What is the EY Strengths Assessment?
EY strengths assessments are psychometric tests that are part of EY’s application process. It is a range of strength tests that applicants can take online at home to test skills, such as business behaviors, numerical reasoning and situational strengths.
EY uses these tests as an objective way to progress candidates and remove any unconscious bias. They are made up of multiple choice questions focused on the specific skill being tested. To progress to the next level, applicants must score in the top 50% of all candidates for that specific role.
Why does EY use the Strengths Assessment?
EY uses strengths assessments to identify who is best suited to progress through to the next round of the application process. They compare the assessment tests against the EY strengths assessment criteria.
By using a variety of strengths assessments, EY can progress applicants through their application process without any additional bias. This ensures that regardless of nationality, gender or age, all candidates are given the same opportunities.
The tests contain a range of questions that include a situation that the candidates could experience once they’ve got the job. Each question will offer four multiple choice answers and the candidate must choose which one is the ‘most likely’ or ‘least likely’.
Situations that commonly come up are customer-related, such as an unhappy customer or one who needs guidance and support, or stock-related problems, which could include delivery or timing issues.
Another popular topic to come up is colleague disagreements. These are important as companies want to hire workers who can contribute positively to the company culture and get on with the people they are working with.
It is late Friday afternoon after a busy week consisting of long meetings with clients. You have spent the day off-site away from your computer, but before going home for the evening you check your emails on your phone. Earlier in the day, you received an email from a long-term client who wants to have a phone call to discuss something they are unhappy about as soon as possible. They have given no further detail. What do you do?
a) Email back to confirm the email had been received and book a call first thing on Monday morning
b) Leave the email for the weekend and respond on Monday
c) Call the client immediately to sort out anything before the weekend.
d) Email back to confirm the email had been received and ask what time next week they would like to have a call.
Most likely: C
With any client, especially long-term clients, it is best to do whatever possible to keep the relationship strong. As you don’t know how serious the issue is, leaving it until next week could be damaging to the relationship.
Least likely: B
Not replying to the email until Monday would come across as rude and unprofessional. Long-term clients are important to large businesses as are the relationships between the company and the client.
Tips to prepare for the EY Strengths Assessment
Tip 1: Stay Calm
Remaining calm will help to keep your focus and help to answer the questions accurately. The time limit means it is essential to work at a fast but steady pace. It is easy to get stressed when focusing on the time, but remaining calm throughout will improve the outcome.
Tip 2: Practice Aptitude Tests
Online there is a large range of aptitude tests around all of the EY themes. Use them to practice and understand the type of questions that will be asked and feel confident about what they are looking for.
Tip 3: Make the most of your time
If there is a question that doesn’t make sense or is unclear, leave it and move on. It is better to spend the time making an answer you’re confident on exactly right, rather than worrying and thinking over a question you’re not sure about.
Tip 4: Be honest
These questions are likely scenarios that would come up on a regular occurrence whilst working at EY. Think through an answer and give your honest response. Use previous experience from your past job to support you.
Tip 5: Don’t overthink your answers
The test isn’t trying to catch you out, it is asking straightforward questions to find the best person for the job. Trust yourself and don’t overthink your answers. Choose the answer that makes the most sense to you.