Which big employers use aptitude tests?
We read the graduate and internship hiring pages of the FTSE 100, the Euro Stoxx 50 and the 50 largest US companies, and recorded every test, interview and assessment stage they name. Seven charts, every employer listed, CSV included.
By Leon Falkner, Data & Research Analyst · Reviewed by Aarav Vardhan, Editor-in-Chief · Published 23 October 2026 · 12 min read
About this study
- Report type
- Data study from employers' own careers pages
- Sample
- 200 employers: FTSE 100, Euro Stoxx 50 and Fortune 500 top 50 (2026)
- Coded
- 124 whose own pages describe their graduate or intern selection
- Read
- 23 October 2026, at the start of the 2027 application season
- Licence
- CC BY 4.0 (our coding and charts)
- Version
- 2026.10
- Sources
- 7
26% of the 124 big employers that describe their graduate and intern hiring (UK 43%, Europe 24%, US 0%) name a reasoning or aptitude test, but only 16 name its type and 9 the test company. IQ Metrics Research read the careers pages of 200 FTSE 100, Euro Stoxx 50 and top Fortune 500 employers in October 2026.
01 Key findings
- 26% name a reasoning or aptitude test (32 of 124 employers that describe their selection, October 2026): 43% in the UK, 24% in Europe and 0% in the US (US careers pages describe interviews; a page that names no test does not prove there is none).IQ Metrics Research coding, 23 October 2026
- Most do not say which test. 16 of 124 name the type (numerical, verbal or logical) and 9 name the test company; numerical reasoning is the type named most (10%).IQ Metrics Research coding, 23 October 2026
- 40% use a recorded video interview and 44% an assessment centre or assessment day; 6% use a game-based test.IQ Metrics Research coding, 23 October 2026
- Two routes dominate, and they split by region. 15 of the 23 employers that list only an application and an interview are US companies; 14 of the 19 that list online tests, a video interview and an assessment centre are UK employers. The average employer lists 3.3 steps.IQ Metrics Research coding, 23 October 2026
- 23 employers set rules for applicants’ own use of AI tools such as ChatGPT; 6 say AI helps screen or score applicants and 4 say AI is not used to assess anyone.IQ Metrics Research coding, 23 October 2026
02 Statistics to quote
of 124 big employers that describe their graduate and intern hiring say it includes a reasoning or aptitude test.
IQ Metrics Research, Oct 2026employers name the type of reasoning test (numerical, verbal or logical); 9 name the test company.
IQ Metrics Research, Oct 2026use a recorded video interview, often right after the online tests.
IQ Metrics Research, Oct 2026hold an assessment centre or assessment day, most often as the last step.
IQ Metrics Research, Oct 2026use a game-based test; 6 say AI helps screen or score applicants.
IQ Metrics Research, Oct 2026employers set rules or give guidance on applicants’ own use of AI tools.
IQ Metrics Research, Oct 202603 How many big employers use aptitude tests?
Most of those that say how they hire graduates mention a test, but far fewer say what it measures. Of the 200 employers we sampled, 124 describe at least one selection step for graduates or interns on their own careers pages. 68% of those (85) mention an online test or assessment, and 26% (32) say it includes a reasoning, cognitive or aptitude test [1].
The other 76 employers drop out of the counts: 23 have no early-careers programme page (mostly investment trusts and holding companies with few staff of their own), 32 have one but do not say how they select, and 21 could not be read (their pages sit behind security checks we do not get around, or we found no hiring pages). Because a test is counted only when a page names it, every share on this page is a floor: some employers that say “online assessment” will be using a reasoning test without saying so.
From 200 big employers to the ones that say which test you will sit
FTSE 100, Euro Stoxx 50 and the 50 largest US companies (Fortune 500, 2026). Each step counts employers whose own careers pages say it. Between the bars: the share that goes on from the step above.
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
Data table
| step | count | pct_of_first | pct_of_previous |
|---|---|---|---|
| Large employers sampled | 200 | 100 | 100 |
| Have an early-careers page | 156 | 78 | 78 |
| Describe how they select | 124 | 62 | 79.5 |
| Name an online test or assessment | 85 | 42.5 | 68.5 |
| Say it includes a reasoning or ability test | 32 | 16 | 37.6 |
| Name the type (numerical, verbal or logical) | 16 | 8 | 50 |
| Name the test company | 9 | 4.5 | 56.2 |
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The pages are vague in a way that matters to applicants. 16 employers name the type of reasoning test, 16 say only “reasoning”, “cognitive” or “aptitude”, and 53 mention an online assessment without saying what it tests. The other 39 describe a process with no online test at all; 23 of them list nothing but an application and an interview.
How specific employers are about their reasoning tests
The 124 employers that describe their selection, by the most specific thing their pages say about a test.
- Name the type (numerical, verbal or logical)1613%
- Say reasoning or ability, type not named1613%
- Mention an online test, content not said5343%
- Name no online test at all3931%
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
Data table
| what_the_pages_say | value | share_pct |
|---|---|---|
| Name the type (numerical, verbal or logical) | 16 | 12.9 |
| Say reasoning or ability, type not named | 16 | 12.9 |
| Mention an online test, content not said | 53 | 42.7 |
| Name no online test at all | 39 | 31.5 |
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04 Which aptitude tests do employers use?
Where the type is named, numerical reasoning leads: 10% of employers name it, against 2% for verbal reasoning and 5% for logical, inductive or critical-thinking tests. Situational judgement tests (how you would handle a work situation) are named by 8% and personality or work-style questionnaires by 19% [1].
What big employers say their graduate and intern selection includes
Percent of the 124 employers whose own pages describe how they select (UK, Europe and US together). A test is counted only when the page names it, so these are floors, not totals.
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
Data table
| label | value |
|---|---|
| Any online test | 68.5 |
| Assessment centre or assessment day | 43.5 |
| Recorded video interview | 40.3 |
| Any reasoning or ability test | 25.8 |
| Personality or work style | 19.4 |
| Coding or technical | 15.3 |
| Numerical reasoning | 10.5 |
| Situational judgement | 8.1 |
| Game-based | 5.6 |
| Logical or critical thinking | 4.8 |
| Verbal reasoning | 2.4 |
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- Numerical reasoning
- Questions on tables, charts and percentages, against the clock. Our practice numerical test uses the same kind of items.
- Verbal reasoning
- A short passage, then statements to judge true, false or cannot say. See our verbal test.
- Logical or critical thinking
- Patterns in shapes or rules (inductive, abstract, diagrammatic), or judging arguments (Watson-Glaser style). Try the logical reasoning test and the critical thinking test.
- Situational judgement
- Work scenarios with possible responses to rank or pick. Our situational judgement test follows that format.
- Game-based assessment
- Short games that record how you play (speed, risk, memory, choices) instead of asking questions.
- Recorded video interview
- Questions on screen, answers recorded on webcam with no interviewer present, reviewed later.
05 Do UK, European and US employers test differently?
Among employers that describe their selection, 43% of FTSE 100 companies name a reasoning or aptitude test, against 24% of the Euro Stoxx 50 and 0% of the 50 largest US companies. 57% of the UK group use a recorded video interview and 72% an assessment centre (US: 24% and 0%) [1].
The gap is partly in how the two write about hiring. US student pages describe interviews and say little about tests; the test they spell out most is a coding test for technical roles (21% of US employers). The same company can tell two stories. Bank of America’s student application page lists screening and interviews for the US and Canada, but an assessment centre for Europe, the Middle East and Africa and a HireVue digital interview for Asia Pacific. Disney’s UK early-careers page (2023) lists numerical, verbal and logical reasoning tests, while its US pages list interviews [1].
Because we coded each company’s home-market pages (US pages for the Fortune 500, UK pages for the FTSE 100), the comparison is between hiring cultures, not just between companies. The US group is also smaller once employers without a described process drop out (33 of 50, against 54 of 100 in the UK).
UK employers name more tests and assessment centres than the largest US companies
Percent of employers that describe their selection, UK (FTSE 100, n = 54) against US (Fortune 500 top 50, n = 33). Europe (Euro Stoxx 50, n = 37) is in the data table.
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
Data table
| selection_step | US (Fortune 500 top 50) | UK (FTSE 100) |
|---|---|---|
| Any online test | 42.4 | 90.7 |
| Any reasoning or ability test | 0 | 42.6 |
| Numerical reasoning | 0 | 24.1 |
| Verbal reasoning | 0 | 5.6 |
| Situational judgement | 3 | 13 |
| Game-based | 0 | 7.4 |
| Recorded video interview | 24.2 | 57.4 |
| Assessment centre or assessment day | 0 | 72.2 |
| Coding or technical | 21.2 | 13 |
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Every selection step by region (percent of employers that describe their selection)
| Selection step | UK (FTSE 100) | Europe (Euro Stoxx 50) | US (Fortune 500 top 50) | All |
|---|---|---|---|---|
| Any online test | 91% | 60% | 42% | 68% |
| Any reasoning or ability test | 43% | 24% | 0% | 26% |
| Numerical reasoning | 24% | 0% | 0% | 10% |
| Verbal reasoning | 6% | 0% | 0% | 2% |
| Logical or critical thinking | 9% | 3% | 0% | 5% |
| Situational judgement | 13% | 5% | 3% | 8% |
| Personality or work style | 26% | 22% | 6% | 19% |
| Game-based | 7% | 8% | 0% | 6% |
| Coding or technical | 13% | 14% | 21% | 15% |
| Recorded video interview | 57% | 30% | 24% | 40% |
| Assessment centre or assessment day | 72% | 40% | 0% | 44% |
| AI scoring stated | 7% | 0% | 6% | 5% |
| Rules on applicants’ AI use | 26% | 16% | 9% | 18% |
| Employers describing their selection | 54 | 37 | 33 | 124 |
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
06 Which industries use aptitude tests most?
Among industry groups with at least 10 employers describing their selection, Consumer, retail and leisure name reasoning tests most often (35% of 23) and industrials, autos and transport least often (9% of 22). Industry and region overlap: health and tech employers in the sample are often US companies, which name fewer tests, so read these rows with the regional gap in mind [1].
Which industries name which tests
Percent of employers in each industry group that name each step (number of employers in brackets). Groups with fewer than 8 employers describing their selection are left out (Mining, chemicals and materials, Real estate and trusts).
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
Data table
| industry_group | Any reasoning | Numerical | Verbal | Situational judgement | Game-based | Personality | Video interview | Assessment centre | Coding |
|---|---|---|---|---|---|---|---|---|---|
| Insurance (9) | 44 | 33 | 0 | 11 | 0 | 22 | 44 | 78 | 11 |
| Consumer, retail and leisure (23) | 35 | 13 | 9 | 13 | 4 | 17 | 44 | 48 | 4 |
| Banks and finance (24) | 33 | 8 | 0 | 17 | 8 | 21 | 50 | 42 | 42 |
| Energy and utilities (10) | 20 | 20 | 10 | 10 | 0 | 30 | 40 | 50 | 0 |
| Health and pharma (14) | 14 | 7 | 0 | 0 | 7 | 7 | 36 | 14 | 0 |
| Tech, media and telecoms (16) | 12 | 0 | 0 | 0 | 12 | 19 | 31 | 38 | 38 |
| Industrials, autos and transport (22) | 9 | 0 | 0 | 4 | 4 | 9 | 36 | 50 | 4 |
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07 What are the stages of a graduate application?
There are two common routes, and where an employer is listed decides which one it describes. 23 employers list only an application and an interview, 15 of them US companies. 19 list the classic graduate-scheme route of online tests, a recorded video interview and an assessment centre, 14 of them UK employers. Across all 124 employers that give an order, 61 start with online tests and 45 end with an assessment centre; the average employer lists 3.3 steps including the application [1].
How graduate selection starts and how it ends
124 employers whose pages give the order of their selection steps: the first step after the application, and the last step they list (for the 25 that list a single step, the first step is also the last). Hover or tap a ribbon.
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
Data table
| from | to | employers |
|---|---|---|
| Employers that list their steps | Interview first | 48 |
| Employers that list their steps | Assessment centre or final interview first | 2 |
| Employers that list their steps | Online tests first | 61 |
| Employers that list their steps | Video interview first | 13 |
| Interview first | Ends with an assessment centre | 6 |
| Interview first | Ends with a final interview | 12 |
| Interview first | Ends with an interview | 23 |
| Interview first | Ends with online tests | 7 |
| Assessment centre or final interview first | Ends with an assessment centre | 1 |
| Assessment centre or final interview first | Ends with a final interview | 1 |
| Online tests first | Ends with an assessment centre | 34 |
| Online tests first | Ends with a final interview | 18 |
| Online tests first | Ends with an interview | 9 |
| Video interview first | Ends with an assessment centre | 4 |
| Video interview first | Ends with a final interview | 6 |
| Video interview first | Ends with an interview | 2 |
| Video interview first | Ends with online tests | 1 |
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The most common orders of steps after the application
| Steps after applying | Employers |
|---|---|
| Interview | 23 |
| Online tests > Video interview > Assessment centre | 19 |
| Interview > Final interview | 11 |
| Online tests > Interview | 8 |
| Interview > Online tests | 7 |
| Online tests > Interview > Final interview | 7 |
| Online tests > Interview > Assessment centre | 6 |
| Online tests > Assessment centre | 6 |
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]
08 Which companies make the tests employers use?
Employers rarely say. 9 of 124 name the company behind a test or video interview; the names that appear are HireVue (3), Willo (1), Sapia (1), SHL (1), Clevry (1), Spotted Zebra (1) and Arctic Shores (1). Test-prep sites often attach a publisher to each employer, but those claims cannot be checked against what the employers themselves publish [1].
The test and interview companies employers name
Number of employers whose own careers pages name each company as part of their selection (of 124 that describe it; 9 name at least one). Practice sites an employer only recommends are not counted.
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]; samples [2] [3] [4]
Data table
| label | value |
|---|---|
| HireVue | 3 |
| Willo | 1 |
| Sapia | 1 |
| SHL | 1 |
| Clevry | 1 |
| Spotted Zebra | 1 |
| Arctic Shores | 1 |
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09 Do employers use AI or games to assess graduates?
7 employers use a game-based test (Airbus, AstraZeneca, Banco Santander, Intesa Sanpaolo, Sage Group, Vodafone Group and Whitbread). 6 say AI or automated tools help screen or score applicants (BT Group, British Land, Cigna Group, Fannie Mae, Lloyds Banking Group and Vodafone Group), and 4 say AI is not used to assess candidates (Aviva, L’Oréal, Legal & General and Munich Re) [1].
More common are rules for applicants: 23 employers tell candidates how they may, or may not, use AI tools such as ChatGPT in applications, tests or interviews (for example Adidas, Admiral Group, Airbus, Allianz, AstraZeneca and Autotrader Group).
Legal notices can say more than hiring pages. Ferrari’s recruiting privacy notice says that, depending on the role, it may use an automated screening system that scores applicants, including on an online assessment made of a chatbot interview, an online test and a video interview [1]. Because it says “may”, we do not count it as AI scoring in the charts.
10 Which employers use which tests? The full list
Every employer whose own pages describe its selection, with what those pages name. “Not stated” means the pages do not say, not that the step is absent. Sources for each row are in the CSV.
What each employer's careers pages name (October 2026)
| Aberdeen Group (UK) | Banks and finance | Online test (content not stated), Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Adidas (Europe) | Consumer, retail and leisure | Video interview | Not stated | Video interview > Final interview |
| Admiral Group (UK) | Insurance | Numerical, Assessment centre | Not stated | Online tests > Assessment centre > Final interview |
| Adyen (Europe) | Banks and finance | Coding / technical | Not stated | Interview > Online tests > Final interview |
| Ahold Delhaize (Europe) | Consumer, retail and leisure | Reasoning (type not named), Personality / work style | Not stated | Interview > Online tests |
| Air Liquide (Europe) | Mining, chemicals and materials | None named | Not stated | Interview |
| Airbus (Europe) | Industrials, autos and transport | Online test (content not stated), Situational judgement, Game-based, Assessment centre | Arctic Shores | Online tests > Assessment centre |
| Allianz (Europe) | Insurance | Online test (content not stated), Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Amazon (US) | Tech, media and telecoms | Online test (content not stated), Personality / work style, Coding / technical | Not stated | Online tests > Final interview |
| Anglo American plc (UK) | Mining, chemicals and materials | Reasoning (type not named), Psychometric (unspecified), Online test (content not stated), Personality / work style, Video interview | Not stated | Video interview > Interview > Online tests |
| Anheuser-Busch InBev (Europe) | Consumer, retail and leisure | Logical, Online test (content not stated), Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Interview > Assessment centre > Final interview |
| ASML Holding (Europe) | Tech, media and telecoms | Video interview | HireVue | Video interview > Interview |
| AstraZeneca (UK) | Health and pharma | Online test (content not stated), Game-based, Assessment centre | Not stated | Online tests > Interview > Assessment centre |
| AT&T (US) | Tech, media and telecoms | Online test (content not stated), Coding / technical, Video interview | Not stated | Online tests > Video interview > Final interview |
| Autotrader Group (UK) | Tech, media and telecoms | Online test (content not stated) | Not stated | Online tests > Interview |
| Aviva (UK) | Insurance | Numerical, Online test (content not stated), Situational judgement, Personality / work style, Coding / technical, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Axa (Europe) | Insurance | Assessment centre | Not stated | Interview > Final interview |
| Babcock International (UK) | Industrials, autos and transport | Online test (content not stated), Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Banco Santander (Europe) | Banks and finance | Reasoning (type not named), Game-based, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Bank of America (US) | Banks and finance | Video interview | Not stated | Interview > Final interview |
| Barclays (UK) | Banks and finance | Personality / work style, Coding / technical, Assessment centre | Not stated | Online tests > Assessment centre |
| Barratt Redrow (UK) | Industrials, autos and transport | Personality / work style, Video interview, Assessment centre | Not stated | Video interview > Online tests > Assessment centre |
| BASF (Europe) | Mining, chemicals and materials | Reasoning (type not named), Online test (content not stated), Personality / work style, Assessment centre | Not stated | Online tests > Interview > Final interview |
| Bayer (Europe) | Health and pharma | None named | Not stated | Interview |
| BMW (Europe) | Industrials, autos and transport | Psychometric (unspecified), Online test (content not stated), Assessment centre | Not stated | Online tests > Interview > Assessment centre |
| Boeing (US) | Industrials, autos and transport | None named | Not stated | Interview |
| BP (UK) | Energy and utilities | Online test (content not stated), Video interview, Assessment centre | Not stated | Online tests > Video interview > Interview > Assessment centre |
| British American Tobacco (UK) | Consumer, retail and leisure | Online test (content not stated), Assessment centre | Not stated | Online tests > Interview > Assessment centre |
| British Land (UK) | Real estate and trusts | Numerical, Video interview, Assessment centre | Willo | Video interview > Assessment centre > Final interview |
| BT Group (UK) | Tech, media and telecoms | Online test (content not stated), Video interview, Assessment centre | Sapia | Online tests > Assessment centre |
| Cencora (US) | Health and pharma | None named | Not stated | Interview > Final interview |
| Centene (US) | Health and pharma | None named | Not stated | Interview |
| Chevron (US) | Energy and utilities | None named | Not stated | Interview |
| Cigna Group (US) | Health and pharma | None named | Not stated | Online tests > Interview > Final interview |
| Citigroup (US) | Banks and finance | Coding / technical | Not stated | Online tests > Interview > Final interview |
| Coca-Cola HBC (UK) | Consumer, retail and leisure | Reasoning (type not named), Video interview, Assessment centre | Not stated | Video interview > Assessment centre > Final interview |
| Compass Group (UK) | Industrials, autos and transport | Assessment centre | Not stated | Online tests > Assessment centre |
| Convatec (UK) | Health and pharma | None named | Not stated | Final interview |
| CVS Health (US) | Health and pharma | Video interview | Not stated | Video interview > Interview |
| Danone (Europe) | Consumer, retail and leisure | None named | Not stated | Interview > Final interview |
| Deutsche Bank (Europe) | Banks and finance | Reasoning (type not named), Online test (content not stated), Situational judgement, Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Deutsche Börse (Europe) | Banks and finance | None named | Not stated | Interview > Online tests |
| Deutsche Post (Europe) | Industrials, autos and transport | Video interview | Not stated | Interview |
| Diageo (UK) | Consumer, retail and leisure | Online test (content not stated), Video interview, Assessment centre | HireVue | Video interview > Online tests > Assessment centre |
| Diploma (UK) | Industrials, autos and transport | Reasoning (type not named), Psychometric (unspecified), Online test (content not stated), Video interview, Assessment centre | Not stated | Online tests > Video interview > Interview > Assessment centre |
| EasyJet (UK) | Consumer, retail and leisure | Reasoning (type not named), Assessment centre | Not stated | Interview > Online tests > Assessment centre |
| Eni (Europe) | Energy and utilities | Personality / work style, Assessment centre | Not stated | Interview > Assessment centre |
| EssilorLuxottica (Europe) | Health and pharma | None named | Not stated | Interview |
| Experian (UK) | Tech, media and telecoms | Online test (content not stated), Assessment centre | Not stated | Interview > Online tests > Assessment centre |
| Exxon Mobil Holdings (US) | Energy and utilities | Personality / work style | Not stated | Online tests > Final interview |
| Fannie Mae (US) | Banks and finance | None named | Not stated | Interview |
| FedEx (US) | Industrials, autos and transport | None named | Not stated | Interview |
| Ferrari (Europe) | Industrials, autos and transport | None named | Not stated | Online tests > Interview > Final interview |
| General Motors (US) | Industrials, autos and transport | Coding / technical | Not stated | Online tests > Final interview |
| Glencore (UK) | Mining, chemicals and materials | Personality / work style | Not stated | Interview > Online tests |
| Goldman Sachs Group (US) | Banks and finance | None named | Not stated | Interview |
| GSK plc (UK) | Health and pharma | Numerical, Online test (content not stated), Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Haleon (UK) | Health and pharma | None named | Not stated | Interview > Online tests |
| Halma plc (UK) | Industrials, autos and transport | Reasoning (type not named), Psychometric (unspecified), Assessment centre | Not stated | Online tests > Interview > Assessment centre |
| Hermès (Europe) | Consumer, retail and leisure | None named | Not stated | Interview > Final interview |
| Hiscox (UK) | Insurance | Video interview | Not stated | Video interview > Interview > Final interview |
| Home Depot (US) | Consumer, retail and leisure | Online test (content not stated), Situational judgement | Not stated | Online tests > Interview |
| Howdens Joinery (UK) | Consumer, retail and leisure | Reasoning (type not named) | Not stated | Interview |
| HSBC (UK) | Banks and finance | Reasoning (type not named), Online test (content not stated), Coding / technical, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Iberdrola (Europe) | Energy and utilities | None named | Not stated | Interview > Final interview |
| IHG Hotels & Resorts (UK) | Consumer, retail and leisure | None named | Not stated | Interview > Online tests |
| Infineon Technologies (Europe) | Tech, media and telecoms | Assessment centre | Not stated | Interview > Assessment centre |
| Informa (UK) | Tech, media and telecoms | Logical, Online test (content not stated), Assessment centre | Not stated | Online tests > Interview > Assessment centre |
| ING Group (Europe) | Banks and finance | Reasoning (type not named), Coding / technical | Not stated | Online tests > Interview > Final interview |
| International Airlines Group (UK) | Consumer, retail and leisure | Online test (content not stated), Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Intesa Sanpaolo (Europe) | Banks and finance | Reasoning (type not named), Psychometric (unspecified), Online test (content not stated), Game-based, Personality / work style, Assessment centre | Not stated | Online tests > Assessment centre |
| Investec (UK) | Banks and finance | Video interview | Not stated | Video interview > Interview > Final interview |
| Johnson & Johnson (US) | Health and pharma | Video interview | Not stated | Interview |
| JPMorgan Chase (US) | Banks and finance | Online test (content not stated), Coding / technical, Video interview | Not stated | Interview |
| L’Oréal (Europe) | Consumer, retail and leisure | Coding / technical | Not stated | Interview |
| Legal & General (UK) | Insurance | Numerical, Online test (content not stated), Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Lloyds Banking Group (UK) | Banks and finance | Numerical, Logical, Online test (content not stated), Situational judgement, Personality / work style, Coding / technical, Video interview, Assessment centre | Not stated | Online tests > Assessment centre |
| London Stock Exchange Group (UK) | Banks and finance | Online test (content not stated), Coding / technical, Video interview | Not stated | Online tests > Video interview > Interview |
| LVMH Moët Hennessy Louis Vuitton (Europe) | Consumer, retail and leisure | Online test (content not stated), Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| M&G (UK) | Banks and finance | Online test (content not stated), Video interview, Assessment centre | Not stated | Interview > Online tests |
| Marks & Spencer (UK) | Consumer, retail and leisure | Online test (content not stated), Assessment centre | Not stated | Online tests > Assessment centre > Final interview |
| McKesson (US) | Health and pharma | None named | Not stated | Interview |
| Mercedes-Benz Group (Europe) | Industrials, autos and transport | Online test (content not stated), Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Meta Platforms (US) | Tech, media and telecoms | Coding / technical | Not stated | Interview > Final interview |
| Microsoft (US) | Tech, media and telecoms | Coding / technical | Not stated | Interview > Final interview |
| Morgan Stanley (US) | Banks and finance | None named | Not stated | Interview |
| Munich Re (Europe) | Insurance | Reasoning (type not named), Online test (content not stated), Assessment centre | Not stated | Online tests > Interview > Assessment centre > Final interview |
| NatWest Group (UK) | Banks and finance | Reasoning (type not named), Online test (content not stated), Situational judgement, Coding / technical | Not stated | Online tests > Final interview |
| Nordea (Europe) | Banks and finance | Online test (content not stated) | Not stated | Online tests > Interview |
| Phillips 66 (US) | Energy and utilities | Online test (content not stated), Video interview | Not stated | Online tests > Video interview > Final interview |
| Reckitt (UK) | Consumer, retail and leisure | Numerical, Reasoning (type not named), Online test (content not stated), Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Rentokil Initial (UK) | Industrials, autos and transport | Psychometric (unspecified), Video interview | Not stated | Video interview > Interview > Online tests > Final interview |
| Rheinmetall (Europe) | Industrials, autos and transport | None named | Not stated | Interview |
| Rio Tinto (UK) | Mining, chemicals and materials | Numerical, Online test (content not stated), Personality / work style | SHL | Online tests > Interview > Final interview |
| Rolls-Royce Holdings (UK) | Industrials, autos and transport | Assessment centre | Not stated | Assessment centre |
| RTX (US) | Industrials, autos and transport | None named | Not stated | Interview |
| Safran (Europe) | Industrials, autos and transport | None named | Not stated | Interview |
| Sage Group (UK) | Tech, media and telecoms | Game-based, Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Sainsbury’s (UK) | Consumer, retail and leisure | Numerical, Verbal, Online test (content not stated), Situational judgement, Personality / work style | Not stated | Online tests > Interview > Final interview |
| Sanofi (Europe) | Health and pharma | Reasoning (type not named), Video interview | Not stated | Interview > Final interview |
| SAP (Europe) | Tech, media and telecoms | Personality / work style, Coding / technical | Not stated | Online tests > Interview |
| Shell plc (UK) | Energy and utilities | Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Siemens (Europe) | Industrials, autos and transport | Psychometric (unspecified), Assessment centre | Not stated | Interview > Online tests > Assessment centre |
| Siemens Energy (Europe) | Industrials, autos and transport | Online test (content not stated), Video interview | Not stated | Online tests > Video interview > Interview > Final interview |
| Spirax Group (UK) | Industrials, autos and transport | Psychometric (unspecified), Video interview, Assessment centre | Clevry | Online tests > Video interview > Assessment centre |
| SSE plc (UK) | Energy and utilities | Numerical, Logical, Reasoning (type not named), Online test (content not stated), Situational judgement, Personality / work style, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| St. James’s Place (UK) | Banks and finance | Situational judgement, Video interview, Assessment centre | Not stated | Video interview > Online tests > Assessment centre |
| Standard Chartered (UK) | Banks and finance | Numerical, Logical, Reasoning (type not named), Online test (content not stated), Personality / work style, Coding / technical, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Standard Life (UK) | Insurance | Psychometric (unspecified), Assessment centre | Not stated | Interview > Assessment centre |
| State Farm Insurance (US) | Insurance | Online test (content not stated) | Not stated | Online tests > Interview |
| Target (US) | Consumer, retail and leisure | Video interview | HireVue | Interview |
| Tesco (UK) | Consumer, retail and leisure | None named | Not stated | Interview > Final interview |
| Unilever (UK) | Consumer, retail and leisure | Numerical, Verbal, Situational judgement, Video interview, Assessment centre | Not stated | Online tests > Video interview > Interview > Assessment centre |
| United Utilities (UK) | Energy and utilities | Numerical, Verbal, Assessment centre | Spotted Zebra | Online tests > Interview > Assessment centre |
| UnitedHealth Group (US) | Health and pharma | Online test (content not stated), Video interview | Not stated | Online tests > Interview |
| UPS (US) | Industrials, autos and transport | Online test (content not stated) | Not stated | Interview > Online tests |
| Valero Energy (US) | Energy and utilities | Online test (content not stated) | Not stated | Online tests > Interview |
| Verizon Communications (US) | Tech, media and telecoms | None named | Not stated | Interview |
| Vodafone Group (UK) | Tech, media and telecoms | Logical, Game-based, Video interview, Assessment centre | Not stated | Video interview > Online tests > Assessment centre |
| Walmart (US) | Consumer, retail and leisure | Online test (content not stated) | Not stated | Online tests > Interview |
| Walt Disney (US) | Tech, media and telecoms | None named | Not stated | Interview |
| Wells Fargo (US) | Banks and finance | None named | Not stated | Interview |
| Whitbread (UK) | Consumer, retail and leisure | Game-based, Video interview, Assessment centre | Not stated | Online tests > Video interview > Assessment centre |
| Wolters Kluwer (Europe) | Tech, media and telecoms | Coding / technical | Not stated | Interview > Final interview |
Source: IQ Metrics Research coding of each employer’s own careers pages, read 23 October 2026 [1]
11 What should careers advisers tell students?
Three things follow from the data. First, expect a test even when the employer does not name one: many pages say “online assessment” and leave it there. Second, practise the common formats (numerical, verbal, logical and situational judgement) rather than one publisher’s test, because employers rarely say whose test it is. Third, prepare for a recorded video interview and an assessment centre, which follow the online tests at many UK employers.
Research with UK students points the same way. In a survey of 241 UK students, respondents tended to misjudge how often graduate employers use selection tests and generally lacked experience with them, and over 70% wanted more about them in their degree [5]. A study of 64 second-year students found that teaching the tests inside a module raised students’ knowledge of and confidence with them [7], and a 2026 survey of 568 students linked low tolerance of uncertainty with less awareness of, confidence in and experience with the tests [6].
Use this page in your guides
Careers services may link to this page, quote any number with credit and embed any chart: each figure has an Embed box with the code, and the full employer list is a CSV under CC BY 4.0 (see Share, cite, download).
12 How can you practise for employer aptitude tests?
Practise the formats, timed. Our aptitude test hub lists timed practice tests in the formats employers use most: numerical, verbal, logical reasoning, critical thinking and situational judgement, plus a Wonderlic-style test.
These tests measure reasoning ability, the same broad ability an IQ test estimates. For what the scores mean on the main publishers’ tests, see our guides to SHL scores and Watson-Glaser scores, and what a cognitive test score predicts at work.
Applying for a 2027 graduate scheme?
Many 2027 schemes opened in September and some close before the end of the year. A little timed practice in each format stops the clock surprising you.
Practise aptitude tests13 How was this study done?
- 01
- 02
Their own pages only
For each employer we read its own careers, early-careers, graduate, internship, FAQ and application-process pages, found from its sitemaps and careers links and, where those missed the process, one web search limited to its own domains. No Glassdoor, forums or test-prep sites.
- 03
Polite reading
A script read the pages at least 1.2 seconds apart per site and obeyed robots.txt. Pages drawn by JavaScript were read in a normal browser. Sites behind a security check (CAPTCHA) were left out, not got around.
- 04
Coding
Each employer was coded against a fixed codebook: status, every test type and step its pages name, any test company named, and the order of steps. Every code is backed by a quote from the page, checked by a script to appear word for word in the saved page.
- 05
Which process
Graduate and internship routes first; UK pages for FTSE 100 employers, US pages for Fortune 500 companies, home-country or global pages for Euro Stoxx 50 companies. When early-careers pages say nothing about selection, a company-wide hiring-process page is used.
- 06
Counting
Shares are of the 124 employers whose pages describe at least one selection step. A test counts only when a page names it, so every share is a lower bound.
What this study cannot tell you
- What employers publish, not what every applicant sits: tests can differ by programme, country and year, and pages can lag behind practice.
- Shares are floors. An employer that says only “online assessment” may well use a numerical or verbal test.
- Big listed companies only. Smaller graduate employers, law and accounting firms (partnerships, so not in these indices) and the public sector are not covered.
- One reading, on 23 October 2026, at the start of the 2027 application season. Pages change; the CSV gives the date and the URL for each employer.
- A security check on a few employers’ sites kept us out; they are counted as not read, not as “no test”.
Sources
- Each employer. The careers, early-careers and hiring-process pages of each sampled employer (one or more URLs per employer in the CSV). 2026. iqmetrics.org/research/which-employers-use-aptitude-tests/#dataEach page is the employer's own; we record facts from it and link to it, without reproducing its text
- Wikipedia, citing FTSE Russell. FTSE 100 Index: constituents (list as of 19 October 2026, after the September 2026 review). 2026. en.wikipedia.org/wiki/FTSE_100_IndexIndex membership is a fact; page text CC BY-SA 4.0
- Wikipedia, citing STOXX. Euro Stoxx 50: composition (list as of 22 October 2026). 2026. en.wikipedia.org/wiki/Euro_Stoxx_50Index membership is a fact; page text CC BY-SA 4.0
- Fortune. Fortune 500, 2026 list (ranks 1 to 50). 2026. fortune.com/ranking/fortune500Which companies rank 1 to 50 is a fact; the list is Fortune's
- Emerald. Quigley, M., Smith, C. A., Stocker, E., and Bradley, A. P. University students' perceptions of graduate employer selection tests. Education + Training, 66(1). 2024. doi.org/10.1108/ET-05-2022-0188Abstract quoted; full text under the publisher's terms
- Taylor & Francis. Quigley, M., Kamenova, Z., Blackmore, M., Dymond, S., and Bradley, A. P. Intolerance of uncertainty and its impact on university students' confidence, awareness and experience with employer selection tests. Journal of Further and Higher Education. 2026. doi.org/10.1080/0309877X.2026.2703079CC BY 4.0 (open access)
- Taylor & Francis. Bradley, A. P., Priego-Hernández, J., and Quigley, M. Evaluating the efficacy of embedding employability into a second-year undergraduate module. Studies in Higher Education. 2021. doi.org/10.1080/03075079.2021.2020748CC BY-NC-ND 4.0 (open access)
Version history
- 2026.1023 October 2026First release.
Leon Falkner, Data & Research Analyst. Leon owns the arithmetic on IQ Metrics: the percentile tables, the score converter and the figures in everyone else's drafts. On the research desk Leon pulls the data, builds each index and writes the method. More about Leon.
Questions
Which companies use aptitude tests?
Mostly big UK graduate employers. In October 2026, 26% of the 124 FTSE 100, Euro Stoxx 50 and top Fortune 500 employers that describe their graduate hiring named a reasoning or aptitude test: 43% in the UK, 24% in Europe and 0% of the largest US companies. 68% mentioned an online test of some kind. The full list is on this page.
What aptitude tests do graduate employers use?
Where employers name the type, numerical reasoning is the most common (10%), then verbal reasoning (2%), logical or critical-thinking tests (5%) and situational judgement tests (8%). Most employers do not name the type at all.
Do big companies use video interviews for graduates?
Many do: 40% of the employers that describe their selection use a recorded video interview, usually after the online tests and before an assessment centre or final interview.
Do employers use AI to assess graduate applicants?
Few say so: 6 of 124 employers say AI or automated tools help screen or score applicants, and 4 say AI is not used to assess anyone. More (23) set rules on applicants' own use of AI tools.
How can I prepare for an employer aptitude test?
Practise the common formats under time limits: numerical, verbal, logical reasoning and situational judgement. Employers rarely say whose test they use, so practising the formats matters more than one publisher's style.
Share it, cite it, download it
You may reuse everything on this page under CC BY 4.0: in articles, reports, lessons and posts. The one condition is credit to IQ Metrics with a link to this page.
Cite this study
Version 2026.10. Citing the version lets readers find the exact numbers.
Archived copy with a DOI: 10.5281/zenodo.23589583 (report PDF and data on Zenodo).
Falkner, L. (2026). Which big employers use aptitude tests? (Version 2026.10) [Data set]. IQ Metrics Research. https://iqmetrics.org/research/which-employers-use-aptitude-tests/ (DOI: 10.5281/zenodo.23589583)
Falkner, Leon. "Which big employers use aptitude tests?" IQ Metrics Research, 23 Oct. 2026, iqmetrics.org/research/which-employers-use-aptitude-tests/. DOI: 10.5281/zenodo.23589583.
Falkner, Leon. "Which big employers use aptitude tests?" IQ Metrics Research. October 23, 2026. https://iqmetrics.org/research/which-employers-use-aptitude-tests/. DOI: 10.5281/zenodo.23589583.
@misc{iqmetrics2026whichemployersuseaptitudetests, author = {Falkner, Leon}, title = {Which big employers use aptitude tests?}, institution = {IQ Metrics}, year = {2026}, version = {2026.10}, doi = {10.5281/zenodo.23589583}, url = {https://iqmetrics.org/research/which-employers-use-aptitude-tests/} }
Source: Leon Falkner, "Which big employers use aptitude tests?" IQ Metrics Research, version 2026.10, https://iqmetrics.org/research/which-employers-use-aptitude-tests/ (DOI 10.5281/zenodo.23589583)
Embed the key numbers
Paste this into a careers guide or post. It lists the main numbers and credits the source.
Get the data
One row per sampled employer (FTSE 100, Euro Stoxx 50, Fortune 500 top 50): whether its own careers pages describe its graduate or intern selection, each test type and step they name, any test company, the order of steps, the source URLs and the date read.
| Column | What it holds |
|---|---|
employer, index, region, country | The employer and the list it was sampled from (FTSE 100, Euro Stoxx 50, Fortune 500 top 50, 2026) |
industry_group, index_sector | Our nine industry groups; the sector label of the index list |
status | Whether the employer's own pages describe its graduate or intern selection |
numerical_reasoning ... assessment_centre_or_day | "yes" when the employer's pages name it, "not stated" when they do not; blank when no process is described |
vendors_named | Test or interview companies the pages name as part of the selection (practice sites excluded) |
stage_order, stage_count | The order of steps the pages give, and how many (application included, offer left out) |
source_urls, date_checked | The pages that state it, and the date we read them |
status_note | For employers not counted: why (what was read, or what kept us out) |
For journalists, researchers and teachers
Everything on this page may be quoted, charted and republished with credit. No embargo, no permission needed, no sign-up. If you need a number that is not here, ask.
Summary you can paste
Plain news style. Edit freely; keep the credit.
IQ Metrics Research read the graduate and internship hiring pages of 200 of the biggest employers in the UK (FTSE 100), Europe (Euro Stoxx 50) and the US (Fortune 500 top 50) on 23 October 2026. Of the 124 that describe their selection, 26% say it includes a reasoning or aptitude test (UK 43%, Europe 24%, US 0%), but only 16 name the type of test and 9 name the company that makes it. 40% use a recorded video interview, 44% an assessment centre or assessment day and 6% a game-based test. 23 set rules on applicants' own use of AI tools. Source: IQ Metrics Research, https://iqmetrics.org/research/which-employers-use-aptitude-tests/
Angles for a story
- Graduate season: what 2027 applicants will face at the biggest employers (the stages).
- The secrecy gap: few employers name the type or maker of their tests (Figure 1).
- UK vs US: two hiring cultures on the same kind of page (Figure 4).
- AI in hiring: rules for applicants vs AI that scores them (AI and games).
- For careers services: what to tell students this autumn (for careers advisers).
Quotes you can use
Attributable as written, with the name and title. For a different angle or a quote on a specific figure, ask through the contact page.
Most big employers tell graduates to expect an online assessment, but very few say what it measures or who makes it. Applicants are left to guess.
Leon Falkner, Data & Research Analyst, IQ Metrics ResearchThe classic UK graduate route is still online tests, then a recorded video interview, then an assessment centre. The largest US companies write far less about tests on their student pages.
Leon Falkner, Data & Research Analyst, IQ Metrics ResearchMore employers now set rules on how applicants may use AI tools than say they use AI to judge applicants.
Leon Falkner, Data & Research Analyst, IQ Metrics Research
Files
- CSV of every employer, with the codes, the order of steps and the source URLs (CC BY 4.0)
- Every figure as a print-ready PNG: use the Image button under each figure
- Embed code and data table under every figure
- Share images for social media in three sizes, with the credit line built in
- Citations in APA, MLA, Chicago, BibTeX and plain text
Terms, contact and corrections
Credit: “IQ Metrics Research, Which Employers Use Aptitude Tests? 2026” with a link to this page. On air or in print, “IQ Metrics” and the page address are enough.
What it measures: what employers publish on their own careers pages on 23 October 2026, not what every applicant sits. Please say “say they use” or “name”.
Contact: the research team, through the contact page. Corrections are made on this page with a dated note in the version history.
