Marks and Spencer is one of the biggest retailers in the UK, with over 700 stores across the UK and with around 80,000 employees serving them. They recruit at many different levels and for a wide variety of jobs. The Marks and Spencer graduate careers scheme has an annual intake of 200 with many varied positions. The recruitment process depends on the role you are applying to. JobTestPrep has been preparing candidates successfully for their hiring process since 1992. We are proud to offer you a thorough preparation package that includes practices for all types of assessments used in Marks and Spencer's recruitment. Start practising today to land your desired job.
The Marks and Spencer online tests usually accompany the M&S application forms. These tests are provided by CEB’s SHL. The table below shows some of the common tests that popular positions require.
|Verbal reasoning test||M&S Graduate Scheme/
School Leaver Programme
|Numerical reasoning test||M&S Graduate Scheme/
School Leaver Programme
|Situational judgement test
(Talent Screen test)
|M&S Graduate Scheme/
School Leaver Programme
|Personality test||Customer Assistants
This test assesses your ability to understand and use written information. This test, known as the SHL Verify Test, contains 30 multiple choice questions to answer in 19 minutes. The verbal reasoning test involves reading a short text (in all there are 10 of them in the test) and answering three questions based on what you have read. The questions involve a statement which you have to classify as true, false, or you cannot say based on the information in the text. The tight time limit (just over a minute and a half for each set of three questions) places pressure on you to try to read texts too quickly or to answer questions in haste. Learn about how you can manage your time in these tests better and prepare practice tests with our SHL-style practice test pack.
This test examines your ability to use information provided in a numerical format. This test, also from the SHL, involves answering 18 multiple choice questions in 25 minutes. Information is presented in a table, chart or graph, and you need to be able to calculate the answers in order to choose the correct answer. You may use a calculator to help you with the various calculations. Working out answers can take a while, but doing practice tests will help you increase your speed, and allow you to answer more questions in the test. Prepare for this test with our JobTestPrep SHL-style numerical practice packs.
This test is one of the most commonly taken tests. It is part of the application form for many store-based roles. The talent screener or situational judgement test is used to get a look at how well you will perform with M&S. The questions on this test are based on scenarios you could find yourself in as an employee of Marks and Spencer. This test is not timed, so you have plenty of time to think about each scenario without rushing. You can prepare for this test by reviewing the M&S competencies, including those set out in your application form. Our situational judgement test practice pack helps you familiarise with this type of test and develop strategies for identifying the most appropriate choice.
Applicants to in-store jobs will also receive a personality test as part of their application. The aim of this test is to establish how well your values fit in with the company’s values as set out in your job description. The SHL occupational personality test (OPQ) will test you against 32 different workplace characteristics. Familiarise yourself with the personality test with our personality test practice pack. Prepare for your in-store online tests with our personality test pack.
Our wide range of pre-assessment practice materials has been created to ensure your success. Improve the skills you need to pass your Marks and Spencer assessments using our comprehensive practice tests and study guides. Not only will you take your aptitude tests with confidence, you will also raise your probability for success.
Marks and Spencer will most likely begin with a screening interview phone call. After seeing that your resume fits the bill, a representative will call you to ask a series of brief background and technical questions to further weed out unwanted candidates. The next stage will usually entail a sit-down face to face interview where you will be asked more in-depth questions on subjects not covered during the initial phone screening or written application. Be ready for curveball questions and open-ended question that provide your interviewer with more background info. Feel free to ask your own follow up questions to gain clarity and better focus your remarks.
An Assessment Centre offers a more precise method of evaluating potential employees’ suitability for jobs. Employers have long come to conclusion that inviting job applicants to the Assessment Centre for a whole day or two yields more exact understanding of their professionalism and personalities than simply testing or interviewing them. Evaluating applicants during events at the Assessment Centre is more efficient because they are required to do different activities there: to participate in group discussions and role-playing, make presentations, take part in social events and case studies, and pass different written tests. Combined, these activities reveal job candidates’ personality and professional aptitude more fully. Among qualities that they bring to light in candidates are analytical thinking, commercial awareness, adaptability, and leadership. For employers, inviting job applicants to the Assessment Centre minimizes the risk of hiring wrong people. Participating in difference activities at the Assessment Centre is not always a pleasant experience, however. Candidates are eliminated at every stage of the event. Not many of them, therefore, arrive to the final interview with a company’s managers that, if they are favourably impressed, may culminate in a job offer.
Throughout your application process, you are assessed against a set of desirable competencies. These can be split into two parts: guiding principles and competencies.
Marks and Spencer administers a Situational Judgement Test to job applicants in order to assess critical thinking, decision making and judgement calls. Your future employer wants to understand what makes you tick and how your behavioural traits will add or subtract from the office environment. During the test, you will be faced with various office conflict scenarios and asked which course of action would best relieve the conflict. Answers can range from a single answer to multi-layer solution presented in a multiple-choice format.
Often times the Marks and Spencer numerical assessments will cover concepts and material you may not have used for many years. Even if you are feeling confident in taking your Marks and Spencer numerical assessments, it is advisable for you to practise in order to improve your analytical and numerical comprehension skills prior to taking the test.
During your Marks and Spencer interview you can expect a wide range of questions from “tell me about yourself?” to more difficult questions like “why are you the best candidate for the position?”; You might even get some outside the box question like “Why are manhole covers round?” or “If you were hosting a dinner party and could invite three people, dead or alive, who would you invite?”. So, what is the interviewer setting out to accomplish? They want to get a sense of your skill base, knowledge, character and experience to assess if you are the right fit for the job and the company at large.
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