Dixons Carphone Interview & Assessment Centre Prep
5 PrepPacks™
32 Prepared
800+ Questions









About JobTestPrep’s Dixons Carphone Cubiks-Style Packs

With so many applicants flooding the job market, companies like Dixons Carphone are relying more and more on Cubiks testing to arrive at a well-rounded regarding their candidates. JobTestPrep is your vehicle for success.


Brush Up Your Skills and Boost Your Confidence Before the Dixons Carphone Cubiks Test

Pre- Employment tests have become more difficult, as competition across a spectrum of markets becomes ever fiercer. Dixons Carphone Job candidates will face exams which require intense attention to detail and an ability to answer questions under the strict time frame. To pass your Cubiks on the fly is exceedingly difficult and you do not want to be left unprepared. JobTestPrep has put together perhaps the most comprehensive pre-employment test package on the market, which sharpens your knowledge and skills and helps you run to the finish line. So, boost your confidence now with our advanced drills and study guides and increase your chances of a job offer.


Dixons Carphone Interview Preparation

The Dixons Carphone interview process will usually have several steps, including a phone interview and two face to face interviews: first with a professional hiring manager, and then with HR. The higher the position, the more rounds of interviews you will need to go through, including with VPs and even CEOs. Note that during the final interview you have to present a report or personal project.

Dixons Carphone Assessment Centre Objective

The Assessment Centre is a place where the thorough evaluation of job candidates’ cognitive abilities and suitability for the job is conducted. Among personal and professional qualities that are measured during an assessment, event are leadership, adaptability, quick thinking, problem-solving, and abilities to communicate well with others and work productively in teams. To evaluate these qualities most precisely, employers ask applicants to participate in such activities as oral presentation of a specific topic, group exercise, case studies, role-playing, and simulation exercises. There are also such individual tasks that job candidates are required to perform as taking tests and conversing with potential employers. By inviting applicants to participate in these different activities, employers at the Assessment Centre hope to conduct more just and thorough measurement of their professional traits than they usually do just by asking them to take a test and have an interview. The assessment event lasts one full day or, in some cases, two days and is rounded off by an interview with employers who may offer a job position to successful candidates.

How Is the Verbal Test Scored?

The Verbal Reasoning Test is evaluated not according to the number of correct answers that you get on it. Your score on the test is estimated against the scores of other applicants who are also taking it or those who already work in the positions similar to yours. Employers prefer this method of scoring on the Verbal Reasoning Test because it allows them to choose the top candidate from the pool of applicants. Yet this method can be the bad news for candidates themselves. It is more difficult to withstand the competition when your results are calculated relative to the scores received by others. Even an objectively high score may look comparatively low if all other test results are higher. Your 89% of correct answers will not open you the door to a face-to-face interview if your peers got 90% of answers right. Do not hurt your chances of qualifying for the desired position by not preparing for your Verbal Reasoning Test. Purchase our exclusive PrepPack™ and outshine other job applicants.

How Is the Situational Judgement Test Structured?

The Dixons Carphone’s SJT test may come in several formats and it is important for you to be aware of the various possibilities. Some tests are linear based, while others are interactive in nature. So, what’s the difference? The linear format presents a number of questions to each applicant and in the same order, while interactive uses branching, meaning each answer will dictate the next series of questions. Questions and answers will vary from a specific work scenario with one unique solution to possibly multiple issues requiring multiple solutions. While there is no right or wrong answer, per se, scores are based on the best and worst alternatives as the tester sees it.

How to Solve the Number Series Test with Letters?

Sometimes, numbers in the Number Series Test are substituted with letters. If you have many of questions with letters of the alphabet on your test, take time to write out the letters with their ordinary letters underneath. For example, the letter C will acquire the number 3, the letter T will be 20, and the letter V will have the number 22. After you write numbers under the letters, just treat the questions with letters as if they were questions with numbers. Doing this will save you time and will prevent you from erring.

How Should I Handle the Phone Interview?

First, make sure you have your CV memorized, so you can rattle off past work experiences and skill sets that are listed on your CV. Think of the phone interview as an initial fact-checking mission by the company to put you on the spot, so make sure you do not stutter and come across confident.

Can JobTestPrep Get Me Ready For My Dixons Carphone Cubiks Tests?

For close to three decades we have provided job candidates like yourself with top quality practice tests, study guides and answer explanation to ensure that you are fully ready to take on any test challenge. Our Dixons Test Preparation includes comprehensive Cubiks test practice resources that mimic the real exams you will face. Get Ready for your Dixons Carphone Cubiks Tests today only with JobTestPrep!

How Is the Assessment of Job Candidates Conducted at the Assessment Centre?

While applicants are participating in various activities, their performance is being estimated by several assessors. Assessors are usually people who work as Human Resources consultants or line managers. They score the performance of job candidates against competency frameworks, giving points for every activity, comparing these points between themselves, and summarizing them by the end of the assessment day. Only after discussing all aspect of applicants’ performance do assessors make a hiring decision.


Dixons Carphone, Cubiks, Microsoft, and other trademarks are the property of their respective trademark holders. None of the trademark holders is affiliated with JobTestPrep or this website.


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