Accounting & Finance Consultancy

Experian

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Founded in 1996, Experian is a global information services group and currently employ approximately 17,000 people worldwide. There is an extensive selection process in place to ensure only the most suitable candidates progress successfully and a high calibre of workforce is maintained. 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 diagrammatic, numerical and verbal reasoning tests, although further tests may be used for some positions. Candidates are informed in advance as to which tests they will be required to take.

Experian tests and assessments are largely provided by (CEB) SHL. The function of these tests is to screen out candidates without adequate numerical, verbal and diagrammatic ability, although different combinations of tests could be required depending on the level of role applied for.

The Experian Process

The Experian selection process consists of four stages:

  • Application: Applications are made online and require candidates to provide their contact details, education and work experience. They are also required to complete a few screening questions, which are used to ensure that the candidate is suited to their selected role.
  • Tests: Selected candidates will then need to undertake a selection of psychometric tests; including some of all of the following: numerical, verbal and diagrammatic reasoning, a situational judgement test and personality questionnaire. The tests are provided by (CEB) SHL and have strict time limits, so practice tests are recommended.
  • Interviews: Successful candidates are required to attend an initial interview, which is usually conducted in person, but is sometimes administered as a telephone interview. Later on in the selection process, this is often followed by a second interview which will be either technical/functional or competency based. It is recommended that candidates adopt the STAR approach when formulating answers, while remaining mindful of the Experian competencies: Leadership, Commercial Awareness, Thought Processing, Delivery, Personal Effectiveness, and Personal Style. These interviews allow opportunities to demonstrate strengths, areas of interest and experience.
  • Assessments: Experian also use a variety of assessments throughout their selection process, so candidates should be prepared to complete some or all of the following: Presentations, Role Plays, Telephone Simulations, In-Tray exercises and Group Exercises.

Experian 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.

Experian 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.

Experian Diagrammatic Test

In these tests, candidates will need to discover the rules associated with particular symbols or diagrams (eg. rotates 90 degrees each time), and apply them by selecting the correct answer based on those rules. These questions will not be work place relevant and will appear abstract in nature.

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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