Practice for Your Alvarez & Marsal Tests

This PrepPack™ includes SHL-style diagrammatic, numerical and verbal tests, as well as personality and Excel tests, drills, guides and tutorials.

When sitting down to take your Alvarez & Marsal SHL tests, you will encounter questions you did not expect, with time frames you could not have anticipated. These Alvarez & Marsal SHL-Style Packs prepare you for every test eventuality, to allow you to quickly and accurately get ready to pass.

Alvarez & Marsal will begin their hiring process with a short phone, where you will be asked about your basic skill set. In the event, the screener is satisfied you will then be invited to take pre-hiring tests, where you will prove that you have the skills you claimed in your CV and during the screening call. Upon successful completion of the Alvarez & Marsal pre-hiring test, you may be invited to take the SHL video interview and then to several rounds of sit-down interviews starting with HR and ending with the hiring manager.

Assessment Centres are becoming more and more popular among recruiters, because they are considered to offer more accurate tools for measuring job candidates’ aptitude for applied positions. Assessment Centres are preferable because, in addition to estimating applicants’ skills and personalities on tests and interviews, they require them to participate in other activities as well. By asking job applicants to participate in case studies, group discussions, in-tray exercises and social events, recruiters create their exact personality and professional profiles unavailable through simply testing and interviewing. Traits that assessors seek to evaluate in job candidates are adaptability, commercial awareness, analytical thinking, decision-making and leadership, to list only a few of them. When the assessment event comes to an end, recruiters sum up points given to each participant and invite for a final interview only those of them who have the highest score.

Employers want to ensure that they hire the right sort of people who possess the cognitive abilities necessary to perform their roles well. The Aptitude Test allows employers to ascertain whether job candidates possess effective problem-solving skills, the ability to learn new skills quickly, integrate new information and deal with ambiguity in decision-making.

On the Calculation Test, you will have questions that will show a mathematical equation. Each equation will have an omitted number signified as the question mark (?). The question with the equation will remain on the screen for a specified amount of time. After its expiration, you will be redirected to another screen, where you will put in the value of the omitted number. This screen will also be displayed for a short amount of time. Calculating quickly is, therefore, important on the Calculation Test.

The STAR format is a method to answer interview questions. When you are asked situational questions on your interview, it is better to answer them according to the STAR format, because this behavioural technique makes your answer more coherent and comprehensive. Employers like to use the STAR format on interviews due to its higher degree of predictability of applicants’ future performance at work. The acronym STAR stands for Situation, Task, Action and Result. To follow the STAR format in your answers means the following:

• Situation: You need to tell about a challenging situation that you had to resolve in your former workplace.
• Task: Tell your recruiters what you tried to achieve in that situations, what tasks you assigned to yourself or your team. When elaborating on this, emphasise what motivations you had to fulfil in the assigned tasks.
• Actions: Describe in detail what actions you performed to carry on the tasks. Explain to your recruiters why you decided to undertake these actions and what were the alternatives that you discarded.
• Results: Here you need to elaborate on the results you achieved and whether you managed to resolve the problem you initially faced.

If you follow the STAR technique while answering the interviewers’ situational questions, you will sound more organized, persuasive and clever. To learn more about the STAR interview method, please consult our resources.

The company wants to know that they are hiring the right candidate for the position and one who can merge with the company culture. The SHL test provides Alvarez & Marsal with important indicators, in relation to your workplace competencies and if you can maintain their rigorous standards. These SHL-style PrepPacks™ will bring you up to date to help you pass with confidence.

Upon filling out your job application and receiving a screening call, or possibly an in person face to face with HR, you will be invited to take the SHL test among other exams. The tests will examine not only your technical ability, but personality and ability to mesh into the company culture (important these days). Upon successfully passing the test, you will move on to the interview stages with managers and possible C-Levels (position depending); from there - hopefully - you will move on to a job offer.

The duration of the assessment day varies. The assessment event can be as short as a couple of hours, or as long as two days. If applicants are required to stay overnight and have a second assessment day, they will be provided with accommodation and food. Some companies also reimburse job candidates for travel expenses.