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10 PrepPacks™
34 Prepared
800+ Questions







Practise with Our CNA Financial Corporation PrepPacks™

Before applying for a position at CNA Financial Corporation, you should already be thinking about how to best prepare for the variety of aptitude tests that will be part of the hiring process. We have prepared top notch material that will sure to give you a head start and push you above the competition.


Boost Your Confidence for the CNA Financial Corporation Test

Feeling worried about passing your CNA Financial Corporation tests? JobTestPrep offers dozens of test practice tests and study guides, as well as interview preparation materials to ensure that you excel at every stage of the CNA Financial Corporation recruitment process.


CNA Financial Corporation The Interview Stage

Multiple interviews for CNA Financial Corporation positions are a common practice to give decision makers at multiple levels the opportunity to make sure that you are the right candidate for the job. Each interviewer can ask questions from different slants and points of expertise. From the initial phone interview to the final interview/presentation, JobTestPrep will make sure you are ready.

Information for the CNA Financial Corporation Assessment Centre

Many employers have recently decided that it is insufficient just to test and interview their prospective employees because test results and impressions made during interviews are not an altogether reliable method of predicting their future performance at work. More is needed to ascertain that a certain job candidate will make a valuable contribution to a company. At the Assessment Center, job applicants are evaluated more thoroughly: they are asked to make an oral presentation on the topics allotted to them in advance, participate in group discussions, take part in case studies and simulation exercises, and play roles according to scenarios presented to them by assessors. When they become engaged in such variable activities, job candidates reveal their professional potential more fully. To increase the fairness of evaluation, assessors take notes and give applicants points after each activity. By the end of the assessment event, employers compare their estimation of each applicant and winnow out those who scored lower. Only few job candidates arrive at the final stage of the assessment and are interviewed by their potential managers.

How Is the Verbal Test Scored?

You will not receive a raw score on you Verbal Reasoning Test; that is, your results will not be calculated according to the number of questions you answer correctly on the exam. Your score on the Verbal Reasoning Test is calculated relative to the scores of other applicants. Such a method of calculation allows employers to choose the best candidates competing for an advertised position. Candidates, however, may be put in a disadvantageous position by this method of scoring. Even those applicants who do well on the Verbal Reasoning Test may be winnowed out if the majority of their competitors do better than them. Such objectively high percent of right answers as, say, 92 may disqualify you for the position if most of your competitors get 94% of questions right. With such comparative method of evaluation, it is highly advisable to come to the Verbal Reasoning Test well prepared. Practice with our thoughtfully compiled resources and shoot ahead of other applicants.

What Kind of Questions Will I See on the Calculation Test?

On the Calculation Test, you will have questions that will show a mathematical equation. Each of the 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.

What Is a Panel Interview?

Some companies organize panel interviews instead of a regular face-to-face interview. The difference is that in the panel interview, you get an opportunity to meet more representatives of the company than on the usual in-person interview. As a rule, during the panel interview, you will talk with 6 or 7 people, including Human Resources representatives and several of your prospective managers and team leaders. They will take turns to pose questions to you. The recruiters may walk you through your résumé and ask you competency-based questions to ascertain whether you have knowledge and experience to succeed in the new role. Other questions will be situational. The interviewers will expect you to tell them about a difficult situation at work that you successfully resolved by taking certain actions. Sometimes, they will rank your responses on the scale from 1 to 5, while you are answering their questions. If you pass the panel interview well, you may be invited to talk with the higher managers of the company or simply offered the job.

What Do Employers Want from Job References?

It is important to choose your job references thoughtfully, because they may significantly influence your employers’ hiring decision. Although employers form their opinion about job candidates themselves, basing it on candidates’ test results and behaviour during the interview, they still realize that their opinion may be erroneous, based on such essentially limited information. Hence, they turn for advice to people who know applicants better. When they talk to references, employers ask them to describe and evaluate a candidate’s past job duties and experience. They also discuss applicants’ strengths and weaknesses and their accomplishment in the previous workplace. The information collected from references may either strengthen employers’ opinion to hire a certain job candidate or, on the contrary, dissuade them from doing so.

Why Are Assessment Centres a Preferred Method of Evaluation?

Employers have come to understand that a solid CV and interview are simply not enough to assess an applicant’s abilities, strengths and weaknesses. However, by putting job candidates through rigorous testing and to perform a range of actives, the hiring manager can gain a much better sense of what that the applicant is capable of. These tasks can include, group discussions, simulation exercises, case studies, role-playing and short presentations. Tweaking a CV or faking your way through an interview is one thing, but either you can pass the test or you can’t.


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