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As one of the Big Four, Deloitte have a rigorous selection process for employment roles and places on their graduate schemes, this is to ensure that only the most suitable candidates progress successfully and a high calibre of workforce is maintained throughout the firm. Psychometric testing is adopted throughout the recruitment process, as a means of screening out candidates who lack the abilities necessary for a career in this area. Typically, candidates are asked to complete numerical reasoning and verbal reasoning tests, although different combinations of tests may be used for some positions. Candidates are informed in advance as to which tests they will be required to take.

Deloitte use (CEB) SHL for their reasoning tests. At graduate level, the function of these tests is to screen out candidates without adequate numerical and verbal ability, although higher level positions may require additional testing or attendance at an assessment centre. This ensures that only those suited to a career with Deloitte progress with their application.

The Deloitte Process

The Deloitte selection process is made of four stages:

  • Application: Applicants will be required to provide their contact details, education and work experience. This is to ensure that the candidate meets the entry requirements for their selected role. Applications are made online.
  • Testing: Selected candidates will then need to undertake one or more psychometric reasoning tests online; either Numerical and/or Verbal Reasoning. If successful, an additional E-Tray exercise may be required depending on the position applied for. The reasoning tests used are published by (CEB) SHL and have strict time limits, so practice tests are recommended.
  • Interview: Successful candidates are then invited to attend a competency based interview, conducted face-to-face by a trained interviewer. For the graduate schemes there will be at least two interviews, although they might not be on the same day. It is during this point in the selection process that candidates have the opportunity to learn more about the role and are encouraged to ask questions about the company. The number of interviews applicants are required to attend can increase for higher level positions.
  • Final Interview: The final stage is one last interview. This will be more in-depth and allow candidates to familiarise themselves with the workings of the company and to meet other trainees. Successful applications at stage 4 will be given an offer of employment, or a place on one of the Graduate schemes offered by Deloitte.

*Some positions require candidates to attend an assessment centre in between the Interview and Final Interview stages, so be sure to take a look at our Assessment Centre pack if this applies to you.

Deloitte Verbal Test

In these tests, candidates are provided with a passage of written information, often workplace related, and asked to analyse and draw logical inferences from that written information. The questions will be multiple choice with the answer options being: true; false; cannot say. The key here is to answer the questions based on purely the information contained within the passage (ignore any prior knowledge you may have). Think literally and go only on what you have been told in the passage.

Deloitte Numerical Test

In these tests, numerical data is provided to a candidate, usually in the form of graphs, tables, statistics and financial data. To answer these questions, candidates must analyse this data and make a logical conclusion from it, allowing them to select the correct answer. Typical numerical skills which are tested include addition/subtraction, multiplication/division, ratios, fractions and percentages. Typically these tests require the use of a calculator and are completed online.

Deloitte E-Tray Exercise

The Deloitte E-Tray is provided by Cubiks and has a set time limit of 1 hour and 30 minutes, although candidates who complete the task before then may choose to finish sooner. Prior to tackling the simulated inbox, there is a set time to look over additional information before getting to grips with responses. Candidates are instructed to select their most and least likely response out of four pre-written options for each e-mail, apart from the final section of the E-Tray which requires a written response. It is important to read all additional documents carefully and consider the information provided when selecting each response. Attention to detail and efficiency are key here, so try to respond to as many of the e-mails as possible.

AssessmentDay AssessmentDay has insider tips and helpful advice for taking psychometric tests and assessments. Our psychometric test experts are here to help candidates.
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