Capital One Assessment Centre and Graduate Scheme

This page will help you prepare for the Capital One assessment. It includes a detailed guide with free sample questions and a thorough interview process explanation.

What are the Capital One Online Assessment Tests?

Capital One online tests are provided by SHL. The first test which you will have to take is a competency questionnaire. Following on from this test, you will be asked to take the Capital One numerical reasoning test and the Capital One verbal reasoning test.

Both of these tests are supplied by SHL. Preparation for these tests is critical to improving your overall performance.

What is the Purpose of the Capital One Aptitude Tests?

Capital One uses aptitude tests to measure and understand your workplace competencies and capabilities. These tests are often scored by taking your score and comparing it to that of other candidates, then comparing all scores to the benchmark score.

Relevant links

Capital One Assessment Sample Questions

SHL Graduate Numerical Style - Practice Questions

Country Y Import/Export Profits - Year on Year Changes Since 2004 (millions of $)


SHL Graduate Numerical Style - Practice Question

In which year were profits from export-import differences the greatest?

A. 2005.
B. 2009.
C. 2008.
D. 2006.
E. Cannot Say.
Correct Answer
Incorrect Answer

The correct answer is (C) - 2008

This question can be solved in one of two ways: exact calculations or estimations.

The graph depicts changes in export/import in comparison to the previous year. Follow these changes to learn about the changes in export-import differences. Start by finding the difference in 2004 based on the information provided below the chart. Then, use the data in the chart to see if this difference grows or diminishes from year to year.

In 2004, there was a $100M difference (Export-Import = 450 – 350 = $100M). Then, in 2005, export and import balanced each other out (export remained at $450M while imports grew by $100M to equal $450M). In 2006, export increased by $100M while imports decreased by $50M. Thus, the difference between export and import reached $150M:
Difference in 2005 + Export Change in 2006 – Import Change in 2006 = 0 + 100 – (-50) = 150

In 2007 the difference remained the same, as both export and import increased by $50M. In 2008, export decreased by $100M and imports by $150M. As a result, the difference further increased by $50M and reached $200M:
Difference in 2007 + Export Change in 2008 – Import Change in 2008 = 150 + (-100) – (-150) = 200

In 2009, export further decreased by $120M while import increased by $75M, so the difference reduced by $195M to $5M (200 + (-120) – 75 = 5). The data for 2010 is not relevant as it is not included in the answer options.

Thus, 2008 showed the greatest export-import difference.

(Another way to approach this is to find the actual export and import values and then calculate the difference between them for each year.)

Since the graph provides information about the changes in export and import, you can tell if the difference between them grows or diminishes just by carefully looking at the graph. 

Whenever the red line is higher than the blue line, the difference (i.e. profits from export-import difference) grows, and vice versa.

In 2004, export was higher than imports. In 2005, the difference between export and import diminished since export remained the same while imports increased. This can be inferred from the graph – the blue line is higher than the red line.

In 2006, the difference grew as the red line is higher than the blue line (another way to look at it - export increases while import decreases, meaning the difference grows).

In 2007, the difference remained the same as the red and blue lines merged (both imports and export increased at the same rate). 

In 2008, the difference grew even further as the red line was higher than the blue line (though both export and import decreased, the decrease in imports was more significant, resulting in a higher difference).

In 2009, the difference diminished as can be seen by the reverse trend in lines (and the fact that imports increased while export continued to decrease). The data for 2010 is not relevant as it is not included in the answer options.


About Capital One Numerical Test

In the numerical test, you will encounter numerical data in the form of a table or a graph, followed by multiple-choice questions relating to them. 

Answering the questions often requires you to show basic maths aptitude and to perform calculations involving fractions, percentages, ratios, and conversions.

SHL Verify Verbal Reasoning Practice Questions

Choose whether the statement is true or false according to the text below.

Translated novels written by female writers are a small subset. Translations make up a tiny fraction of the books published in the UK and US, and roughly a quarter of them are written by women. 

Various recent counts have found that about 26% of English translations are female-authored books (although the gender balance among the translators of this subgroup is roughly equal). 
That means that fewer than 100 foreign-language books authored by women make their way to the UK every year. But things may be changing. 

Two new publishing houses have been founded in the UK, whose mission is to publish only translations of books authored by women. There is still plenty of non-English writing waiting to be published.

About half of translators in the UK are women.

A. True.
B. False
C. Cannot Say
Correct Answer
Incorrect Answer

The correct answer is Cannot say.

"Various recent counts have found that about 26% of English translations are female-authored books (although the gender balance among the translators of this subgroup is roughly equal)" - 

It is indeed mentioned in the passage that of the number of translated books written by women, about half were translated by women. But that does not tell us anything about the number of male and female translators in the UK in general.


About the Capital One Verbal Test

There are various levels of SHL verbal tests. In the operational level of tests, you are assessed most typically on your ability to: follow instructions, comprehend verbal passages, show technical understanding, complete sentences, as well as various other verbal-related tasks. 

The skills are assessed on a deeper level in the graduate level tests. In order to understand how to answer the questions it is imperative you learn the required skills. 

This can be done by using our specially prepared PrepPack™ which gives you not only the skills needed to answer the questions correctly but also the understanding of how to complete the entire test in the time allotted.

SJT Management Practice Question

Mary has been working in your department for six months. Her work is quick, she meets deadlines, and she is friendly to other employees. 

However, she seems to be careless in her work—she doesn’t pay attention and doesn’t check herself properly. You have tried to work on this issue with her, but it doesn’t seem to change.

Although she meets her deadlines, discovering and correcting her errors has caused major setbacks to your team, as well as the delay of some product releases. Eventually, you have decided to let her go. 

However, Mary spoke to the HR department and asked them to find her a new position in the company. They are asking for your input on her.

What would you say?

A. Emphasise that her lack of accuracy would interrupt any type of work and that, unfortunately, your recommendation is to let her go.
B. Say that Mary is friendly and that her work is quick but very inaccurate.
C. Emphasise her qualities, and only mention the problems in a word so that she gets a fresh start in her new positions.
D. Tell them that since you have fired her, you can’t provide an impartial opinion.
Correct Answer
Incorrect Answer

Best response: B
Primary competency: Conscientiousness
Secondary competency: Organisational thinking

Explanation: In this question, you are asked for your professional opinion of a former employee. You like the employee personally, but your overall opinion is that her carelessness is harmful.

Response A is honest and emphasises the harmfulness of the employee’s carelessness. However, this feedback lacks the employee's good qualities—her quick work, her time management, and her ability to work in a team.

Although in her position in your team, her lack of attention was harmful, the overall feedback that should be delivered to the HR department should include all of these qualities for the sake of fairness, as well as for the possibility that they may find her a better fitting position that requires speed over accuracy.

Response B is the most honest and fair description of the employee. As said above, this feedback includes her qualities as you really see them and allows the HR department to make an informed decision regarding her request.

This response shows integrity and organisational thinking. You provide an honest opinion and maintain a bigger-picture perspective.

Providing positive feedback without including your opinion on the employee’s more problematic attributes (response C) is highly irresponsible.

This employee might be transferred to another department in which she will cause more damage. This response lacks integrity. Moreover, your good intentions will be in vain if this does happen and she finds herself being terminated again.

Not providing your opinion (response D) is, again, likely to harm the company and the employee. 

In addition, the rationale that you can’t provide an objective report is flawed. You are not asked for an objective summary of her functioning but for your professional subjective opinion as someone who has managed her.



About the Capital One Situational Judgement Test

The scenarios presented on SJTs always ask for a resolution of a given conflict which, although hypothetical, might very much rely on, or represent, realistic situations that occur in a workplace. 

You will then be asked to choose a preferred method of action out of a number of possible options. 

You are encouraged to choose your responses spontaneously, based on intuition; however, analysing the scenarios and choosing responses that highlight your skills will allow you to better present yourself on the test.


Get Ready for Your Capital One Assessment Tests

JobTestPrep’s SHL-style Capital One PrepPack™ is designed by our team of experts with your success in mind. Our highly comprehensive practice tests and study guides will give you a definite advantage in both confidence and ability throughout the length of the Capital One recruitment process. Start practising today!

Capital One Interview Process

The capital One interview will consist of two parts, a behavioral interview, and a case-study interview.

Capital One Video Interview

If you successfully pass the online testing, you will be invited to take the Capital One video interview. This kind of interview can best be described as a behavioural interview. You will be required to talk about specific experiences that you may have had at school, at university or at the workplace. The format of the interview will be a standard question and answer format. Typical questions might include:

  • Can you tell me about the time you used your influencing skills?
  • Describe a project that made you very proud
  • Why do you think you are a good fit for Capital One? 

Capital One Case Study Interview

The second part of the Capital One interview which will occur, should you be successful with your behavioural interview, is a case study type interview.

This kind of interview will let you experience what it would be like to work for Capital One. It will involve discussing a business problem with your interviewer. The discussion will be broad and more like a two-way chat than one-way question and answer session. The object of the exercise is not just about reaching a solution, the interviewer is also interested in how you reach the solution and your thought processes. You can practise for these interviews using the materials that JobTestPrep provides. 

About Capital One

Capital One is a US-based bank holding company that specializes in credit cards and bank loans. They also have an extensive graduate program. You can learn about the job application process and gain tips, thus giving you the best possible chance of success by using the materials at JobTestPrep. SHL-style assessment tests are Capital One’s most common pre-employment tests.

Capital One Graduate Scheme

The Capital One graduate scheme offers a highly competitive salary. This reflects the opportunities that are available for new graduates. The scheme offers graduates an opportunity to build on their creative instincts and grow within the company. The flat structure of the company allows graduates to work with the most senior people in the organization, which can help further your development.

This would suggest why the recruitment process is highly competitive, as many graduates consider this opportunity to be highly attractive.

The first part of the application process is designed to be straightforward. The contents of your CV will form most if the basis of the decision on whether the HR team at Capital One decides to move your application forward. If you are shortlisted, you will be asked to complete some online tests.

Capital One Assessment Day

The final part of the recruitment process is the Capital One Assessment Day. You will be invited to attend the Capital One Assessment Day only if you are successful in the previous interview stages. The Capital One Assessment Day will include two or three additional case study interviews (depending on how many people are in attendance) plus a further behavioural interview.

There will also be an additional interview that is specific to the role that you have applied to. The final part of the Capital One Assessment Day will be your chance to ask more in-depth questions about the company and the scheme in general. It is important to ensure that you have come prepared for this. Good Luck!

Frequently Asked Questions

What is the Purpose of the Capital One Aptitude Tests?

Capital One uses aptitude tests to measure and understand your workplace competencies and capabilities.

These tests are often scored by taking your score and comparing it to that of other candidates, then comparing all scores to the benchmark score.

How are Verbal Reasoning Test Results Measured?

Applicants’ results on the Verbal Test are not measured by their correct answers; that is, by a raw score.

Your scores are rather counted relative to scores received by other employees who are either competing for the same role or are employed in similar positions.

This method of measuring applicants’ results on the Verbal Test lets employers hire not just those people who do well but those who are among the top scorers.

This method also makes the test more difficult, because even if your score is objectively high, it still may prove insufficient when compared to the scores of others.

Suppose you receive such a high mark on your Verbal Test as 91. Were the test evaluated according to your raw score, you would stand a good chance of being shortlisted for an interview.

But if most of the applicants score higher than 91, your result would be deemed low and you would not be invited to move to the next level in your application process.

Judged against other people’s achievements, you surely need to prepare for the test in advance.

Study with our sophisticated resources, outperform other people on your examination and avail yourself of the opportunity to leave a favourable impression on your recruiters during your face-to-face interview with them.

What is an SJT?

The Situational Judgement Tests (SJT) are psychological assessments where you are presented with hypothetical, yet realistic, scenarios related to the job in which you are applying.

SJTs have become a popular tool used by assessment companies, employers, and organizations to evaluate the behavioural and cognitive abilities of candidates when introduced to daily work-related situations.

Why are Pre-Hire Numerical Reasoning Tests Important?

Your ability to analyse, comprehend, and use numerical data is crucial in many fields.

Since Capital One uses these tests to gain a better understanding of your numerical capabilities, it is recommended that you brush up on these skills prior to being asked to take the test.

What is a Panel Interview?

A Panel Interview is a type of face-to-face interview. Unlike a regular in-person interview, where you will speak to a Human Resources representative and your prospective manager, in the panel interview, you will have a conversation with four or six people simultaneously.

The people to whom you talk on the panel interview most probably will be a Human Resources manager, team leaders, and managers of several departments where you can work, if employed.

Questions asked during the panel interview are mostly competency-based. You will need to tell them about your education and working experience.

To answer situational questions well, think about the situation that presented challenges in your former workplace and that you resolved by making a smart decision.

The company’s recruiters will want to know why you arrived at this specific decision and why you did not pursue available alternatives.

They may also want to walk you through your résumé and ask you questions about the companies for which you worked in the past. In return, recruiters will tell you about the company’s business goals and structure.

The panel interview may take up to two hours.

JobTestPrep is a leading test prep company that offers accurate practice simulations for hundreds of pre-employment tests. Since 1992, it has helped 1M+ candidates. If you have any additional questions about the Capital One assessment Test, feel free to send us an email, we usually reply within 24 hours.


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