Applications and Assessments: The Full Guide

The application funnel

Applying for graduate schemes and large entry-level programmes involves several distinct stages. Employers receive thousands of applications for a small number of roles. They use a structured process to filter candidates down to a final cohort.

Understanding what happens at each stage removes the guesswork. It allows you to prepare for the specific format you will face, rather than trying to guess what the employer wants. While every company designs its own process, the vast majority of large graduate recruiters follow a variation of the six stages outlined below.

Stage 1: The online application form

This is the first filter. You create an account on the employer's careers portal and fill out a digital form.

You will provide your contact details, education history, and any relevant work experience. Most large employers also ask two or three motivational questions. The most common prompts are "Why do you want to work for us?" and "Why have you chosen this specific role or division?".

Employers use these answers to check if you have researched the company. A generic answer that could apply to any competitor will usually result in rejection. Reference recent company news, specific training modules they offer, or their stated corporate values. Always stay within the word limit.

Most large employers manage applications through an Applicant Tracking System, and some use it to filter on eligibility questions or keywords. Read the listing carefully and reflect the specific skills and phrases it uses in your answers. See our guide on online application forms and motivational questions for detailed examples.

Stage 2: Psychometric tests

If your application passes the first stage, you will receive an email with a link to online tests. These measure your cognitive abilities and your fit with the company culture. You usually have a few days to complete them once the link arrives.

Numerical reasoning

You interpret data from charts, tables, and graphs. The mathematics is usually at a GCSE level, involving percentages, ratios, and currency conversions. The difficulty lies in the strict time pressure. You often have less than a minute per question.

Verbal reasoning

You read paragraphs of text and decide if specific statements are true, false, or impossible to say based only on the text provided. This tests your logic and your ability to avoid making assumptions.

Logical or inductive reasoning

You identify patterns in sequences of shapes or diagrams. This tests your abstract problem-solving skills and is common in tech and engineering applications.

Situational Judgement Tests

You are given workplace scenarios and asked to rank the best and worst responses. These tests are built directly from the specific values of the employer. To do well, you must read the company's core values page before taking the test and align your answers with their preferred working style. See our deep dive into Situational Judgement Tests.

Game-based assessments

Some employers replace traditional tests with short online games, from providers like Arctic Shores, that measure traits such as risk-taking and how you learn. There are no right answers to revise, so the best preparation is to be rested and play honestly.

Test providers vary by employer. Large companies use specialist assessment firms like SHL, Cappfinity, Aon, and TalentLens. You can find free practice tests on the websites of these providers. Practising familiarises you with the format and improves your speed. See our full guide on psychometric tests explained.

Stage 3: Video interviews

Also known as asynchronous or "one-way" interviews, these are completed on your own time using platforms like HireVue.

You will see a text or video question on your screen. You typically get 30 to 60 seconds to prepare, and then the camera records your answer for one to three minutes. There is no human interviewer present. Assessors watch the recordings later and score them against a rubric.

Treat this like a formal in-person interview. Dress smartly, ensure your background is tidy, and check your lighting. Look directly at the camera lens rather than your screen, as this mimics eye contact. Speak clearly and structure your answers with a beginning, middle, and end.

Common questions include "Tell me about a time you overcame a challenge" or "Why are you a good fit for this industry?". Prepare a bank of five or six versatile examples from your studies, part-time work, or extracurricular activities that you can adapt to different prompts. See our guide on how to prepare for video interviews.

Stage 4: Assessment centres

Candidates who pass the video interview are invited to an assessment centre. These events last half a day or a full day and can be held in person at the company's offices or virtually via video conferencing software. You will complete several exercises alongside other applicants.

Group exercises

You work with other candidates to solve a problem, build a physical model, or discuss a business case. Assessors are not just looking for the loudest voice or the person who takes charge. They want to see who listens, who brings quieter people into the conversation, and who keeps the team on track against the clock.

Case studies

You receive a pack of information about a fictional or historical business problem. You have time to analyse the data before presenting your recommendations to an assessor or answering questions.

Presentations

You might be asked to prepare a short presentation in advance on a given topic, or create one on the day based on a brief.

Written exercises

You may need to draft an email to a client, summarise a long report, or prioritise an inbox of messages. This is sometimes called an e-tray or in-tray exercise.

The key to assessment centres is consistency. Be polite to everyone, including the receptionist and the other candidates. Assessors observe you during the breaks and lunch as well as during the formal tasks. See our full breakdown of assessment centres and what to expect.

Stage 5: Final interviews

This is the last hurdle. It might happen on the same day as the assessment centre or on a separate date, often with a senior manager or partner. Interviews generally fall into two categories.

Competency interviews

The interviewer asks for specific examples of your past behaviour. Questions usually start with "Tell me about a time when..." or "Give me an example of...". Use the STAR method to structure your answers.

Describe the Situation to set the scene. Explain the Task you had to complete. Detail the specific Action you took, focusing on what you did rather than what the team did. Conclude with the Result you achieved, using numbers or metrics if possible. See our guide on strengths-based vs competency interviews.

Strengths-based interviews

Employers like EY use this format, and the Civil Service assesses strengths as part of its Success Profiles framework. The questions focus on what you enjoy doing and what you are naturally good at. You might be asked "What do you like to do in your spare time?" or "How do you react when plans change suddenly?". There are no strict past examples required. The interviewer is looking for your authentic reactions, your enthusiasm, and your body language.

Stage 6: The offer

If you pass the final interview, you will receive an offer. This is a significant milestone, but there are a few administrative steps left.

Conditional vs unconditional

Your offer might be conditional on achieving a specific degree classification, such as a 2:1. If you do not meet this requirement, the employer may withdraw the offer, though some will show flexibility if you are only slightly below the threshold and have performed exceptionally well in the assessment stages.

Deadlines

Read the deadline for accepting the offer carefully. You usually have two to four weeks to decide. If you have multiple offers, you can politely ask one employer for a short extension, but they are not obligated to grant it.

Background checks

Once you accept, the company will run right-to-work checks, criminal record checks (if relevant to the sector), and reference checks. Ensure your references know they might be contacted.

See our guide on how to accept, decline or negotiate a graduate offer for advice on handling multiple offers and communicating your decision professionally.

Myths, corrected

"You need to be a maths genius for numerical tests." You do not. The mathematics required is generally at a GCSE level. The tests measure your ability to interpret data, spot trends, and work quickly under pressure, rather than your ability to perform complex calculus. Practise with a basic calculator and a timer.

"Assessment centres are about beating the other candidates." This is a common misconception that leads to poor behaviour in group exercises. Many firms hire multiple people from the same assessment centre group. The group exercise tests collaboration, not dominance. If you talk over people or try to force your ideas, you will likely fail the exercise.

"If you stumble in a video interview, you have failed." Assessors look at your overall communication, structure, and the content of your answer. Minor stumbles, losing your train of thought for a second, or correcting yourself are normal human behaviours. Keep going and finish your answer strongly.

"You should use big words to sound professional." Clear communication is always better than complex vocabulary. Assessors want to know that you can explain concepts simply and effectively. Write and speak in plain English.

FAQ

• Can I retake a psychometric test if I fail?↓

  Can I retake a psychometric test if I fail?

  Usually, no. Most employers will not allow you to retake a test for the same recruitment cycle. Some companies will allow you to reapply and retake the tests after 12 months have passed. If you have a bad day, focus your energy on your other applications.

• What if I need adjustments for a disability or neurodivergence?↓

  What if I need adjustments for a disability or neurodivergence?

  Employers are legally required to provide reasonable adjustments for disabled candidates under the Equality Act 2010, and many extend the same support to neurodivergent applicants without a formal diagnosis. This might mean 25% extra time on psychometric tests, a different interview format, or the questions provided in advance. Contact the graduate recruitment team as soon as you submit your application to arrange this. Do not wait until the day before the test.

• How do I prepare for a group exercise if I am naturally quiet?↓

  How do I prepare for a group exercise if I am naturally quiet?

  You do not need to be the loudest person in the room to pass. Focus on adding value. Summarise what the group has agreed so far, invite a quiet candidate to share their opinion, or keep track of the time. Assessors score the quality of your contributions, not the volume.

• Do employers check my social media?↓

  Do employers check my social media?

  Some employers do run basic background searches on LinkedIn or public social media profiles. Ensure your public profiles are professional. Remove any highly offensive content. However, most graduate recruiters focus entirely on the formal assessment stages rather than investigating your personal social media accounts.

• How long does the entire process take?↓

  How long does the entire process take?

  It varies widely. Some employers move from application to offer in a few weeks, while others run the process over several months, particularly if you apply early in the autumn and assessment centres are held in the new year. Be patient. Check your spam folder regularly, as automated test links and interview invites sometimes end up there.

Ready to get started?

Understanding the application and assessment process is half the battle. Now that you know what to expect, it's time to start applying.

The next step is to find the right employers. Create a free EarlyBird account to get personalised job recommendations, track your applications, and discover the best student employers in the UK.

Sign up for EarlyBird or browse our Company Directory to get started! Good luck!