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Preparation for the Serco Group Hiring Process

Founded in 1987, Serco is one of the biggest providers of public services to governments, with over 50,000 employees in more than 20 countries. They offer public services to improve the safety and security of communities worldwide. Serco runs in five sectors of public-service provision: Health, Transport, Justice & Immigration, Defence and Citizens Services as well. They operate in North America, UK, Europe, Middle East, Australia, Hong Kong and New Zealand. Serco aims to hire people who are passionate and who can offer insightful ideas for improvements. Available positions may be found in the customer service, analyst, and counsellor fields.

Learn about the Serco Group recruitment process below:

Application: When fulfilling the Serco application process, creating a ‘candidates profile’ is the first step to registering for a job online through their website. Applicants may also apply in-person or through a recruiter.

Telephone Interview: If an individual’s CV and application form match the qualities and skills needed for the requested job position, an HR representative will call them to conduct a brief screening interview over the phone.

In-Person Interview: For the following step, applicants will be asked to partake in face-to-face interview/s. This stage may consist of several interviews which can be led by one or more employers. The Serco Group Assessment Centre entails a half or full-day group interview with other candidates.

Tests: Entrance exams are conducted so that companies can measure each applicant’s cognitive and technical abilities, as well as their personality. The Serco Group test process often include various pre-employment tests.


The Serco Group Cut-e Test

Cut-e offers psychometric exams which use a renowned method of measuring candidates’ aptness for the career they are interested in. Some of the Serco Group aptitude tests include Cut-e (Aon) exams which measure one’s reasoning abilities by evaluating their numerical, verbal, and abstract skills. The Cut-e numerical exam evaluates candidates’ aptitude when analysing and solving complicated numerical information in a short amount of time. Cut-e’s verbal exams score how well one comprehends verbal passages, while Cut-e’s Discovering Rules exam (Scales IX) assesses apprentices’ and graduates’ rational non-verbal thinking skills and how efficiently they can identify patterns. The Cut-e Scales CLS test measures one’s non-verbal thinking aptitude and classification capabilities.

Other Serco Group assessment tests may be given to assess applicants’ behavioural patterns and characteristics, such as the Cut-e Situational Judgement Questionnaire (SJQ). This exam appraises how test-takers act in work-related situations. Another assessment is the Personality Questionnaire, which displays various statements and asks that candidates rate how highly the statement represents themselves. The Values Questionnaire assesses one’s ethics, goals, and interests to see how they will fit into the company’s culture. Lastly, the Integrity Questionnaire aims to foresee one’s unwanted behaviours in the workplace.

Start Preparing for the Serco Group Cut-e Test Process with JobTestPrep.

Serco Group Interview Questions

The main goal of the Serco Group interview process is so that the hiring team can gain deeper insight into candidates’ skills, knowledge, and personality. Practising to answer possible Serco interview questions is recommended, as it will help applicants feel more prepared and confident when being evaluated.

Some interview questions which may come up are:

  • Why Serco Group?
  • How do you handle difficult situations at work?
  • Where do you see yourself in 5 years?
  • What is your biggest weakness?


Serco Group, Cut-e, 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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