Online tests and video interviews

Large graduate employers can receive far more applications than they can interview in person. To manage the volume, many use online assessments early in the process: aptitude tests, personality questionnaires, situational judgement tests, game-based assessments and recorded video interviews. These stages can feel impersonal, but they follow predictable patterns, and preparation makes a real difference.

This guide explains the common types of online assessment, what each is designed to measure and how to prepare. It also covers live online interviews, which are now a normal part of recruitment for many roles.

Why employers use online assessments

Online assessments let employers assess many applicants consistently and relatively quickly. They are designed to measure abilities and qualities relevant to the role, such as reasoning, judgement, communication and motivation, before the more time-intensive interview stages. Your results are usually considered alongside your application, not on their own.

Aptitude and reasoning tests

Aptitude tests measure how you work with information under time pressure. Common types include:

• Numerical reasoning: interpreting tables, charts and data, often with percentages, ratios and basic calculations.
• Verbal reasoning: reading a passage and deciding whether statements are true, false or cannot be determined from the text.
• Logical or abstract reasoning: identifying patterns in sequences of shapes or symbols.
• Mechanical or spatial reasoning: used for some technical roles.

How to prepare

• Practise. Familiarity with question formats and timing is the single biggest help. Your careers service may provide access to practice tests, and some employers publish samples.
• Brush up on basics. For numerical tests, revise percentages, ratios, averages and reading charts.
• Read carefully. In verbal tests, answer using only the information in the passage, not your outside knowledge.
• Manage time. Don't get stuck on one question. Check whether there is a penalty for wrong answers; if not, make your best guess rather than leaving blanks.
• Set up properly. Use a reliable computer and internet connection, a quiet space and whatever the instructions allow, such as a calculator and scrap paper.

Situational judgement tests

Situational judgement tests describe realistic workplace scenarios and ask how you would respond, for example by choosing the most and least effective actions or ranking options. They assess judgement, priorities and how well your approach matches the organisation's values.

To prepare, read about the organisation's values and graduate role. Think about how a sensible, ethical and collaborative new employee would behave: escalating serious problems, communicating openly, meeting commitments and considering others. Answer honestly rather than trying to guess a "perfect" profile, because inconsistent answers can show.

Personality questionnaires

Some employers use personality or work-style questionnaires. There are usually no right or wrong answers; they look at preferences and how you might approach work. Answer honestly and consistently. Trying to present yourself as someone you're not can backfire, and the aim is partly to find roles where you will thrive.

Game-based assessments

Some employers use short online games to assess abilities such as memory, attention, problem-solving and decision-making. They can feel unusual, but the same principles apply: read the instructions, find a quiet space, and focus. You usually can't prepare for specific games, but being rested and calm helps.

Recorded video interviews

In a recorded (asynchronous) video interview, you log into a platform, read or watch a question and record your answer within a time limit. There is no live interviewer; recordings are reviewed later. You typically get a short time to think before recording starts and a few minutes to answer. Some platforms allow a practice question or a retake; others don't.

How to prepare

• Test your setup. Check your camera, microphone and internet connection. Use a laptop or computer rather than a phone if possible.
• Choose your space. Find a quiet, well-lit room with a tidy background. Face a window or lamp so your face is evenly lit.
• Frame yourself well. Put the camera at eye level, with your head and shoulders in view.
• Prepare examples. Most questions are motivational ("Why this role?") or behavioural ("Tell us about a time..."). Use your example bank and the STAR method.
• Practise on camera. Record yourself answering practice questions and watch them back. It feels awkward at first, but it helps.
• Look at the camera. Speak to the lens, not your own image, to create a sense of eye contact.
• Keep notes brief. A few keywords nearby can help, but reading a script sounds unnatural.

On the day

Dress as you would for an in-person interview. Turn off notifications, close other programs and let others in the house know not to interrupt. Read each question carefully, use the thinking time to plan a simple structure, then speak clearly and at a steady pace. If you finish early, it's fine to stop; don't fill time with repetition.

Live online interviews

Many interviews now take place live over video. They work much like in-person interviews, but your setup matters. Join a few minutes early, check your audio and video, and have a phone number ready in case the connection drops. Keep a copy of your application and some questions for the interviewer nearby. Nod and use brief verbal cues to show you're listening, since body language is harder to read on screen.

Technical problems

If something goes wrong, such as a crash, power cut or lost connection, contact the employer or platform support as soon as possible. Explain what happened and ask whether you can resume or retake the assessment. A screenshot of any error message helps.

Adjustments

If you have a disability, health condition or other circumstance that affects how you complete online assessments, ask the employer about adjustments before you begin. Common adjustments include extra time, screen reader compatibility, alternative formats or a different assessment method. Many employers explain how to request adjustments in their listing.

Beware of fake assessments

Scammers sometimes imitate recruitment processes, including fake "interviews" conducted by chat. Scamwatch notes that real recruiters won't move your conversation to an encrypted messaging platform. Genuine online assessments are run through the employer's official recruitment process; if you're unsure, check with the employer directly using contact details you find yourself.

After the assessment

Results are usually communicated by email within a few weeks. If you're unsuccessful, it's reasonable to ask whether feedback is available, although at early stages many employers can't provide individual feedback. Reflect on what you found difficult and practise that area for next time.

Rest and routine

Schedule tests when you're alert, and take them in one sitting where possible. Eat beforehand, keep water nearby and take a short break between assessments if allowed.

Key points

• Online tests measure reasoning, judgement and work style; practise question types and timing.
• Answer situational judgement and personality questionnaires honestly and consistently.
• Prepare for recorded video interviews by testing your setup and practising on camera.
• Treat live online interviews like in-person ones, with a reliable setup and backup plan.
• Ask for adjustments if you need them, and report technical problems promptly.