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ExxonMobil is a chemical manufacturing and energy company. Founded 135 years ago, ExxonMobil has a presence in most countries in the world and trades under the brand names Mobil, Esso, and Exxon.
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ExxonMobil receives many applications for its positions. As part of the recruitment process, candidates are asked to complete several online assessments to assess their aptitude, abilities, and knowledge in areas relevant to their applied role.
It is worth noting that the number, type, and length of assessments candidates are required to sit vary according to the type of role or program applied for. All assessments are conducted online, and candidates are requested to complete these assessments within a given time frame.
Given the competitive nature of many of the roles at ExxonMobil, candidates should ensure they have fully prepared and practiced the online assessments they will be asked to complete before sitting the actual assessments.
Depending on the role, candidates may be asked to complete a language proficiency test. This test assesses a candidate’s understanding of words and their meaning in the English language.
Questions are presented with multiple-choice answers. Candidates select the answer they believe to be correct from the list given.
Mechanical reasoning test
The mechanical reasoning test looks at a candidate’s understanding and practical knowledge of mechanical principles and concepts.
These tests are relevant for roles in the engineering field. They are typically presented as a series of questions on pulleys, levers, gears, and motion.
Candidates need to look at the information provided and, following analysis and applying the relevant principle, select the appropriate multiple-choice answer.
Some roles at ExxonMobil require candidates to complete a technical test in their chosen area of specialism. These tests are directly relevant to the role and assess a candidate’s knowledge of the technical elements required for the role itself.
Personality tests differ from ability or knowledge tests in that there is no right or wrong answer to the questions asked.
A personality test looks at a candidate’s traits, behaviors, and characteristics in how they behave and respond to work situations. These tests align with the culture, values, and competencies required for the role and a successful career at the company.
Analytical aptitude assessments: numerical reasoning test
In addition to specific role-relevant tests, candidates are also required to complete analytical aptitude tests.
The numerical reasoning test assesses a candidate’s ability to understand and work with all forms of numerical data. This test is a timed test; questions are presented showing various forms of numerical data such as charts or graphs.
Candidates need to read, understand and analyze the information then answer the questions that follow.
The numerical reasoning test requires candidates to use basic mathematical principles and concepts such as fractions, ratios, algebra, and percentages, then select the multiple-choice answer they believe correct.
It is advisable to work accurately yet quickly when sitting a numerical reasoning test. Refreshing your memory on using mathematical principles is also advised when preparing for a numerical reasoning test.
Analytical aptitude assessments: verbal reasoning test
Verbal reasoning tests assess a candidate’s ability to read and understand passages of information, and then use their understanding to answer questions on what they have read.
Following the passage of text, questions are presented as statements with a list of multiple choice answers. Candidates then need to select whether the statement is ‘false, ‘true’ or they cannot say based on the information presented.
Verbal reasoning tests require candidates to read and understand the information thoroughly. As a verbal reasoning test assesses a candidate’s comprehension and language skills, candidates need to take the time to make sure they have not misread any information, since this can lead to the wrong assumption being made.
Verbal reasoning tests are timed, so candidates need to work quickly but accurately to ensure they answer as many questions as possible.
Analytical aptitude assessments: logical/diagrammatic reasoning test
Diagrammatic reasoning tests are a type of logical reasoning test. This test looks at your ability to solve problems and answer questions when presented with information in the form of images.
In this test, diagrams are presented, and candidates need to understand, evaluate and synthesize this information to reach a logical conclusion then selecting the relevant multiple choice answer.
Information could take the form of sequence diagrams, patterns, or shapes. Candidates need to determine the relationship between these images and select the next diagram in the sequence.
Logical reasoning tests are again timed, so the rationale of working quickly but accurately is again applied.
When preparing for a logical reasoning test, it is good to read newspapers or articles where information is presented in the form of a diagram or image. Then to work out what the image is saying before reading the accompanying subtext.
There are several interviews that candidates may be invited to as part of their Exxonmobil recruitment process. Again the number and type will vary by role.
This interview is conducted like a screening interview. It will focus on whether you have the academic and candidate requirements for the position. If successful at the preliminary interview, candidates are then invited to the final interview stage.
The technical interview is usually part of the final round of interviews. This type of interview focuses on a candidate’s technical knowledge and skills as relevant to the role.
Questions are asked on work-based scenarios or problems faced when working on the job, and how candidates would solve these problems using their specific technical knowledge.
A research interview is typically a panel-based interview where candidates present their academic research to the interviewers. These interviews are more applicable to science-based roles.
Collaboration and leadership interviews
The collaboration and leadership interview assess a candidate’s ability to work in teams and collaborate with others to solve problems.
Questions are asked that allow candidates to share their past team working and leadership experiences. Candidates must give examples of how they work across teams and how they have demonstrated leadership in previous situations and roles.
For those at university, candidates may be invited to attend an on-campus interview. These interviews will be with a member of the ExxonMobil team and be held on-campus as part of the university recruitment activity timetable.
It is worth noting that these interviews may be more general. Following the interview, if a student has demonstrated the required skills and attributes for a career at ExxonMobil, they will be referred to various fields for further assessment.
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