Prepare for your Capgemini Online Assessment Tests and Hiring Process

JobTestPrep's PrepPack™ can help you in getting ready as much as required with the practice tests, tutorials and other relevant tools.

The Capgemini online application is quite difficult. You are asked to provide your basic personal details; also, you would be asked complete 5-6 short essay questions about yourself and why you have chosen to apply. You are will be given a word limit for each of these questions, so you make sure your answers are clear and concise.

Some questions include:

• Why are you a good fit?
• What personal achievements are you most proud of?
• What are your interests outside of work or study? Why are they important to you?
• What makes you stand out from the crowd?

After these questions, you are given the opportunity to attach your CV. The application does not include a formal way to attach a cover letter; however, before submitting your application, there is a box to include any additional information you wish to tell the assessors. Take advantage of this box by including a well-worded cover letter.

If your application is successful, you will be asked to complete 2-3 Capgemini psychometric tests, depending on the position you are applying for. Capgemini often uses SHL and Matrigma tests.

No matter what position you are applying for, you will be asked to take the Capgemini Situational Strength Test, or situational judgement test (SJT). It takes 30-40 minutes to complete the test, although it is not timed. It has 20 questions. This includes tests of strengths (e.g. cultural fit to the organisation, around 12 questions) and their critical reasoning (intellectual ability, around 8 questions). The strength questions require you to put yourself in the shoes of a graduate or apprentice, or just simply present you with scenarios you might encounter whilst work for them. For example, you have just finished your induction and are about to meet a reviewer. How would you respond? These are all multiple-choice questions or you should rank the responses in the order that you would respond.

The critical ability questions in the situational strength test include verbal and numerical reasoning questions. These questions are aimed to assess the way that candidates digest and analyse the information. It’s not a competency-based recruitment process, but a strength-based process, looking to see how the candidates enjoy using particular strengths, as it is a more robust way to assess candidates.

Provided that you have performed well on the Capgemini application and online tests, you will be invited to either a phone or video interview based on the scheme you have applied for.

Candidates for the technical consulting community have their interviews over the phone. You are sent various time slots and should pick a time when you will be available and able to concentrate. This interview can last for 30-60 minutes and consists of 9-10 questions. The Capgemini phone interview questions help you elaborate on your relevance for the position, as the phone interview is usually the initial stage of the process.

Management consulting graduates complete a pre-recorded video interview. You are asked to record the video on a webcam. As the interview is not live, the time when you conduct the interview is flexible, just ensure you submit the video before the deadline. The Capgemini video interview questions contain behavioural and technical questions to help recruiters decide if you are able to handle the responsibilities of the position.

The interview consists of two sections. The first section presents you with motivational questions and you are recorded answering those. Some Capgemini interview questions include 'why do you want to work for Capgemini ?' or 'Why do you want to work in this particular role?'. Other questions will tackle if you have acquired the necessary skill set for the role. The second section requires you to answer how you would handle certain situations. After receiving all the relevant information regarding the scenario you have to analyse those and then answer the question. You are either recorded or you should type your answer in an e-mail. These questions show the different ways that candidates perform, the company is looking for candidates to be “engaged”. Some candidates come overprepared and are rejected as a result. If you don't show engagement and you are just reading off a script, you do not come across as energetic or engaged. It worth preparing questions and possible answers but make sure your answers reflect that you are focusing the case they presented you with. The situation may be the following: 

• You have to write an e-mail to a client
• You have to leave a voicemail to a client

Practising answers for these types of questions is important. A good tool for answering is the STAR Method, which helps you build full and structured answers.

In addition, you will be asked about your qualifications and to explain each line of your CV. It’s a good idea to have it in front of you as well as some notes about it so you can answer the questions clearly and confidently. Practise your interview skills with our interview preparation. 

You will be invited to a half-day Capgemini assessment centre at one of their offices. This is the last stage of the Capgemini hiring process and where all of your skills are analysed at once. There are various different tests and assessments and we will detail them below:

In this exercise, you are put in a room with about 6 other people and given a large amount of information to read through and analyse. You are given 15 minutes for this task. Following this, you are instructed to have a group discussion for about half an hour working out the best options available as well as how you would go about implementing your conclusions. In this stage of events you have to ensure that you are very clear in your ideas, know how to present them to an audience as well as being results oriented. Try to get the other applicants to agree with your conclusions as this shows competency.

Your case study moves directly into your interview. Interviewers tend to be managers from the department you will potentially be working for. You are asked similar strength-based questions to those previously asked in either the video or phone interview. You can be asked questions about your CV, future career motivation, your teamwork and leadership skills alongside competency questions. If you have gotten this far into the process, you are probably familiar with these questions but as this is your first one-to-one meeting with an assessor, you need to make sure to make a good impression. Live interviews can be intimidating and to help you prepare, have a look at our interview preparation package. This exercise is more of a dialogue than the previous interviews so expect a relaxed environment.

Each of the micro exercises below measures one individual strength. They are designed to give a deeper insight into your strengths.

• Written Excercise

You are given a large amount of information about technology trends. Your task is to summarize the information. You should do this in writing.

• Organising 

You are presented with numerous tasks. The challenge is to effectively prioritise your responsibilities.

• Learning

You’re given various learning and development opportunities. You also receive credits and you have to decide how you spend those credits.

In addition to the activities, there are ample opportunities to meet and speak with the managers present at the assessment day. Take advantage of this opportunity to engage them in conversation and show off your knowledge of the company and the industry.

With many high profile clients, this company is one of the biggest IT consultancy firms around. Across the different positions offered, the company takes in about 160 new graduates every year. However, there is serious competition for these spots and over 80% of applicants do not even get to complete the application process.

There are two major streams of the company scheme: Management consulting (part of the CDC department) and the technology consulting community (part of the BTC department). In addition, there is the Capgemini Higher Apprenticeship. We will outline the application process for these positions below and show you where we can help you succeed in the various stages to give you the best chance of making it through.