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Founded in 1885, Honeywell is an American-owned company that operates in various industries such as aerospace, safety, product solutions, building technologies, and performance technologies and materials. The company has evolved over the years to offer a range of products that enable businesses to tackle the challenges they face in their sector.
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Situational Judgement test
The situational judgement test looks at how candidates prefer to behave in the workplace. Questions take the form of scenarios that candidates may face when on the job, along with a list of statements. Each statement details a possible response to the situation. Candidates are asked to select or rank the responses in order to choose their preferred response in the given situation.
While there is no right or wrong answer in a situational judgement test, it is worth bearing in mind the role you have applied for and the behaviours and competencies required for success in the role.
The recruitment process for some roles at Honeywell requires candidates to sit a personality test. This test evaluates candidates’ characteristics, traits, and behaviours to determine whether their values fit that of the organisation.
Questions are scenario-based, with each question focusing on a specific behaviour or trait. Candidates select from the list of multiple choice answers the statement that best describes how they would behave in the situation. It is worth remembering that multiple questions assessing the same behaviours or traits will be asked as part of the test. Being consistent with your answers is important in providing a true reflection of your workplace persona.
Candidates who perform well in the online assessments are invited to attend an interview. The interviews allow recruiters to meet with candidates and assess their skills, abilities, and motivations as relevant to the role applied for.
Questions around a candidate’s interest in the role, their understanding of Honeywell as an organisation, and why they have applied may also be asked as part of the interview, along with behavioural questions.
When answering these questions, it is essential to use the STAR technique when preparing and sharing your answer. This enables you to draw on your past experiences to help inform how you behave in workplace situations. Candidates will also be assessed on whether they demonstrate the values of Honeywell, such as diversity, inclusion and integrity. Researching the company and considering how you have demonstrated these values enables recruiters to determine whether you will fit into the organisation and thrive in the role.
The final stage of the Honeywell recruitment process for undergraduate and graduate applicants is the assessment centre.
This stage comprises an interview and group exercises; specialist vacancies may also require candidates to sit additional exercises as part of the assessment centre.
The group exercises enable recruiters to see how well candidates can work with others in a group setting. Information will be shared with each candidate in the group. Candidates will have time to read the information and then discuss this information with their group. Recruiters will be observing whether candidates listen and respond to others in the group, whether they have understood the information they have been given and can discuss this information confidently with group members.
The assessment centre also comprises an interview. This interview takes a similar approach to the first interview. Candidates will be asked questions appropriate to the skills required for the role, in addition to their motivations for working at Honeywell. As Honeywell places substantial value on learning and development, candidates should also consider the skills they want to develop in the role and any future career aspirations they have at Honeywell.
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