Honeywell Assessment Tests

Careers at Honeywell

Given the variety of industries Honeywell operates in, the company offers careers in several different specialisms.

These range from

• Engineering
• Supply chain management
• Human resources
• Customer services
• IT
• Business services and safety
• Legal
• Finance
• Business or general management
• Software design and development
• Procurement

Honeywell offers a wide range of career opportunities for applicants from all academic backgrounds. The company also focuses on diversity and inclusion and encourages applications from military veterans. Opportunities are open for school leavers to gain a specialist apprenticeship, undergraduates to join the organisation on an internship, and full-time vacancies for graduates.

Students also have the opportunity to join Honeywell’s global internship or graduate leadership programmes, projects on these programmes are directly related to the broader business goals.

The first stage of the application process is the online application form. Candidates need to create their own recruitment account on the Honeywell careers site, search for their preferred vacancy and then complete the application form linked to this vacancy. Upon completing the application form, successful candidates are then invited to sit a range of psychometric tests. These tests assess the key aptitudes required for the role applied.

Candidates who perform well at the psychometric testing stage will then be moved to the next stage of the process: a screening interview. This interview reviews the application form and assesses whether the candidate demonstrates the motivation for a career with Honeywell. Those who have applied for internships and graduate-level positions will then be invited to the final stage of the selection process - the assessment centre. This stage consists of an individual and a group exercise.

Online application form

All applications for vacancies at Honeywell are taken online. Candidates search for their preferred vacancy and then complete the necessary application steps associated with their chosen vacancy. In most cases, applications require the submission of a CV. In this case, it is essential to tailor your CV to the role you are applying for, ensuring that you highlight the skills and experience as specified in the job description.

Most vacancies at Honeywell also stipulate minimum academic requirements. Candidates must ensure that they meet the requirements for the vacancy they are applying to.

Honeywell Aptitude Tests

Those successful at the application stage are invited to take the Honeywell online psychometric assessments. The number and type of assessments depend on the role applied for. In most cases, candidates will be asked to sit:

• Numerical assessment
• Verbal reasoning test
• Abstract reasoning test

Candidates who have applied to specialist vacancies may also be asked to sit personality tests, general ability tests, or situational judgement tests relevant to the role.

Honeywell verbal reasoning test

The Honeywell verbal reasoning test assesses a candidate’s aptitude for understanding and interpreting written information, then using this to answer questions. The ability to make logical deductions from passages of information is an important skill required in many roles at Honeywell.

In this timed test, questions are presented as short passages of text. Candidates need to read the text then select whether the multiple-choice statements that follow are ‘false,’ ‘true,’ or they ‘cannot say’ based on their understanding of the information given.

When sitting a verbal reasoning test, it is important not to skim read the question but to read the question and all of the answers thoroughly.

Honeywell numerical reasoning test

A popular test with many employers, the numerical reasoning test assesses a candidate’s aptitude for working with numbers and solving numerical problems. The questions generally take the form of graphs or charts. Candidates need to use their understanding of basic mathematical principles such as fractions, percentages, and ratios to determine which of the multiple-choice answers is correct.

The assessment is timed, with full details of timings and the number of questions provided at the start of the test. Working quickly but accurately is advised; if you are unsure of an answer, mark your best guess, then move on to the next question.

Honeywell abstract reasoning test

Abstract reasoning is required for many roles at Honeywell, where problem-solving is key to success in the role. The abstract reasoning test enables recruiters to assess how well candidates can think critically and solve non-verbal problems.

Questions in the test take the form of patterns or shapes. Candidates need to use their abstract reasoning and critical thinking to determine the relationship between the shapes or patterns and then use this to select which of the multiple-choice answers follows next in the sequence. As the test is timed, this test also assesses a candidate’s ability to think logically in a pressurised situation.

Honeywell 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.

Honeywell personality test

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.

Honeywell interviews

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.

Honeywell assessment Centre

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.