UBS Application Process Tips
The final interview consists of two separate individual interviews which last for 30 min each. Do some research for the company, including what it did and what it will do, as well as its business strategy. Learn something specific about what the department you are applying to. Lixin T.
In your interview with UBS, you should expect questions focusing on your competencies, such as collaboration, problem-solving, and customer relations. Come prepared with answers about your experience addressing situations which relate to key competencies relating to the UBS corporate clients solutions position. JobTestPrep's Interview PrepPack helps you present yourself in the most efficient way in your interview.
If you are successful during the online testing stage, your next assessment is the UBS telephone interview. The UBS phone interview is mainly competency-based and focuses on assessing you against the key competencies valued at the company. You will be asked about your background and then the interview will move onto the competency questions.
Video interviews are generally conducted with software in which you are presented with a question and then given time to record your answer. For this interview, it is very important to ensure that you have a story to back up your answers. This is best done using the STAR method: first talk about the situation, then the problem, and finally how you dealt with it.
If you were scheduled for a face to face interview, chances are likely it will be a competency-based interview. This type of interview assesses your skills against UBS's values and the requirements of the job for which you are applying. Ahead of the interview, prepare by thinking up as many examples as you can for each required skill. Read up on UBS and the trading job. Draft answers to common questions, and then rehearse answering them.
Please see examples of questions you may encounter as a potential UBS corporate client solutions position below
Aiming to hire the most professional and knowledgeable people, many employers consider interviewing job applicants an insufficient means of determining their suitability for a position. Even pre-employment testing, a popular way of sifting through job candidates, does not guarantee that the right person will be hired. What largely increases chances of weeding out wrong candidates is a combination of such tasks and activities as group discussions, presentations, role-playing, social events, case studies, and psychometric and various written tests. This combination is achieved at assessment centres that host pre-employment events to which prospective employees are invited to demonstrate their professional aptitude individually and in groups. The length of such pre-employment events at assessment centres varies from several hours to a couple of days. While performing different activities, job applicants are expected to show such traits as adaptability, analytical thinking, commercial awareness, creativity, leadership, and good time management. There is a strict elimination at every stage of the assessment process, so not every job candidate arrives at the final interview with high managers that, if they are favourably impressed, may bring an invitation to become an employee in their organization.
The hiring process depends on the number of tasks you have to fulfil. Typically there are hundreds, if not thousands of candidates all applying for the same job. Whilst most of them are filtered out through the use of online tests, that still leaves many who have to go through face to face assessments and interviews.
Online tests and automatic application screening typically take no more than a week. However, you will only know if you have got through to the next stage of the application process once the job posting has been closed. The company will normally take a further month to come up with a shortlist of candidates who should attend interviews and assessment centres. These assessment centres usually take place in the first three months of the year and you get the results typically about a week or two afterwards. We can, therefore, say that the entire process can take up to six months.
SHL aptitude tests are usually comprised of multiple-choice questions. The possible marks for each question are correct, incorrect, and unanswered. When you submit an SHL aptitude test, your answers are first measured against the correct answers. Then, your correct answers are counted, and the rate of correct answers is calculated. To learn more about how results are calculated, read more on the SHL test results page.
Typically you should emphasise why you are the correct choice for the job. You should bring in good examples from past experiences to show that you have the skills needed to succeed. Use the STAR method to answer questions as this provides a complete picture and is an engaging way to answer.
UBS’s recruitment process is rigorous, but with extensive practice, you can improve your chances of being selected for a position. Start preparing yourself now for the company’s aptitude tests, interviews, and assessment centre with JobTestPrep.
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