Santander offers a wide range of career opportunities across its distinct graduate development Programs in Finance, Risk, Compliance, HR, Retail Banking, Technology and Operations, Corporate and Commercial Banking, Marketing, SGBM.
At Santander, Graduates have a chance to develop their skills and commercial awareness not only by fulfilling their daily tasks but also by participating in cutting-edge projects with an agenda to make banking more personal, simpler and fairer.
Santander remains on the list of the Times Top 100 featuring at 55 in the last year annual ranking for the top graduate employers.
Below you can find details on the Santander Application Process. Please bear in mind, assessments might vary depending on the division chosen.
Santander Application Process
Step 1: Online Application
Step 2: Psychometric Tests:
- Situational Judgement Test
- Verbal Reasoning Test
- Numerical Reasoning Test
Step 3: Telephone Interview
Step 4: Assessment Centre
- Group Exercises
Santander Psychometric Tests
Psychometric tests are a key component of Santander Application Process. Depending on the Graduate Program route the candidates are taking, they might be required to sit Numerical Reasoning Tests, Situational Judgment Tests, Verbal Reasoning Test. Details on psychometric tests used by Santander can be found below.
Santander Numerical Reasoning Test
The multiple – choice Santander Numerical Reasoning Test assesses your ability to evaluate, analyze, and interpret numerical information that is provided to you in charts, graphs, and tables. You will have limited time to find a correct answer, so all the calculations like percentages, ratios, and basic arithmetic should be executed quickly and accurately. We know that you can do it, but If you really want to master the Santander Numerical Reasoning Test – it can be easily learned through our online tests and video tutorials available on the website.
Santander Situational Judgement Test
The Santander Situational Judgment Test is a set of questions assessing how you might react to hypothetical events and situations that might be encountered in the Santander’s workplace environment. This will be a litmus test for your values, assessing if they match with the company’s culture. So do your research and try to memorize them by heart (might come in handy in the future!).
These tests also concentrate on your ‘ people skills’ so, good communication and networking abilities should earn you a few points. Whilst they vary in form, usually, you will be presented with a number of descriptions to which you are obliged to provide an appropriate response from a multiple choice list. So, try to be as sensible as you can and use the full capacity of your emotional intelligence.
The catch in any Situational Judgment Test is the high probability of any of the presented answers. We recommend you to think in accordance with the promoted values outlined in the company’s profile, but to really ace it you might want to work on your situational- judgment muscles while taking the mocking Situational Judgment Tests mirroring the exact Santander’s psychometrics test.
Santander Telephone Interview
Telephone interviews can be daunting. Especially, when someone lacks the confidence to talk to strangers on the phone. The awareness of this conversation being the first interaction with someone from the Santander only makes it even more stressful. So it’s important to know how to snap out of that nervousness.
It’s a blunt thing to say, but as you might know, the only way to overcome this is to prepare beforehand. You need to take advantage of the time given, rather than approaching this as a casual conversation.
Santander Telephone Interview shouldn’t take longer than 20 – 25 minutes, and usually, it involves standard competency and personality questions.
Santander Assessment Centre
Congratulations, you made it to the last level! Santander Assessment Centre is usually a mix of individual and group activities. The exercises will differ depending on the job position you are applying for, but make sure you are prepared for both scenarios. Below you can take a look at what you might expect and how to prepare your all-conquering strategy for the assessment day.
Interview – This will be a typical behavioural interview validating your skills and detecting strengths necessary for the job in the particular banking sector. If you need an advice – don’t just list your skills, try to find a variety of examples to prove them. Showing your motivation and commercial awareness should earn you a few extra points.
Group Exercise – These exercises will vary, but the general skills that the assessors are looking for is a good balance between teamwork and leadership skills. You might want everyone in the room to see your great leadership skills, but approach the group exercise rather as a test of your collaborative and teamwork abilities than a show of a directorship. The most common way of verifying these skills is through a group discussion on a divisive topic of or a scenario of hypothetical difficulties the company is facing.
Presentation – You will be given a topic and materials related to your chosen division to prepare beforehand. During the presentation you should demonstrate a clear understanding of both – the presenting topic, and how it relate to your future obligations. If you are not a born speaker and feel like you could use a little bit more advice, you can check the Assessment Centre Guide, for more useful tips.