, you can learn more about the different tests used by Procter and Gamble. We have also provided tips on how to prepare for the assessments.

This guide includes useful tips and Renaissance Star testing sample questions to help students prepare for the test and feel confident on test day.

You can find detailed information on interpreting and understanding your Renaissance Star Test scores in our dedicated article .

What Is the 6th Grade MAP Test?

The MAP Growth test system was created by educators from Oregon and Washington who established the Northwest Evaluation Association (NWEA) back in 1973.

Their goal was to create an assessment that could accurately measure and track academic progress in children to ensure they graduated high school with all the essential skills and knowledge they required.

In 2000, the first MAP Growth Test was published.

The test is administered in all grades and is based on a set of learning principles known as the Common Core Principles .

The CCAT test grade 3 is a standardized assessment administered to grade 3 students in Canada.

It measures verbal, quantitative and non-verbal reasoning skills and is used to identify a student's learning potential, typically for admission to gifted educational programs.

The CCAT test grade 3 is an assessment commonly used by schools in Canada.

If you’re the parent or guardian of a child preparing for the test, this CCAT grade 3 guide will tell you everything you need to know.

What Is the CCAT Test Grade 3?

The CCAT test (Canadian Cognitive Abilities Test) is a standardized assessment administered to students in grade levels K-12 in the Canadian educational system.

Rather than a measure of academic achievement, the test assesses a child's ability to learn, reason, and problem-solve.

The Independent School Entrance Examination (ISEE) test is used by many independent and magnet schools in the US and overseas as an admission test for children across the entire school age range, but more commonly from year five upwards.

It assesses a child’s academic levels of reasoning across math and literacy in comparison to children of the same age, the norm for that school grade and other applicants to the school.

Created and administered by the Educational Records Bureau (ERB), the ISEE test is available to be taken online or in a pen and paper format.

What Are the ISEE Levels?

There are four levels of the ISEE test.

• ISEE primary for entry into years two to four
• ISEE lower level for entry into years five to six
• ISEE middle level for entry into years seven to eight
• ISEE upper level for entry into years nine to 12

Each level of the ISEE test is created to be relevant to a specific school age group, increasing in complexity with each year and level.

An employer’s recruitment process can include a wide range of assessments and interviews for the candidate to take that indicate to the employer how an individual might fare in the job.

One common way to measure job performance though is by getting candidates to take the PI Cognitive Assessment, which measures mental ability and critical thinking skills.

This article will look in detail at the assessment, its format, who uses it, example questions and PI Cognitive Assessment tips on how to be successful when taking it.

The Raven’s Progressive Matrices is a test that is often used as part of the recruitment process for high-level management and analytical roles.

In this article, you will learn more about the test, its history and background, as well as the different types of tests that are available and what you can expect if you are going to be taking the test.

You will also find some example questions that you can expect to see in each type of test and get helpful pointers that you can use to prepare and do well in the assessment.

If you are applying for a role with the United States Postal Service (USPS) , you will usually be asked to complete at least one of four 477 Virtual Entry Assessments as part of the recruitment process.

These exams are used to evaluate various skills, aptitudes, personality traits and work preferences, which can show whether you have what it takes to be successful in the role in the future.

The USPS 477 Exam is sometimes referred to as the CS VEA, which relates to customer service.

An iReady level score of 3.00 or over means the student is working at or above the level required to meet the standard for their grade.

The level score is calculated in line with expectations when the test was administered, not in comparison to the expected score by the end of the school year.

What Are the iReady Diagnostic Scores?

The iReady diagnostic test is administered to US school children in grades K to eight.

The purpose of this school assessment test is to help parents and teachers check a student’s academic process at the beginning, middle and end of each school year.

It is a computer-adaptive test, which means the questions are adjusted to become more difficult if a series of correct answers is given.

As a result, the test is designed to challenge the skill level of the student sitting the test, as well as assess their strengths and opportunities for growth.

If a student answers a few questions in a row incorrectly, the questions that follow will be easier.

Many people find i-Ready Diagnostic scores difficult to interpret.

As a child progresses through each academic year and moves up the year groups, their expected score will change.

The average score increases year on year, too.

In this article, you can learn more about the different types of iReady diagnostic scores, how these scores are displayed, and how to interpret them to better understand a student’s iReady test performance.

There are two types of HESI Exam:

• The Admissions (A2) test
• The Exit exam

The minimum passing score for the Admissions test is usually between 75 and 80 for each section, although this varies between schools.

The composite score range for the Admissions (A2) test is 750 to 900, with 900 being the maximum possible score.

The HESI Exit Exam score ranges between 0 to 1,500. 850 is considered to be an acceptable score, although HESI recommends a minimum score of 900.

If you want to sit your NCLEX licensing exam, you will need to achieve a score of at least 850 on the HESI Exit Exam.

HESI is an acronym for Health Education Systems Incorporated .

As a company, HESI administers exams and provides study material to help prepare students for the NCLEX professional licensure exam.

If you want to work as a nurse in the US, many nursing and healthcare programs use HESI tests to screen prospective students and determine suitability and readiness for specific study routes.

In this article, you can learn more about the HESI score ranges and passing scores required for each of these tests and what impact your HESI results may have on acceptance into your preferred nursing program.

The CogAT Kindergarten Test is an assessment designed to measure a child's abilities in various cognitive areas.

It plays a critical role in identifying a child's strengths and weaknesses and determining their readiness for advanced academic programs.

In this comprehensive study guide for 2024, you will explore the purpose, format, and structure of the CogAT Kindergarten Test.

Additionally, you will get valuable insights on how to prepare your child for the test, sample questions to familiarize yourself with the test content, strategies for success and answers to frequently asked questions.

Understanding the CogAT Kindergarten Test: Purpose, Format, and Structure

The purpose of the CogAT Kindergarten Test is to assess a child's cognitive abilities in areas such as verbal, quantitative, and nonverbal reasoning.

By evaluating these different components, the test provides educators and parents with valuable information about a child's potential and can help guide educational decisions.

The ATI TEAS Test , also known as the Test of Essential Academic Skills, is an important exam for students looking to pursue a career in the healthcare field. The most recent version is the ATI TEAS 7.

This comprehensive exam assesses a student's knowledge in various areas, including reading, math, science and English language usage.

If you're planning to take the ATI TEAS Test in 2024, it's essential to understand what the exam entails and how to best prepare for it.

In this article, we'll cover everything you need to know about the 2024 ATI TEAS Test.

The ATI TEAS 7 Math Test is a crucial component of the ATI TEAS exam, which is widely used by nursing and allied health schools to assess prospective students' academic readiness for their programs.

In this comprehensive guide, you will delve into various aspects of the TEAS Maths 7 Test, including what it entails, when it is taken, ATI TEAS math practice test questions to help you prepare, and tips for success.

So, let's dive right in!

The 1st Grade CogAT test is an important assessment that measures a child's cognitive abilities. It is designed to identify a child's strengths and weaknesses in areas such as verbal, quantitative, and non-verbal reasoning.

This article will provide you with a comprehensive guide on understanding and preparing for the 1st Grade CogAT Test.

The CogAT (Cognitive Abilities Test) for Kindergarten is an assessment designed to evaluate the cognitive development and problem-solving abilities of young children.

Typically, this version of the test is tailored to children around five to six years old who are attending kindergarten.

The test is typically used for educational placement, identifying gifted and talented students, and understanding a child's cognitive strengths and weaknesses. It can be administered individually or in groups, and is often used by schools to tailor instruction to better meet the educational needs of their students.

Understanding the results of the CogAT can help educators and parents support the child's learning and development more effectively, by identifying areas where the child excels or may need additional focus.

In this article, you’ll find practice CoGAT Kindergarten practice test questions and tips to help your child prepare for the big day.

The Cognitive Abilities Test (CogAT) 5th Grade Level is a crucial assessment tool for students between 10 and 11 years old.

Designed to measure verbal, nonverbal, and quantitative abilities, this standardized test plays a pivotal role in identifying students for gifted programs.

In this article, you’ll learn what the CogAT 5th grade test is, which subjects are tested, along with example questions and how best to prepare.

What Is the CogAT 5 Grade Test?

The Cognitive Abilities Test (CogAT) is a widely used standardized test designed to assess your child’s cognitive abilities in various areas.

The CogAT 5th Grade Level is specifically tailored for students in the 5th grade and measures their abilities in three main cognitive areas:

• Quantitative Reasoning
• Non-Verbal Reasoning

The MAP Test Grade 7 tests students’ proficiency in mathematics, reading and language usage.

Developed by the Northwest Evaluation Association (NWEA), it measures individual growth over time, adapting question difficulty based on responses.

This online test lasts around two to three hours, and the results are used to inform teaching or gauge students' ability levels.

Scoring is based on the RIT (Rasch Unit) scale, indicating a student's instructional level and growth potential in each subject area.

MAP Grade 7 Sample Question

The State of Texas Assessments of Academic Readiness (STAAR) test is a standardized assessment issued to public school students in Texas in grades 3 to 12.

Below you’ll find a range of STAAR test practice questions to help you prepare – whether you’re a parent coaching a child through their exam prep or a high school student revising for a test of your own.

For more info on the STAAR Test, read our dedicated article.

The STAR Early Literacy Test is an assessment tool used to measure children’s early literacy skills. It forms part of the wider Renaissance STAR (Standardized Test for the Assessment of Reading) assessment system by Renaissance Learning.

The STAR Early Literacy Assessment is mostly used to test students from pre-kindergarten to grade 3.

The test is designed to assess the following areas of early literacy:

• Phonemic awareness
• General vocabulary
• Comprehension
• Reading ability
• Early numeracy skills

STAR Early Literacy is a computer-adaptive test. This means that the difficulty of the questions adjusts according to a student’s responses.

The adaptive element of the test allows for more precise results and a better insight into a student’s overall literacy skills.

Word games are a great way to help your child prepare for the STAR Early Literacy Test.

You should also encourage your child to read daily.

You may wish to build this into their routine at certain times of the day. For example, reading before going to bed is often a good way to unwind.

If you are looking for other ways to help your child prepare, you can help them practice their time management skills, talk to them about maintaining a positive attitude towards the test and ensure they are getting sufficient rest.

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Administered at college and university level, the Accuplacer test is used by some educational institutions to determine how prepared a student is for the next steps in their academic career.

This guide looks specifically at Accuplacer test scores – how they are awarded and what they mean – so you can better understand how your Accuplacer score might impact your learning experience.

Accuplacer test scores are a set of metrics that evaluate a student's knowledge and skills in specific subject areas including reading, writing and math.

The Wechsler Intelligence Scale for Children (WISC-V) is a commonly used assessment for judging a child's intelligence. More than that, it can help to understand their reasoning and thinking abilities to support their development.

Here’s everything you need to know about this test.

The Wechsler Intelligence Scale for Children - Fifth Edition (WISC-V) is an individually administered and extensive evaluation tool used to assess children's reasoning and general thinking abilities.

It's typically given to children between ages 6 and 16.

After completing a test, children are awarded a Full-Scale Intelligence Quotient (IQ) score, along with age-based scores and rankings in several cognitive function fields.

Here we’ll provide an all-around study guide for parents whose children are required or scheduled to take the WISC-V test.

We’ll also include a comprehensive explanation of how it is constructed, its key features, tips for preparing, and a few example questions.

Let’s take a look!

The STAR assessments utilize a scoring system comprising scaled scores ranging from 0 to 1,400.

These scores reflect a student's proficiency level in subjects such as reading and math.

Benchmark categories provide descriptive labels for performance levels, while percentile rank compares a student's performance to a national reference group.

Additionally, grade equivalent scores and domain scores offer insights into grade-level equivalence and specific skill areas.

The STAR Assessment can play a crucial role in evaluating your child’s academic ability and guiding educational strategies.

Understanding its scoring system, test format and significance is important for parents and educators alike.

This article aims to provide comprehensive insights into the STAR Assessment, including its purpose, score interpretation and effective strategies to help children excel in these standardized tests.

The CogAT raw score represents how many questions were answered correctly on the CogAT test. This information is used to create the Universal Scale Score (between 100 and 150), which you will see on your child’s CogAT score report.

Here is an image of a typical score report:

With the MAP Growth Test used in many schools across the United States, MAP (Measures of Academic Progress) scores are an important part of your child’s life.

The MAP testing scores chart a student’s academic growth in a way that highlights areas of excellence and improvement.

It is essential that you understand how NWEA MAP scores are calculated so you can best support your child throughout their learning journey.

This guide will explain how to find and improve your child’s NWEA Map Scores.

The main three sections for the Upper and Middle level tests have a maximum score of 800. They have a total scaled score that ranges between 1,500 to 2,400.

Navigating the SSAT involves understanding its scoring system.

In this guide, you can explore the SSAT Score Chart and understand score ranges and percentile ranking and how they matter in private school admissions.

It's a comprehensive resource for decoding SSAT scores and making informed decisions about your child’s education.

What Is the SSAT Test?

The SSAT stands for the Secondary School Admission Test. The SSAT was first administered in 1957.

It is a standardized test designed for students seeking admission to private middle and high schools.

The primary purpose of the SSAT is to assess the skills and knowledge of students applying to independent or private schools.

It aims to provide an accurate measure of a student's academic abilities and readiness for a challenging curriculum.

As with other careers, joining the US military comes with its own set of recruitment processes, one of which is taking the ASVAB test .

If you’ve been looking to pursue a career in the US military, then it might be a test you’ve become familiar with or heard of before. It is an exam a recruiter will advise you to take prior to joining the armed forces.

The ASVAB , otherwise known as the Armed Services Vocational Aptitude Battery , is a test the armed services use to determine which part of the US military you will be most suited to join.

Within this article we will discuss what your ASVAB score means and what score counts as a good ASVAB score .

Good ASVAB Score Defined

Whether you’re looking to join the Coast Guard, Army, Marine Corps or another sector within the US military, each branch will require its candidates to score a minimum amount to qualify for that specific area.

It is important to note that there is no single ASVAB score , and you will normally receive a variety of different scores on your final report.

The Microsoft Codility Test evaluates coding skills and algorithmic thinking.

Designed to streamline Microsoft’s recruitment process, the Microsoft Codility Test assesses candidates' ability to solve real-world problems efficiently. 

Candidates can prepare using coding practice platforms and mastering programming languages. It's an integral tool in selecting skilled software engineers for Microsoft's diverse roles.

The Smarter Balanced Assessment Consortium Test, known as the SBAC test, is a standardized assessment of English and math used by schools in participating states.

Administered to students in grades K to 12, it measures grade level proficiency and academic progress through computer-adaptive testing and performance tasks.

The Smarter Balanced Test is an educational tool developed and administered by the Smarter Balanced Assessment Consortium (SBAC), hence the abbreviation SBAC test.

In this article we explore what the test involves, what the results mean and how to help a student prepare for their SBAC assessment.

What Is the SBAC Test?

The SBAC assessment is a set of standardized tests that evaluate how well students are performing in the subjects of English Language Arts (ELA) and mathematics.

These assessments are taken by students ranging from elementary school to high school in multiple states across the US.

The tests are developed and managed by the Smarter Balanced Assessment Consortium (SBAC), a collaborative group of states working together.

FireTEAM Test Prep: Top Tips:

• Master time management
• Brush up on basic concepts
• Diversify your reading
• Play observational and memory games
• Assess your communication style
• Prioritize rest and sleep

If you're considering a career in firefighting, taking the FireTEAM test is a pivotal step that can open doors to various fire departments across the US.

This article covers everything you need to know to put in a strong performance, including an overview of its format, practice questions and FireTEAM test tips to help you create an effective study plan.

A career in the fire service is a challenging – but extremely rewarding – journey. Such an important, high-pressure job requires a high level of physical, mental and emotional skills.

As well as the necessary personality traits, you generally need a high school diploma or GED. If you have a college degree, you have a better chance of securing a role in the fire service.

You will also be required to take a series of assessments that evaluate your physical and mental strength. One of the assessments used by Californian fire departments is the FCTC Written Test. To become a firefighter in California, you must pass this entry-level test.

In this guide, we will explore what the FCTC Written Test includes and how you can prepare for success.

To successfully enlist in the US Marine Corps, certain standards must be met. Marines require both physical and mental strength as well as discipline, determination and the ability to overcome obstacles. This is sometimes referred to as the ‘Marine Mindset’.

One of the ways candidates who wish to enlist will be assessed is by taking a test known as the Armed Services Vocational Aptitude Battery (ASVAB).

A good score on the test suggests that a candidate possesses the mental skillset to be successful in the military.

Marines need to be able to make quick, accurate decisions and adapt to and overcome threats and obstacles on the battlefield.

The PiCAT test is a commonly used assessment tool for those applying to military positions, such as those in the US Navy or the US Army.

This article explores the PiCAT test in more detail. We look at the test format to familiarize individuals with what the Navy PiCAT and Army PiCAT test covers.

Preparation is vital to performing to the best of your ability in the PiCAT test.

The article includes PiCAT practice test questions, answers to help you prepare, and tips to give you the best opportunity to approach the test positively.

The Mettl tests are developed by the world's largest assessment provider, Mercer Mettl.

The tests have been designed to analyze various competencies, including verbal, logical and numerical reasoning.

Alongside, the Mettl assessments evaluate candidates' personalities and working styles, establishing whether they are an accurate fit for the role and the broader company.

The Mettl tests are a comprehensive recruitment tool provided by Mercer Mettl – the world's largest assessment provider.

Moreover, the Mettl tests are designed to assess various skills, including numerical , verbal and abstract reasoning.

The assessments are also constructed to understand candidates' behaviors and personality types.

This guide explains everything you need to know about the Mettl test, including tips on how to pass the test in 2024.

What Is the Mettl Test?

As mentioned, the Mettl test is a comprehensive recruitment tool designed to test a range of skills.

It allows employers to ensure they recruit the most suitable candidates for the role.

Mastering the Pipefitter Test is crucial for those entering the field.

This guide provides valuable insights, a pipefitter sample test and strategies to conquer the examination.

Discover expert tips to excel in your pipefitting career by navigating the challenges of this important assessment.

What Is the Pipefitter Assessment Test?

The Pipefitter test is an important evaluation tool for individuals aspiring to secure roles as pipefitters in the construction and industrial sectors.

Qualifications and certifications necessary for such positions can vary by state. This makes the pipefitter assessment test a valuable method of demonstrating skills and knowledge.

The National Center for Construction Education and Research (NCCER) administers the most popular pipefitter assessment test, designed to assess the potential skills of candidates.

It covers the principles related to the installation and maintenance of both high and low-pressure pipe systems.

In addition, it focuses on how these are used across various sectors, including manufacturing, electricity generation and climate control systems in buildings.

The i-Ready Diagnostic Test is an internet-based adaptive diagnostic test linked to the i-Ready educational learning program.

Students from kindergarten to grade 12 take the test three times each year. The test is divided into two subtests:

i-Ready test results are used to help teaching staff create a personalized learning plan according to a student’s strengths and weaknesses.

What Is the i-Ready Diagnostic Test?

The i-Ready Diagnostic Test is a computer-adaptive, untimed assessment for students between grades K and 12.

Administered by Curriculum Associates , teachers can use it to monitor a student’s ability and progress throughout the school year.

In most cases, the i-Ready Diagnostic Test is administered three times each year. It is split into two subtests: math and reading.

The HSBC Online Immersive Assessment contains 38 questions over five subtests. The test includes a combination of behavioural questions and cognitive ability exercises.

It is an untimed assessment, but most candidates can answer all test questions within 50 minutes.

Some people find the test difficult, but adequate preparation will stand you in good stead to pass the assessment.

What Is the HSBC Hiring Process Like?

HSBC is a major global bank and financial institution. It offers services via three global businesses and serves millions of customers daily.

The hiring process at HSBC comprises four key stages:

• Initial Screening and Application
• HSBC Online Immersive Assessment
• Online Job Simulation Assessment

What Is the Electronic Data Processing Test?

The Electronic Data Processing Test (EDPT) is a pre-employment test taken by military candidates who want to transfer to IT or computer programming roles within the Marine Corps or Air Force.

The EDPT test is one of the most challenging pre-employment tests currently on the market with a pass rate of around 10%.

It is 90 minutes long and has 120 multiple-choice questions. This means you have around 45 seconds to answer each question.

While the minimum ASVAB score varies between military branches, the minimum acceptable score is 31.

However, as the majority of candidates score between 30 and 70, you want to aim for a percentile rank of at least 60.

The ASVAB Test Score Report is a valuable document that provides detailed information about your aptitudes, skills, and qualifications for military service.

It includes Career Exploration Scores to guide career choices, individual scores on ASVAB subtests to assess specific abilities and the critical AFQT score that determines your eligibility for enlistment.

Understanding the information presented in this report is essential for making informed decisions about your military career options.

What Is in the ASVAB Test Score Report?

The ASVAB (Armed Services Vocational Aptitude Battery) Test Score Report provides a comprehensive overview of your performance on the ASVAB test, which is a critical step in the military enlistment process.

The report helps you and military recruiters assess your aptitudes, skills, and potential for various military occupations.

What Is the MMPI Assessment?

The Minnesota Multiphasic Personality Inventory (MMPI) is one of the most widely used assessment tools used to help clinically diagnose mental health disorders.

Originally developed in the late 1930s, it is used by mental health professionals, lawyers and even in some cases by employers when they are hiring for positions that are considered to be high-risk, such as working in the police, in nuclear power plants or in air traffic control.

The MMPI is a self-reporting tool that is administered by professionals, and during the assessment, you will be asked to answer hundreds of true/false questions, which help paint a picture of your mental health and your personality traits.

As a diagnosis tool, the MMPI is considered to be clinically accurate. It has been updated multiple times over the years to make it more relevant, especially in terms of cultural sensitivity.

The MMPI offers results that show on a scale what symptoms a person has, and what mental health problems that could be indicative of.

In addition, the MMPI is usually used in tandem with other diagnosis tools to provide a clear picture of a person's mental health.

What Is the ACCUPLACER Reading Comprehension Test?

The Accuplacer Reading Comprehension test is part of a suite of assessments that are used to evaluate students prior to entry at college.

While the Accuplacer test battery is not used to determine whether a student will achieve a placement at college, the results are used to ensure that the student is studying at an appropriate level and is ready for education at this level.

Created by the College Board, which is a not-for-profit organization that is also responsible for creating assessments like the SATs, the Accuplacer tests are designed to offer better opportunities to students and make entry to top colleges accessible to all.

Top 25 KPMG Interview Questions & Answers

Get ready for your interview at KPMG with a list of common questions you may encounter and how to prepare for them effectively.

KPMG, a global powerhouse in the professional services industry, is renowned for its audit, tax, and advisory services. With a presence in 146 countries and employing over 227,000 professionals, KPMG is one of the “Big Four” accounting firms, alongside Deloitte, PwC, and EY. Known for their commitment to excellence and integrity, KPMG has been trusted by numerous organizations across various industries for over a century. In this article, we delve into the interview process at KPMG, providing an insight into the questions and expectations of this prestigious firm, helping you prepare for a successful interview experience.

KPMG Hiring Process

The KPMG hiring process typically begins with an online application, followed by online tests such as language, aptitude, and personality assessments. Candidates who pass these tests are then invited for interviews, which may include phone screenings, technical and business interviews, and group discussions. The interview process often involves multiple rounds, with candidates meeting HR representatives, managers, and partners. Throughout the process, interviewers focus on evaluating candidates’ skills, experience, and passion for accounting. The entire process can take anywhere from a few weeks to a few months, with timely communication and feedback provided to applicants.

Common KPMG Interview Questions

1. how would you handle a situation where you discovered discrepancies during an audit process.

When a company is conducting an audit, it’s critical that the findings are accurate and reliable. If discrepancies are discovered, it could indicate potential errors, fraud, or misconduct. By asking this question, the potential employer wants to assess your problem-solving skills, your adherence to ethical standards, and your ability to handle sensitive situations professionally. It’s about understanding your approach in maintaining the integrity of the audit process.

How to Answer:

In your response, emphasize the importance of integrity and due diligence in handling discrepancies during an audit. Discuss specific steps like revisiting the data for any errors, consulting with team members, or escalating to seniors if necessary. Illustrate this with a real-life example, if possible, demonstrating your problem-solving skills and commitment to upholding accounting standards. Remember to maintain client confidentiality while providing examples.

Example: Upon discovering discrepancies during an audit, I would first ensure that the discrepancy isn’t due to a simple error or misunderstanding. This would involve rechecking my work and cross-verifying with relevant documents or data sources. If the discrepancy persists, it’s essential to maintain transparency by documenting the issue in detail for future reference.

Next, I would communicate this finding to my immediate supervisor or team lead, providing them with all necessary information about the nature and extent of the discrepancy. It’s important to approach such situations professionally without making premature assumptions.

Finally, depending on the severity and implications of the discrepancy, we may need to consult with other departments like legal or risk management. Throughout this process, maintaining confidentiality is key until all facts are gathered and appropriately addressed.

2. Can you explain the importance of GAAP and its relevance to our daily operations at KPMG?

Understanding GAAP (Generally Accepted Accounting Principles) is a fundamental requirement for any accounting-related role, and for good reason. These principles form the bedrock of financial reporting and transparency. The question aims to assess your knowledge of these principles and your ability to apply them in real-world scenarios. Moreover, it helps gauge your comprehension of the critical role GAAP plays in maintaining the integrity of the firm’s operations and its reputation with clients.

You should emphasize your understanding of GAAP as a set of fundamental principles that ensure consistency, reliability and transparency in financial reporting. Discuss how it aids decision-making processes by providing standardized information and mitigating risks. Highlight any experience you have applying GAAP in previous roles to show its daily relevance, such as using it to guide accounting practices or resolve discrepancies.

Example: GAAP, or Generally Accepted Accounting Principles, are essential to our operations at KPMG because they provide a standardized framework for financial reporting. This standardization is crucial in ensuring consistency and comparability across different companies’ financial statements, which allows us to effectively audit and advise our clients. For example, when we conduct an audit, we rely on GAAP to assess the accuracy of the client’s financial records and to identify any potential discrepancies or issues.

Moreover, GAAP also plays a key role in maintaining trust and transparency between businesses and their stakeholders, including investors, creditors, and regulators. By adhering to these principles in our daily operations, we can ensure that our services meet the highest standards of quality and integrity. Therefore, understanding and applying GAAP is not only fundamental to our work as auditors but also contributes to upholding KPMG’s reputation for excellence in the marketplace.

3. Describe your experience with tax research and compliance, and how you have applied this knowledge in previous roles.

Investigating your familiarity with tax research and compliance isn’t just about ticking a box in a list of job requirements. The ability to navigate the complex maze of tax laws and regulations, and ensure that a company remains compliant, is a critical skill in many finance-related roles. This question is designed to assess not only your technical knowledge, but also your ability to apply this knowledge in practical situations, demonstrating problem-solving skills and attention to detail.

Reflect on your past experiences where you’ve conducted tax research and ensured compliance, then align it with the position’s needs. Discuss specific instances where you used technical resources for deep tax research or to solve complex issues. Highlight how your understanding of tax regulations helped in maintaining compliance and reducing liabilities in previous roles. If you lacked direct experience, focus on related skills such as attention to detail, analytical thinking, and problem-solving abilities.

Example: Throughout my career, I have consistently engaged in tax research and compliance activities. For instance, while working on a project involving corporate restructuring, I had to ensure that the process was compliant with various tax laws. This required extensive research into both domestic and international tax legislation to understand potential implications and identify optimal strategies.

I also applied this knowledge when assisting clients with their annual tax filings. By staying updated with changes in tax regulations, I could advise them on how to maximize deductions and credits, ensuring they remained compliant while reducing their overall tax liability. Furthermore, I used advanced tax software to streamline the filing process and minimize errors, demonstrating my ability to leverage technology for efficient tax compliance. Overall, these experiences have honed my skills in tax research and compliance, enabling me to provide valuable insights and solutions in complex tax situations.

4. What steps do you take to ensure accurate financial reporting for clients?

Accuracy in financial reporting is the bedrock of trust in any business relationship. A small mistake in a financial report can have serious consequences, potentially leading to legal issues or loss of business. By asking this question, hiring managers are seeking to understand your attention to detail, your understanding of financial principles, and your ability to implement checks and balances to ensure accuracy.

When responding to this question, focus on your meticulous nature and attention to detail. Discuss the importance of following accounting standards, conducting regular audits, and using reliable software for financial management. You can also mention how you cross-verify data with multiple sources to minimize errors. If you have specific examples where your careful approach led to accurate reporting, include them in your response.

Example: To ensure accurate financial reporting, I first ensure that all data is collected from reliable and verifiable sources. This involves cross-checking information with multiple sources to confirm its accuracy. Once the data is gathered, it’s crucial to use standardized procedures for processing and analyzing it. These procedures are based on widely accepted accounting principles and guidelines.

For instance, when preparing a balance sheet, I’d strictly adhere to the GAAP or IFRS standards depending on the client’s location and requirements. In addition, I also believe in continuous monitoring and periodic reviews of the financial reports. This helps in identifying any discrepancies or errors at an early stage and rectifying them promptly.

Finally, leveraging technology can significantly enhance the accuracy of financial reporting. Tools like advanced ERP systems or AI-based analytics software can automate many routine tasks, reduce human error, and provide deeper insights into the financial data. Therefore, staying updated with the latest technologies and integrating them into the financial reporting process is another key step I take.

5. How do you stay current on changes and updates within accounting standards and regulations?

Keeping up with accounting standards and regulations is similar to staying on top of tech updates in IT or the latest teaching methods in education—it’s part of what makes you good at your job. But in the case of accounting, it’s even more important because failing to keep up with changes could lead to a client’s finances being mishandled, which can have serious legal and financial repercussions. That’s why it’s important for interviewers to ask this question.

Staying updated in the accounting field is critical. Start by highlighting your regular habits like reading industry journals, attending webinars or professional networking events. Also mention any specific regulatory bodies you follow for updates and changes. If you’ve had to apply recent changes in your current role, share that experience showing how adaptable you are. Remember, your answer should display your commitment to continuous learning and staying abreast with the ever-changing financial landscape.

Example: I make it a priority to stay updated on changes and updates within accounting standards and regulations by subscribing to newsletters from authoritative bodies like the Financial Accounting Standards Board (FASB) and International Accounting Standards Board (IASB). These provide timely information about any modifications or introductions of new principles. Additionally, I regularly attend webinars, seminars, and continuing professional development courses that focus on these changes.

For instance, when FASB issued an update on lease accounting standards, I immediately enrolled in a specialized course to understand the implications and practical applications of this change. This proactive approach ensures that I am always aware of current practices and can apply them effectively in my work. It’s not just about knowing the changes, but understanding how they impact financial reporting and decision-making processes.

6. Please share an example of a challenging client interaction and how you managed it successfully.

In the pulsating realm of consulting, dealing with challenging clients is inevitable. Your ability to effectively manage these interactions speaks volumes about your interpersonal skills, problem-solving capabilities, and resilience. This question is designed to explore these competencies, as well as your ability to maintain professionalism and deliver results, even when the client relationship might be strained.

Reflect on your past experiences with difficult clients, and choose an instance that ended positively due to your proactive steps. Discuss the problem, your action plan and the favorable outcome. Highlight soft skills like patience, communication, empathy or persuasion that you utilized. Remember, the goal is to demonstrate how you can effectively handle challenging situations while maintaining client relationships.

Example: During my tenure at a previous firm, I was tasked with managing a high-value client who had expressed dissatisfaction with the quality of our services. They were on the verge of terminating their contract, which would have resulted in significant financial loss for the company.

I took immediate action by arranging a face-to-face meeting to understand their concerns more deeply. During this interaction, I listened attentively and empathetically, acknowledging their frustrations while also reaffirming our commitment to delivering top-tier service.

Based on their feedback, I worked closely with my team to devise an improved strategy tailored to their specific needs. We increased communication frequency, implemented tighter quality controls, and provided regular progress reports to ensure transparency. Over time, we not only restored the client’s confidence but also strengthened our relationship, resulting in renewed contracts and additional business referrals. This experience taught me the importance of proactive problem-solving, effective communication, and customer-centric approach in maintaining successful client relationships.

7. In your experience, what are the key factors to consider when performing risk assessments for clients?

Risk assessments are a key part of any consulting or auditing role. They help clients understand potential threats to their business, financial health, and reputation. If you’re asked this question, it’s because the employer wants to gauge your understanding of risk assessment processes, your ability to identify and evaluate risk factors, and your skills in advising clients on how to mitigate these risks. This question also tests your analytical skills, attention to detail, and understanding of the business environment.

When answering this question, articulate your understanding of risk assessments’ importance and how they can help clients. Mention factors such as the client’s business model, industry trends, and regulatory environment. You also could discuss evaluating internal controls, financial status, and operational procedures. Remember to give examples from your previous work experience where you successfully performed a risk assessment, focusing on the steps you took and the results achieved.

Example: In my experience, there are several key factors to consider when performing risk assessments for clients. Firstly, understanding the client’s business model and industry is crucial. This includes identifying potential risks associated with their specific sector, as well as understanding their strategic objectives and operational processes. For instance, a technology company may face different types of risks compared to a manufacturing firm.

Secondly, it’s important to evaluate the effectiveness of the client’s existing internal control systems. Are they able to identify, assess, and manage risks effectively? If not, this could present significant risks that need to be addressed.

Lastly, considering external factors such as regulatory changes, market volatility, or geopolitical events is also essential as these can have substantial impacts on the client’s risk profile. For example, impending regulations in data privacy could pose significant compliance risks for a tech company dealing with large amounts of customer data. By taking a holistic approach that combines an understanding of the client’s business, evaluation of their internal controls, and consideration of external factors, we can provide a comprehensive and effective risk assessment.

8. Explain the role of data analytics in enhancing the efficiency of the audit process.

Data analytics is transforming the audit process in profound ways. By asking this question, hiring managers want to assess your understanding of how data analytics tools can increase efficiency, reduce human error, and provide deeper insights. They’re interested in whether you can leverage these tools to scrutinize large volumes of data, identify patterns and anomalies, and enhance the audit’s accuracy and effectiveness.

Highlight your understanding of data analytics as a tool for identifying patterns, anomalies and key insights in financial data. Discuss how it allows auditors to perform more detailed audit procedures while reducing manual work. Share examples where you have used data analytics tools to improve the efficiency of an audit without compromising its effectiveness. If you haven’t had hands-on experience, explain how you understand the theoretical application and are eager to learn more.

Example: Data analytics plays a crucial role in enhancing the efficiency of the audit process by providing auditors with tools to analyze large volumes of data quickly and accurately. This allows for more comprehensive audits, as it eliminates the need for manual sampling techniques that may miss irregularities within the larger dataset. For example, using predictive analytics can help identify patterns or trends that could indicate fraudulent activity, enabling auditors to focus their attention on these high-risk areas.

Furthermore, data analytics also improves the speed and accuracy of the audit process. By automating routine tasks, auditors can devote more time to complex issues requiring professional judgment. For instance, machine learning algorithms can be used to automate transaction matching processes, which are typically time-consuming when done manually. These benefits not only increase the effectiveness of the audit but also make it more cost-efficient.

9. How do you maintain client confidentiality while working on multiple engagements simultaneously?

Navigating the minefield of client confidentiality is a quintessential skill in sectors such as consultancy and auditing. By asking this question, the interviewer wants to ensure you can effectively manage sensitive information, uphold ethical standards, and maintain trust. This is particularly important when juggling multiple clients, as any slip could potentially lead to conflicts of interest or breaches of confidentiality.

To answer this question effectively, discuss your understanding of the importance of client confidentiality and how you’ve maintained it in past roles. You could mention using secure systems to store information, adhering strictly to company policies, and ensuring careful separation between different projects. Also highlight your ability to multitask efficiently without compromising on data privacy. Remember to provide specific examples where possible for better impact.

Example: Maintaining client confidentiality while working on multiple engagements simultaneously is a critical aspect of professional services. To ensure this, I adhere to strict data management protocols. For instance, each engagement has its own dedicated and secure storage space for files and documents, preventing any overlap or accidental sharing of sensitive information between projects.

Moreover, I practice discretion in all communication about the project, whether it’s internal or external. This includes not discussing details of one project with team members from another or with anyone who doesn’t have a need-to-know basis. In addition, I use encrypted emails when transmitting confidential data and follow company policies regarding data protection and privacy. By adhering to these practices, I can assure clients that their confidential information remains secure, thereby building trust and fostering long-term relationships.

10. Describe a time when you had to adapt to new technology or software to improve your work performance.

The rapidly evolving landscape of technology is transforming the way businesses operate. This question aims to gauge your adaptability and willingness to embrace new technology. It’s also a way to understand how you approach learning and mastering new tools, which is a vital skill in maintaining efficiency and productivity in any modern work environment.

Reflect on instances where you embraced new technology or software to enhance your work. Detail what the technology was, why it was introduced, and how you adapted to it. Highlight any challenges faced during this transition and how you overcame them. Discuss the positive impact this adaptation had on your performance and productivity. It’s crucial to demonstrate adaptability, problem-solving skills, and a willingness to learn new systems for improved efficiency.

Example: In my previous role, our team was tasked with streamlining the financial reporting process. The existing system was manual and prone to errors, leading to inefficiencies and delays in decision-making. To address this, we decided to implement a new ERP software that could automate several of these processes.

At first, I found the transition challenging as it required me to learn an entirely new system and adapt my workflow accordingly. However, I took proactive steps to familiarize myself with the software by participating in training sessions, doing online tutorials, and even creating cheat sheets for quick reference.

Over time, not only did I become proficient in using the software, but I also identified ways to customize it according to our specific needs. As a result, our team was able to reduce the time spent on generating reports by 30%, significantly improving our efficiency and productivity. This experience taught me the value of being adaptable and open to leveraging technology to enhance work performance.

11. Can you provide an example of a complex financial statement issue you encountered and how you resolved it?

Understanding your ability to tackle complex financial issues is essential in a sector like auditing or finance. It’s not just about technical knowledge but also about your critical thinking and problem-solving skills. They want to gauge your approach to identifying, analyzing, and resolving such issues. Plus, your response can also reveal your capacity to communicate and explain complex financial data in a way that non-financial stakeholders can understand.

Reflect on your past experiences and choose a scenario where you successfully dealt with a complex financial statement issue. The goal is to demonstrate your problem-solving skills, technical knowledge, and ability to work under pressure. Explain the situation clearly, showcasing the complexity of the issue, then detail the steps you took to resolve it, emphasizing your analytical thinking and decision-making process. Finally, highlight the positive outcome and what you learned from the experience.

Example: In one instance, I was working on a project that involved the acquisition of a smaller company by a larger entity. The challenge arose when we were trying to consolidate their financial statements. The smaller company had been using a different accounting standard (GAAP) while our client used IFRS. This difference led to complexities in areas such as revenue recognition and inventory valuation.

To resolve this issue, I first familiarized myself with both sets of standards to understand the key differences. Then, I worked closely with the acquired company’s finance team to restate their financials under IFRS. We also brought in an external consultant who specialized in GAAP-to-IFRS conversions to ensure accuracy. It was a complex process but ultimately successful. Not only did it enhance my technical skills, but it also highlighted the importance of effective communication and collaboration in resolving complex financial issues.

12. How do you effectively manage workload and deadlines across multiple projects and teams?

This question aims to determine your skills in project management, time management, and delegation. In a fast-paced environment with multiple tasks and teams, it’s essential to prioritize tasks, manage time effectively, and delegate responsibilities to ensure that deadlines are met. By asking this question, the hiring team wants to see if you possess these skills and if you can maintain efficiency and productivity even under pressure.

Discuss your strategies for staying organized and ensuring all work is completed on time. Highlight your ability to prioritize tasks, delegate when necessary, and use project management tools. Speak about your experience in managing multiple projects at once, providing concrete examples. Mention how you maintain clear communication with the team to ensure everyone understands their responsibilities and deadlines.

Example: To effectively manage workload and deadlines across multiple projects and teams, I believe in the power of strategic planning, prioritization, and communication. For instance, at the onset of a project, I ensure to set clear objectives, define roles, and establish timelines. This helps me allocate resources efficiently and enables everyone involved to understand their responsibilities.

I also prioritize tasks based on their urgency and importance using tools like the Eisenhower Matrix. By doing so, I can focus on high-priority tasks that contribute most to the project’s success while ensuring less critical tasks are not overlooked.

Furthermore, I maintain open lines of communication with all team members. Regular check-ins allow me to monitor progress, address issues promptly, and realign strategies if necessary. Using collaborative tools such as Microsoft Teams or Slack ensures everyone stays updated and fosters a sense of collective responsibility towards meeting our goals.

13. Explain your approach to managing and developing team members under your supervision.

Leadership skills are a pivotal aspect of any management position. By asking this question, the hiring team wants to assess your management style, how you handle conflict, and how you inspire growth within your team. Your ability to guide, support, and mentor your team members, while also ensuring that tasks are completed efficiently, is a critical aspect of the role. This question also gives you an opportunity to demonstrate your interpersonal skills and your commitment to fostering a positive and productive work environment.

When answering this question, highlight your leadership style and how you nurture team growth. Discuss a mix of setting clear expectations, providing resources for learning, listening to their feedback, and recognizing their achievements. Share examples of times when you’ve led teams successfully, focusing on the strategies that helped in individual development and team success. Show that you understand managing people is not one-size-fits-all but requires personal attention to each member’s needs and career goals.

Example: My approach to managing and developing team members is centered around clear communication, fostering a supportive environment, and providing opportunities for growth. I believe in setting clear expectations from the outset, which allows my team to understand their roles and responsibilities. Regular check-ins are also crucial to ensure that everyone is on track and any issues or concerns can be addressed promptly.

In terms of development, I am a strong advocate for continuous learning. I encourage my team members to identify areas they would like to improve or skills they wish to acquire, then provide them with the necessary resources or training opportunities. Additionally, I strive to give constructive feedback regularly, not just during formal performance reviews, to help them grow professionally.

For instance, there was a time when one of my team members showed interest in data analytics but lacked the necessary skills. Recognizing her enthusiasm, we worked together to find suitable online courses and she was given some time during work hours to complete these. This not only improved her skill set but also significantly increased her engagement and productivity.

14. Describe a time when you had to present findings or recommendations to senior management or a client. How did you prepare and deliver the message?

This question is a way for hiring managers to gauge your communication skills and ability to handle pressure. You’re being asked to recount a situation where you had to present important information to high-level individuals, which is often a requirement in professional roles. This tests your ability to articulate complex findings in a clear, concise, and compelling manner. It also evaluates your preparation strategies and ability to effectively engage with key decision-makers.

When answering this question, talk about a time when you had to present complex data or information. Discuss how you prepared by understanding your audience’s needs and simplifying the information into digestible parts. Highlight your ability to use visual aids like charts or graphs to make it easier for non-technical people to understand. Stress on your communication skills and your capacity to handle questions and feedback confidently. Remember, they want to see your analytical abilities as well as your presentation skills.

Example: During a recent project, I was responsible for analyzing the financial performance of a client’s new product line. After thorough analysis, it became evident that despite strong sales, the profitability of this line was significantly below expectations due to high production costs. It was my responsibility to present these findings and recommendations to the client’s senior management.

To prepare, I first ensured that all data was accurate and thoroughly analyzed. I then structured my presentation in a way that would clearly communicate the issue at hand, its implications, and potential solutions. This included detailed but clear visuals and key takeaway points to facilitate understanding. Prior to the meeting, I also anticipated possible questions or concerns from the management team and prepared responses accordingly.

In delivering the message, I started with an overview of the current situation, followed by the underlying issues contributing to the problem. Then, I presented several strategic options for improving profitability, including cost reduction measures and price adjustments. Throughout the presentation, I maintained a professional tone, encouraging questions and discussion. The feedback received was positive, with the management appreciating the clarity and depth of my analysis. They implemented some of our suggestions, leading to a noticeable improvement in the product line’s profitability.

15. How do you ensure quality control is maintained throughout all stages of an engagement?

Quality control is essential in ensuring the accuracy and reliability of work products, which directly impact a company’s reputation and client satisfaction. By asking this question, the interviewer wants to gauge your understanding of quality control processes, your attention to detail, and your ability to adhere to established standards and best practices. It’s also a way to understand how you manage projects, supervise team members, and ensure consistent, high-quality results.

Discuss your experience with quality control measures, emphasizing strategies you’ve used to ensure high standards at all times. Highlight instances where you identified potential issues and took quick remedial action. You could also mention how you maintain open communication channels with stakeholders to promptly address concerns. Lastly, talk about your dedication to continuous learning and improvement, which ensures up-to-date knowledge on best practices for quality control.

Example: Maintaining quality control throughout all stages of an engagement requires a systematic approach. At the planning stage, it’s crucial to establish clear objectives and expectations, as well as defining success metrics that align with client goals. This provides a roadmap for the engagement and sets a benchmark for what constitutes quality.

During the execution phase, regular check-ins and progress reports are key to ensuring we’re on track. These provide opportunities to review our work against the established criteria and make necessary adjustments. I believe in leveraging technology tools like project management software to keep everyone updated and maintain transparency.

Finally, at the closure of the engagement, conducting a thorough review of the project outcomes against the initial objectives is essential. It helps us understand where we excelled or fell short, providing valuable insights for future engagements. Moreover, gathering feedback from all stakeholders further enhances our understanding of how well we met the quality standards.

16. Discuss your experience with mergers and acquisitions, and how it relates to the services offered by KPMG.

Mergers and acquisitions make up a significant portion of the services offered by firms in the financial and business consulting sector. Your experience in this area can indicate your ability to handle complex, high-stakes transactions and advise clients on strategic decisions. It’s also a way for your potential employer to gauge your understanding of the industry and your ability to add immediate value to their team.

Start by highlighting your relevant experience with mergers and acquisitions, focusing on the tasks you handled and skills you gained. Then, reflect these experiences back to the services offered by the company without naming it directly. Discuss how your understanding of due diligence, financial modeling, or negotiation, for instance, aligns with their business model. If possible, provide a specific example where your expertise made a significant impact. Remember not to dive into too much detail; keep it concise and relevant.

Example: In my previous experience, I’ve been involved in several mergers and acquisitions from both the buy-side and sell-side. This included conducting due diligence, financial modeling, and post-merger integration. For instance, during one notable project, I was part of a team that successfully integrated two large pharmaceutical companies. Our work ensured not only the preservation but also the growth of value after the merger.

This experience directly relates to KPMG’s services as the firm is renowned for its expertise in M&A advisory. My understanding of the complexities involved in such transactions aligns with KPMG’s approach to provide holistic solutions that consider all aspects of an M&A deal, including tax implications, regulatory compliance, and risk management. Furthermore, having worked on post-merger integrations, I appreciate KPMG’s emphasis on creating long-term value for clients even after the transaction has closed.

17. What methods do you use to identify potential fraud or irregularities during an audit?

This question is a test of your technical expertise and your ability to apply that knowledge in a practical setting. Auditing is a detail-oriented job that requires a deep understanding of financial systems and the ability to analyze large amounts of data. Identifying potential fraud or irregularities is a key part of this role, and your answer will demonstrate your ability to perform this task effectively.

To answer this, start by mentioning your familiarity with standard audit procedures and tools. Then provide specific examples of strategies you’ve used to spot potential fraud, such as data analysis techniques or internal control reviews. Stress the importance of continuous learning in staying ahead of new fraudulent practices. Additionally, don’t forget to illustrate how these methods have been effective in your past experience.

Example: In identifying potential fraud or irregularities during an audit, I employ a combination of analytical procedures and substantive testing. Analytical procedures involve evaluating financial information by studying plausible relationships among both financial and non-financial data. This can include trend analysis, ratio analysis, and regression analysis to identify inconsistencies or fluctuations that could indicate fraudulent activity.

Substantive testing, on the other hand, involves detailed testing of transactions and balances to verify the accuracy and completeness of the data. It’s a more direct approach where we physically inspect assets, perform independent recalculations, or confirm details with third parties. For example, if there are significant unexpected changes in account balances or unusual transactions, these would be flagged for further investigation.

Furthermore, it is crucial to maintain professional skepticism throughout the auditing process. This means not taking everything at face value and constantly questioning the validity of the information provided. By combining these methods, I believe I can effectively detect any potential fraud or irregularities.

18. Explain the significance of internal controls and their impact on the overall effectiveness of an organization’s processes.

A company’s success greatly depends on the effectiveness of its internal controls. These safeguards ensure accuracy in financial reporting, compliance with laws and regulations, and efficient operations. They also play a crucial role in preventing and detecting fraud. By asking this question, the company wants to assess your understanding of these controls and your ability to implement them effectively. This will reflect on your capability to contribute to the optimization of the company’s processes and overall performance.

Begin your answer by stating the importance of internal controls in ensuring accuracy, reliability and compliance in an organization’s operations. Discuss how these measures can help minimize risks, prevent fraud, and enhance operational efficiency. Use specific examples from your previous experience to highlight how effective internal control systems have improved a process or mitigated a risk. Remember to demonstrate your understanding of various internal control frameworks, tailoring your response to fit the needs of the role you’re applying for.

Example: Internal controls are crucial in an organization as they provide a framework for ensuring the integrity of financial reporting, compliance with laws and regulations, and effective and efficient operations. They act as safeguards against errors, fraud, or losses that can significantly impact an organization’s reputation and bottom line.

For instance, consider segregation of duties, one aspect of internal controls. This principle ensures that no single individual has control over all parts of a financial transaction to prevent potential fraudulent activities. If there is a lack of appropriate segregation, it could lead to misappropriation of assets or manipulation of financial statements. Therefore, internal controls not only protect organizational resources but also enhance accuracy and reliability of its financial records, leading to more informed decision-making.

19. How do you handle situations where there is disagreement among team members about the best course of action?

This question is about conflict resolution and your ability to navigate through disagreements within a team. The workplace is a melting pot of diverse individuals with varied opinions and ideas. Disagreements are bound to happen, and how they are managed can greatly impact the team’s productivity and morale. The interviewer wants to see if you can facilitate constructive discussions, find common ground, and get everyone on board with a decision, even in the face of differing opinions.

Start your response by emphasizing the importance of open communication and respect for diverse perspectives in a team setting. Share examples from your past experiences where you’ve dealt with disagreements, detailing how you facilitated discussions to understand all viewpoints, find common ground, or arrive at a compromise. Highlight your ability to maintain positive professional relationships even amidst conflict, ultimately focusing on achieving the team’s goals.

Example: In situations where there is disagreement among team members, I believe it’s crucial to first ensure that everyone feels heard. This involves facilitating a discussion where each person can express their viewpoint and the reasoning behind it. For example, in a previous project, we had differing opinions on how to approach a complex problem. We held a meeting where each member presented their proposed solution along with its pros and cons.

Afterwards, we evaluated each proposal against our project goals and constraints. In some cases, this process helps us identify a hybrid solution that combines the best elements of different proposals. If consensus still isn’t reached, as a last resort, I’m not afraid to make an executive decision based on my understanding and experience, while explaining my rationale to the team. It’s important to remember that disagreements are often a sign of diverse thinking and can lead to innovative solutions if managed effectively.

20. Describe your experience with international accounting standards (IFRS) and any challenges you faced when applying them.

Understanding and correctly applying International Financial Reporting Standards (IFRS) is a critical skill for any accounting role, particularly in companies with global operations. By asking this question, hiring managers are looking for evidence of your technical expertise, as well as your problem-solving abilities. They want to know not only if you can navigate the complex landscape of international accounting, but also how you handle challenges that arise in the process. This insight can help them assess your fit for the role and your potential to contribute to the company’s financial accuracy and transparency.

Reflect on your experience with IFRS, mentioning specific instances where you applied these standards. Emphasize your problem-solving skills by discussing a challenge you faced and how you overcame it. If you’re less experienced, focus on the steps you’d take to understand and apply them effectively, stressing your eagerness to learn.

Example: In my previous experience, I have worked extensively with International Financial Reporting Standards (IFRS), particularly during the transition from local GAAP to IFRS for a multinational corporation. This process involved not only understanding and applying the new standards but also communicating changes to various stakeholders.

One of the main challenges was dealing with areas where there were significant differences between local GAAP and IFRS, such as revenue recognition and financial instruments. It required careful interpretation and judgement to ensure that we were not only compliant with the letter of the standard but also its spirit. Additionally, it was crucial to effectively communicate these changes to non-finance stakeholders who were impacted by this transition, ensuring they understood the implications on their respective areas.

Another challenge was maintaining consistency in application across different jurisdictions within the company. To address this, we developed detailed guidelines and provided training sessions to ensure everyone was on the same page. Despite the complexities, working with IFRS has been rewarding as it allowed me to deepen my technical accounting knowledge and improve my communication skills.

21. How do you stay up-to-date on industry trends and changes to ensure clients receive the best advice possible?

Staying current with industry trends is essential in a rapidly evolving business world. Regardless of the sector, industries are constantly shifting due to technological advancements, legislative changes, economic factors, and more. Therefore, it’s vital for professionals to keep their finger on the pulse of these changes, not only to offer the best advice but also to foresee potential challenges or opportunities for their clients. By asking this question, the interviewer wants to gauge your proactiveness and commitment to continuous learning and improvement.

To answer this question, focus on your commitment to continuous learning. Talk about your habit of reading industry journals, attending webinars or conferences, and following key influencers in the field. Highlight any additional training or certifications you’ve pursued. Discuss how you apply new knowledge to benefit clients by providing updated, informed advice. Show that staying current is a priority for you, thus ensuring clients receive top-notch service.

Example: Staying up-to-date with industry trends is crucial in providing the best advice to clients. I make it a point to regularly read industry-specific publications, attend webinars and conferences, and participate in relevant professional groups on platforms like LinkedIn. For instance, I recently attended a virtual conference on digital transformation in auditing which provided valuable insights into emerging technologies that can streamline audit processes.

In addition to this, I also leverage KPMG’s internal resources such as research reports, thought leadership articles, and training programs. These resources provide deep insights into market trends and changes in regulations, helping me stay ahead of the curve. Moreover, I believe in continuous learning and often take up online courses related to my field. Recently, I completed a course on data analytics in finance which has equipped me with skills to better analyze financial data for our clients.

Overall, these strategies not only help me stay informed about the latest developments but also enable me to anticipate future trends and advise clients accordingly.

22. Can you share an example of a time when you had to make a difficult decision with limited information? What was your thought process?

Sure, here’s why that question is relevant. In a rapidly changing business environment, decision-making often needs to happen quickly, sometimes before all the facts are available. This question is designed to assess your ability to think critically and make sound judgments in situations where you may not have all the information you would like. It provides insights into your problem-solving skills, decision-making abilities, and comfort level with ambiguity and uncertainty—all critical skills for navigating complex business scenarios.

Begin your response by acknowledging the reality of having to make decisions with limited information in any dynamic business environment. Next, share a specific experience where you faced this challenge. Explain how you assessed available data, sought advice if necessary, relied on your professional judgment and risk analysis skills. Emphasize that your decision was guided by ethical considerations and aligned with the company’s strategic objectives. Highlight the outcome and what you learned from it.

Example: In my previous experience, I was part of a team tasked with selecting a new software solution for our company’s customer relationship management. We had to make the decision within a short timeframe due to increasing demands and inefficiencies in our existing system. However, we were faced with limited information about the potential options as they were relatively new entrants in the market.

My approach was to prioritize our needs by identifying key features that would address our current challenges and support future growth. I used this criteria to evaluate each option based on available data and reviews. In addition, I reached out to contacts in similar industries who had adopted these solutions to gain insights from their experiences.

Despite the lack of comprehensive details, we made an informed decision based on our prioritized needs and feedback from industry peers. The chosen software proved effective and increased our efficiency significantly. This experience taught me the importance of clear priorities, proactive outreach, and decisive action when dealing with uncertainty.

23. Describe how you have leveraged technology solutions to improve client service delivery.

As a global professional services firm, the company prides itself on using cutting-edge technology to provide top-notch solutions to clients. By asking this question, the hiring manager wants to gauge your ability to leverage technology for improving service efficiency and client satisfaction. They’re looking for evidence of your innovation, problem-solving skills, and your ability to stay ahead of tech trends to better serve clients.

To answer this, reflect on instances where you incorporated technology to enhance customer service. This could be using project management tools for better coordination, data analysis software for tailored solutions, or CRM systems for personalized communication. Showcase how such implementations resulted in improved efficiency or client satisfaction. If new to the field, discuss your understanding of tech solutions and how you’d apply them to meet clients’ needs.

Example: In my experience, I have leveraged technology to improve client service delivery through the use of Customer Relationship Management (CRM) systems. For instance, by implementing a CRM system, we were able to centralize all customer-related data, which significantly improved our ability to track and manage interactions with clients. This led to better communication as every team member had access to up-to-date information about each client’s needs and preferences, allowing us to provide more personalized and efficient services.

Furthermore, we integrated this CRM system with an analytics tool that provided insights into customer behavior and trends. These insights helped us anticipate client needs and proactively offer solutions, thereby enhancing client satisfaction. The combination of these technologies not only streamlined our internal processes but also elevated our client service delivery to a higher level.

24. Explain your approach to developing and maintaining long-term relationships with clients and colleagues at all levels.

This question is about your interpersonal skills and your ability to build and maintain professional relationships. Any company, regardless of size or industry, relies heavily on teamwork and collaboration. Your potential employer wants to see if you have the skills to create lasting, productive relationships with your colleagues and clients, which is vital to the success of any project or task.

Start by sharing your philosophy or belief about relationship building – be it respect, trust, open communication, etc. Then illustrate this with examples of how you’ve built and maintained professional relationships in the past. Show your ability to connect with people at various levels, from subordinates to top-tier executives. Highlight any strategies used in maintaining these relationships such as regular check-ins, providing updates, or showing appreciation. If new to the field, share steps you would take to establish strong relationships.

Example: In developing and maintaining long-term relationships with clients and colleagues, I believe the key is to consistently demonstrate reliability, integrity, and respect. For instance, when dealing with a client, it’s essential to understand their needs and expectations thoroughly. This can be achieved by active listening and asking insightful questions. Once I have this understanding, I ensure that my actions align with their objectives.

Maintaining these relationships requires regular communication and consistent delivery of high-quality work. It also involves being proactive in identifying potential issues or opportunities for improvement and addressing them promptly. An example would be a situation where we were facing a delay in delivering a project due to unforeseen circumstances. Instead of waiting for the deadline to explain the delay, I communicated proactively with the client, explained the situation, and provided a revised timeline. The client appreciated our transparency and commitment to keeping them informed, which helped strengthen our relationship.

Similarly, with colleagues, I strive to foster an environment of mutual respect and collaboration. I make sure to acknowledge their contributions, provide constructive feedback, and lend support whenever necessary. These strategies have proven effective in building lasting professional relationships throughout my career.

25. How do you balance the need for efficiency and cost-effectiveness while ensuring high-quality services are provided to clients?

Striking the right balance between cost-effectiveness, efficiency, and quality is a key challenge in any business, particularly in service-based industries. By asking this question, the interviewer wants to see if you understand this delicate balance and how you would navigate it. They are interested in your decision-making skills, your ability to prioritize, and your understanding of the importance of quality service delivery despite budgetary constraints.

Start by emphasizing your ability to prioritize tasks and manage time effectively. Highlight any specific strategies or tools you use for this purpose. Then, share examples of how you’ve maintained high-quality services within budget constraints from past roles. Showcase your problem-solving skills and assure them that you understand the importance of balancing cost-effectiveness with excellent service delivery.

Example: Balancing efficiency, cost-effectiveness, and quality service delivery is a delicate task that requires strategic planning and execution. One approach I’ve found effective is leveraging technology to automate routine tasks, freeing up time for staff to focus on more complex issues that require their expertise. This not only increases efficiency but also reduces costs in the long run.

Furthermore, it’s crucial to continuously monitor and evaluate service delivery processes. By doing so, we can identify areas of inefficiency or waste and implement corrective measures promptly. However, while striving for efficiency and cost-effectiveness, it’s essential never to compromise on the quality of services provided to clients. Regular feedback from clients and frontline staff can provide valuable insights into how well our services are meeting client needs and expectations, enabling us to make necessary adjustments to maintain high-quality standards.

In essence, achieving this balance involves a combination of smart use of technology, continuous process improvement, and prioritizing client satisfaction above all else.

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Aptitude Tests in the Consulting Industry – A Pocket Guide

In the following article, we will give an overview of the most common aptitude tests used by major employers in the consulting industry.

While aptitude tests are prevalent among most (if not all) major employers, the consulting industry is currently setting a standard in innovative, unique aptitude tests .

We will begin by explaining what aptitude tests are and why they are used and continue by describing the aptitude tests of six highly lucrative consulting firms:

• BCG – Pymetrics Games
• McKinsey – McKinsey Problem Solving Game (PSG)
• Bain & Company – SOVA Online Assessment
• Deloitte – The Deloitte Online Immersive Assessment
• KPMG – Pymetrics Games
• PwC – SkyRise City, AON SmartPredict, and SHL

Note : Some employers use more than one assessment for a given position. Bear in mind that these assessments vary between positions. You should always do due diligence in checking which test you are about to take.

• What Are Aptitude Tests?

‘Aptitude tests’ is a very broad definition for tests designed to assess your ability to perform certain tasks. Therefore, aptitude tests assess a virtually infinite variety of abilities – ranging from basic math to computer programming.

Yet in the job market, aptitude tests mostly assess cognitive skills – a collection of core functions the brain uses to store and process information.

Cognitive skills, in turn, are vicariously assessed by a series of practical tests – and these are what most people mean when they use the term “aptitude tests”.

• Why Are Consulting Firms Using Aptitude Tests?

Cognitive skills measured by aptitude tests have a very strong correlation with an individual’s ability to solve problems, process information, and generally perform all sorts of mental tasks required in modern industries.

Yet it’s not all about skills – aptitude tests form a sort of automated screening method which allows employers to narrow down the candidate pool quickly and efficiently. Usually, around 80% of the lowest-scoring candidates will be eliminated at this stage.

Sad, but true.

The enormous demand for jobs, combined with the simplicity of applying to multiple jobs through the internet, has made this automated step essential for the hiring process of nearly all major employers.

And the highly competitive consulting industry is no exception.

• What Are the Main Aptitude Tests Used by Consulting Firms?

In nearly all cases, aptitude tests for the consulting industry are not conducted by the employers, rather by companies referred to as test providers . Each employer chooses its own preferred test provider, based on a variety of factors.

Below we will briefly present the most popular aptitude tests used by six of the largest employers in consulting:

Boston Consulting Group uses a gamified test that is rapidly gaining popularity – the Pymetrics Games .

To be exact, Pymetrics Games are not aptitude tests, but personality tests . The test is actually a series of 12 simple psychological games, analyzing 91 personality traits such as generosity, effort, attention, or risk tolerance.

While a common misconception presents Pymetrics as a harmless game that you cannot and should not prepare to, that couldn’t be farther from the truth. Your behavior is constantly monitored, and by understanding the way these tests work, you absolutely can prepare for them and top your competitors.

Visit the Ultimate Guide for Pymetrics for a detailed description and accurate practice simulations of the Pymetrics Games.

McKinsey uses one of the most unique and elaborate aptitude tests in the industry, known as the McKinsey Problem Solving Game (PSG), or Imbellus.

This test is, in fact, a game (or rather, a collection of mini-games), replacing the company’s older PST (Problem Solving Test), and evaluating critical thinking, decision-making, situational awareness, and more.

Get a complete overview of the McKinsey PSG, including screenshots, preparation tips, and access to an interactive simulation of the assessment.

• Bain & Company

Unlike the other two firms on the Big Three, Bain & Company uses a much more traditional-looking aptitude test – the SOVA Aptitude Test .

It is a three-section assessment conducted by test provider SOVA, containing multiple-choice numerical, verbal, and abstract reasoning questions.

Solve some sample questions and get familiar with Bain’s SOVA Aptitude Test.

Being the largest of the Big 4 and employing nearly 350,000 employees, Deloitte conducts a large variety of tests to its candidates.

The most popular of which, however, is the Deloitte Online Immersive Assessment , tailored and administered specifically for Deloitte by test provider Cappfinity .

This 35-question test is a simulation of an ongoing project in Deloitte, based on which you are required to answer cognitive, situational judgment, and personality profiling questions. To solve these questions, you will be constantly going through various info sources, including videos, data charts, and voice messages from your superiors.

Like many of its competitors in the finance industry, KPMG also uses Pymetrics Games extensively for recruitment and has been doing so for the last number of years.

• PwC (PricewaterhouseCoopers)

PwC uses several aptitude tests, which often vary based on both position and location. Some of the popular tests the company uses are:

SkyRise City – a highly gamified, interactive assessment comprised of 9 mini-games assessing memory, decision-making, risk tolerance, and more. The game is developed by test provider Arctic Shores.

AON SmartPredict – a collection of four gamified challenges assessing thinking skills, attention span, and reaction speed.

SHL Tests – SHL is one of the world’s largest providers, and until recently has been almost the exclusive test provider for PwC. Their tests are more traditional in structure and contain numerical, verbal, and logical tasks.

• Prepare and Pass Your Aptitude Test in Consulting

All employers in the consulting industry use some form of aptitude test in their hiring process. Science shows that the most effective preparation for a cognitive task is achieved by simulating the actual task as closely as possible.

Therefore, to pass the assessment, beat your competitors, and get a job in consulting, you must be fully prepared for the exact assessment you are about to take.

Do your research, find out your test, and prepare accordingly.

At JobTestPrep , we offer accurate test preparation for most major consulting employers, including McKinsey, Bain & Company, BCG, and more.

This article was written by Shlomik Silbiger, JobTestPrep’s expert for finance industry assessments. Feel free to contact Shlomik at [email protected].

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KPMG Numerical Reasoning Test

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Numerical reasoning tests and who uses them

What you should know before taking your numerical reasoning test, different types of numerical tests, answered questions.

KPMG looks for employees with a high numerical ability. Applicants have to pass a numerical test before being offered a position.

KPMG use the following tests in their selection process:

• Verbal reasoning test
• Numerical reasoning test
• Logical reasoning test

KPMG use numerical reasoning tests as part of their recruitment process to help them select the best candidates for a particular role.

As the third largest audit company in the UK, employment opportunities and places on KPMG’s graduate schemes are highly sought after. This requires KPMG to implement a comprehensive selection process, ensuring that only the most suitable candidates progress successfully and a high calibre of workforce is maintained throughout the firm. Psychometric testing is adopted from the beginning of the recruitment process, as a means of screening out candidates who lack the abilities necessary for a career in this area. Candidates are asked to complete a situational judgement test and if successful, they will then be instructed to complete verbal and numerical reasoning tests. This is typical of graduate level positions, although further tests may be required for higher level roles. Candidates are informed in advance as to which tests they will be required to take.

KPMG tests are provided by Cubiks and are specifically formulated for their use. KPMG also use SHL for their reasoning tests. The 10 key competencies KPMG look for in potential employees are: Business Focus, Delivers Quality, Drives Collaboration and Inclusion, Career Motivation, Strives for Continual Improvement, Exercises Professional Judgement, Makes an Impact, Seizes Business Opportunities, Demonstrates Innovation and Curiosity, and Resilience; so be sure to demonstrate these throughout the application and assessment process.

Numerical reasoning tests are a fair and objective way for KPMG to assess a wide range of applicants, each having different experiences and different qualifications. By analysing the results of a standardised numerical reasoning test, KPMG are able to quickly see which candidates are suitable for the role and which are not. This sort of information about candidates’ skills is difficult to glean from interviews and qualifications alone, so they use professional psychometric tests.

Often, KPMG will ask applicants to take a numerical test online, which you can take from home. When the numerical test is used early on in the application process like this you will have to achieve a minimum score before you progress to the next round (typically a score in the top 50% of applicants is required however this does vary role to role). Further along in the selection process you might be asked to attend an assessment centre or interview where you will be asked to sit a numerical test again. This is so KPMG can verify the person scoring highly in the test is indeed the person applying for the job.

So as a KPMG or senior candidate applying for a job at KPMG you might feel like the numerical reasoning test is an unnecessary hoop to jump through. But you should bear in mind that KPMG are asking you to complete the numerical test as much for your own benefit; if you are not suitable for the role, a psychometric test will usually identify this. Research has shown that psychometric tests such as those used by KPMG are a better predictor of job performance than traditional selection metrics such as level of degree achieved.

KPMG Application Process Stages

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Numerical Test Pack (suitable for preparing for KPMG)

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KPMG Numerical Reasoning Test Questions

Like most numerical tests, the one used by KPMG looks at your ability to interpret numerical and graphical data and answer questions which require numerical analysis of the data provided. The numerical test will be assessing your speed and accuracy. The answers are multiple choice and you should try to work quickly within the time limit, but also accurately. Negative marking is unlikely to be used but do not guess answers, as this will show up in your accuracy score. Sometimes you will find that you can make a best guess estimate by deducing that some of the answer options are incorrect. This approach to verbal tests will come with practice, and you will become familiar with the type of verbal tests used by companies such as KPMG.

Companies are using numerical reasoning test more and more in their application process that candidates must go through. Numerical reasoning tests are favoured when the role being recruited for requires interpretation and manipulation of numerical data on a regular basis. A person's score in a numerical reasoning test is a good indicator of their ability to work well with numbers. This is very important in finance, accounting and actuarial positions.

So as a graduate or senior candidate applying for a job at KPMG you might feel like the numerical reasoning test is an unnecessary hoop to jump through. But you should bear in mind that KPMG are asking you to complete the numerical test as much for your own benefit as theirs; if you are not suitable for the role, a psychometric test will usually identify this. Research has shown that psychometric tests, such as those used by KPMG, are a better predictor of job performance than traditional selection metrics such as level of degree achieved.

The numerical operations required in standardised numerical tests are of a level which most applicants can achieve. The difficult aspect comes with carrying out the calculations quickly and accurately within the time limit. You will be allowed a calculator for your numerical test at KPMG, so make sure you know how to perform these basic operations. Percentage increases and decreases are the most common questions which catch out candidates. Here is a list of the most common operations you can expect in your numerical test:

• Subtraction
• Multiplication
• Percentages (including percentage changes)

Most questions in most numerical reasoning tests follow a standard format displaying numerical data, the question and answer options on screen. These can be arranged differently, but each test will stick to the same layout throughout. The numerical data may be a graph, table, chart or other visual form. The question text may contain extra information which adds to what's given in the table, this might also be necessary to answer the question correctly. Lastly, the answer options are almost always multiple choice. Multiple choice answers can vary, however. You may have 4 options to pick from, 5, maybe 10, or more. The more answer options to pick from, the slimmer the chances are that you can obtain the correct answer by guessing.

Some publishers will have less subtle variations in their test from what's described here. Cappfinity for example, will ask you to rank the answer options by a particular criteria. Sometimes, in TalentQ tests, the question may have more than one answer, and you will be told to select two, or possibly more answer options from those available.

How difficult are your tests?

The same difficulty as real tests. Generally real employer selection tests don't differ that much in terms of difficulty which is why they compare your score against norm groups. Our practice tests are pitched roughly at graduate level, but this means they are actually suitable for preparing for all levels of job: entry; apprentice; graduate; senior; director.

Are they compatible with my Mac / Tablet / Phone?

Yes, and PC, and Linux and smartphone and Android and...everything. Our practice tests will run on all systems and they are responsive so they will work well on tablets and smartphones too!

How many times can I take the tests?

Unlimited. You can take our practice tests as many times as you like; there is no limit. But to be honest, after taking the same test a few times you start to remember the answers, so that’s why we have lots of tests.

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International Edition

MSU Extension Christmas Trees

Yikes yellow trees what’s going on here.

Bill Lindberg <[email protected]> , Michigan State University Extension , and Bert Cregg <[email protected]> , Michigan State University Departments of Horticulture and Forestry - April 19, 2024

Soil testing is often the key to diagnosing (and solving) the problem of yellow needles.

Why are my trees turning yellow (Photo 1)? This is a common question we get from Christmas tree growers. Some growers have reported recent tree plantings that do not look well, often indicated by pale-green to yellow needles and poor growth. The cause of these symptoms can be multi-faceted, but should be taken as a warning sign that something detrimental has or is occurring. Simply put, tree needles should be green, not yellow.

What’s going on?

From a physiological perspective, plants have green foliage because of the chlorophyll pigment. Chlorophyll is essential to all plants and functions by capturing light energy which is converted into sugars (stored chemical energy) through the process of photosynthesis. When plants don’t have enough chlorophyll, they begin to turn chlorotic (from their normal green to a lime green or yellow). This will diminish their ability to produce energy, which is needed for future growth and survival.

Why is chlorophyll not being produced?

This is often the crux of the problem and there are many possible reasons as to why this is occurring. Listed below are the most common reasons and recommendations to address each problem. Michigan State University Extension recommends checking through these possible explanations to address the underlying problem to improve tree color, growth and survival.

Incorrect soil pH . Tree species vary in their desired ranges of soil pH (Table 1). Some trees species have a wider acceptable range (Norway spruce), while others are very selective (Fraser fir). When trees are grown outside of their optimal pH range, several tree nutrients, especially manganese and iron, in the soil become inaccessible for tree uptake. Michigan State University (MSU) Extension recommends taking a soil test to determine your soil pH. This is especially important in new production locations or if it has been more than three years since the past soil test. While soil pH levels below optimum can occur, it’s more common to encounter elevated soil pHs (Photo 2). If soil pH is outside the desired range, elemental sulfur can lower the soil pH while lime can increase soil pH to the desired range.

Nutrient deficiency . To produce chlorophyll, plants must have sufficient nutrients. Often the most often limiting nutrient is nitrogen, which is a structural component in chlorophyll. Follow the MSU Nutrient Management Guide for nitrogen recommendations based on tree age and species. On very light textured soils, split applications of nitrogen or other practices to improve organic matter may be needed to provide sufficient nitrogen. Ideally, spring fertilizer applications should be done two weeks prior to budbreak.

Tree transplant stress . Trees moved from a nursery setting to the field will undergo some level of stress. Transplant stress is common and may temporarily reduce chlorophyll production. Review the MSU Christmas Tree Planting Guide to minimize this problem. As tree establishment continues, trees often outgrow this stress without further intervention. If trees are still exhibiting chlorotic symptoms several months after transplanting, consider alternative reasons.

Poor root establishment . Conifer root aphids (Photo 3) and white grubs (Photo 4) can feed on tree roots. This is especially damaging to young trees that do not have a well-developed root system. If roots are damaged, trees will be unable to take in adequate nutrients and water. This may result in a nutrient deficiency, leading to yellow needles. Consider pulling up a few trees that look poor and examine roots carefully for signs of feeding damage. Also, consider removing a few healthy tree transplants for comparison. If conifer root aphids or white grubs are found, review the Michigan Christmas Tree Pest Management Guide for control options.

Trees that have chlorotic (yellow) needles should act as a warning sign that something unfavorable has happened. It is not necessarily a death sentence, but steps to address the issue starting with a soil test should be taken as soon as possible.

This article was published by Michigan State University Extension . For more information, visit https://extension.msu.edu . To have a digest of information delivered straight to your email inbox, visit https://extension.msu.edu/newsletters . To contact an expert in your area, visit https://extension.msu.edu/experts , or call 888-MSUE4MI (888-678-3464).

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