Australia and New Zealand Banking Group (ANZ) Assessment Tests, Hiring Process & Interviews Online Preparation – 2024
What Is ANZ?
ANZ was formed in 1951 when Australasia Bank merged with Union Bank of Australia Limited. ANZ operates in 34 countries outside of New Zealand and Australia. The list of countries includes China, the Philippines, Vietnam, Taiwan, Singapore, UAE, Germany, Japan, the U.S, and the U.K. Headquartered in Melbourne, Australia, it serves over 10 million customers, and operates 1,200 branches. It is the largest bank in New Zealand and the third-largest in Australia.
ANZ offers professional opportunities for those interested in retail banking, business banking, marketing, wealth management, private banking, technology, commercial, and agricultural banking. Along with traditional hires, ANZ also offers opportunities for graduate programs and summer internships. They offer employee benefits that encourage a healthy work-life balance, these benefits include:
Health and well-being programs
Life-style leads
Flexible work schedules
Charity matching
Product discounts
What Is ANZ’s Recruitment Process?
Application
The hiring process begins as soon as you create a profile on the ANZ careers portal. After creating a profile, you can upload your CV. Make sure your CV and clever letter highlight all your relevant experience, any projects you have worked on that are worthy of note, and anything that makes you stand out as a candidate. The application may have some questions about your reasons for applying. Apply close to the time of the job posting as possible, to give your application maximum exposure. Candidates who are select to move on to the next stage of the process will be notified after the job posting is closed.
ANZ’s Psychometric Exams
To make certain all their focus goes on the best talent, at some stage in the process applicants will be required to take a series of online assessment tests. These will be a combination of reasoning and psychometric tests. ANZ generally uses SHL tests. These tests will vary in difficulty depending on the job you have applied for. Each position has its own combination of tests. You will most likely be given a variation of these tests:
Situational Judgement Test – Every individual has a different approach to managing certain situations. To identify the candidates who respond in the way they would prefer, hiring companies often give situational judgment tests. Situational judgment tests present you with a series of workplace scenarios, and options you must rank from best to worst. Each option is given in a way that makes it seem positive, to prevent test-takers from using the tone to rank them.
Workstyle Preference Questionnaire – The most qualified employee will not do well in the wrong work environment. The work style preference questionnaire attempts to circumvent this by analyzing an individual’s work style, and preferences. It does this by asking you to pick descriptions that most closely describe you.
Numerical Reasoning Test – The numerical reasoning test is a measure of several things. Your ability to interpret numerical data sets on graphs, and your ability to perform under pressure. You will need to answer questions based on the information given to you in charts and graphs while working against the clock. You must answer as many questions as you can within the allotted time. The number of questions and the time allowed will vary based on the version of the test you are given.
Verbal Reasoning Test – Being able to understand directions, come to conclusions about work-related things you have read, and communicate ideas effectively are important in all positions. The verbal reasoning tests have you read several passages and answer multiple-choice questions. The questions are purposefully phrased to force you to use critical thinking skills to answer correctly. This test is also timed, and you will have 18 minutes to answer 24 questions.
Abstract Reasoning Test – The abstract reasoning test measures how well you can reason without using words or numbers. You will be given different shapes and patterns and will need to figure out the rules each sequence follows to complete the patterns.
Interviews
Your first interview with ANZ will be a telephone interview. This will be a screening interview, to verify any questions they may have about your CV and qualifications. Since this is your first opportunity to talk to a recruiter take the opportunity to ask questions about the company and the job.
Your next interview will be face to face. The interview is competency-based and will also focus on how well you fit the ANZ core values. These values are accountability, integrity, excellence, and respect. Use the STAR method when answering questions to help give your answers greater context. Examples of questions you may be asked during your interview include:
Which skills do you have that make you an effective leader?
What are some things that you think may be challenging about this job?
Where do you plan to be, career-wise, in the next 5 years?
Have you ever made a decision you regret?
ANZ’s Assessment Centre
If you are applying for a graduate position the final step in the hiring process is an assessment centre. During an assessment centre, you will be asked to participate in a number of job simulating activities. This gives HR and the hiring managers a chance to see how individuals perform in a work setting. There are group as well as individual exercises.
Group activity case study – The main objective of the group activity is to determine who works well as part of a team, and who shows leadership potential and the ability to accept feedback. The candidates will be divided into groups and will be given a brief about a fake company. You will need to work together to come up with a business plan for this fictitious company. You will be evaluated on the effectiveness of your plan, as well as on your teamwork ability.
Written exercise – For the written exercise you will be presented with a case study. You will be given time to evaluate the study and write up your conclusions and solutions.
Assessment tests – You may be required to retake assessment tests you have already taken to verify your score. You may also be asked to take new tests.
Final interview – For graduate applicants, your final interview will be given during the assessment centre. Many times candidates are narrowed down during the day, so only the final job-seekers will be given interviews.
How to Prepare for ANZ’s Assessments?
The most difficult part of prepping for online assessment tests is knowing how to get ready for the psychometric tests. Since there are no right or wrong answers, they can seem very random. The best thing you can do to prepare yourself for these is to learn as much as you can about ANZ, their core values, and their corporate culture. This will give you some knowledge about what they find desirable in an employee. Never try to “cheat” the test by picking the most positive-sounding answers or responding the way you think they want you to. Be honest, but also use your common sense. Respond to all the questions as though you are on the job.
The reasoning tests are somewhat easier to prepare for since they are testing measurable skills. Refresh your math skills and find a resource to use to help understand how to interpret graphs. Logic puzzles and sudoku can help strengthen the reasoning centres in your brain. Reading, refreshing your vocabulary, and finding ways to quiz yourself, will help you with your communication skills, and verbal abilities.
If you are taking the tests from your personal computer and not at a testing centre, create a test friendly environment for yourself. Free the area of distractions, and make sure you have a good internet connection. When taking the timed tests move along if you get stuck. If you just cannot figure it out, guess. You will not be penalized for wrong answers.
The hiring process for ANZ can seem a little arduous. Stay focused and do not let pressure cause you to freeze on the tests. A little extra practice and you will be on the road to accepting a job offer from ANZ.
