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Stryker Assessment Test, Hiring Process & Interviews Online Preparation – 2025

Solving Aptitude Tests

What Is Stryker?

Based out of Kalamazoo, Michigan, Stryker is a medical technologies firm that manufactures products such as artificial joints, neurologic and spinal devices, emergency medical equipment, and endoscopic devices. They are active internationally, operating in 100 countries globally, including Australia, France, Japan, Mexico, China, Brazil, and a regional headquarters opened in Amsterdam, Netherlands, in 2015. They have been included three times in Fortune 500’s list of best places to work. Stryker offers several growth opportunities for its employees, including training, certifications, and one on one coaching. There are programs for students and recent graduates, along with positions for traditional hires. Stryker offers its employees a number of benefits such as:

  • Health care
  • Stock-plans
  • Wellness programs
  • Retirement programs

 

What Is Stryker’s Hiring Process?

Application

The Stryker application process is done entirely online. They will not accept resumes through email or social media. The first step once you find a position that interests you is to join the Stryker Talent Network to access the application. Joining the Talent Network allows you to receive job alerts, but you may opt-out after filling out the application. A separate application must be submitted for each position you are applying for. You may upload your resume, or fill out the separate fields on the application manually. If your skills are a match for the position, a recruiter will contact you by email to set up a phone interview.

Phone Interview

The Stryker phone interview is a chance for the recruiting team to get more details about your skill-set. The recruiter will ask for more detail about your job history and background, and you will have an opportunity to learn more about the role. You will be given a few minutes at the end of the interview to ask questions, so be certain to think out any questions you may have ahead of time.  The initial phone interview can take from 30 minutes to an hour.

 

Hiring Manager Phone/Video Interview

If the initial phone interview goes well, and they feel you will be a good fit, you will be contacted for a second phone interview with the hiring manager. This interview will focus more on your skills, and work style. They will ask questions about teams you have worked on in the past, and try to determine how well you will fit into the company and their values. You will have a chance to get to know more about the company and will have more time to ask questions about the position you are interviewing for. This interview will last about an hour and can be done either as a traditional phone call or as a video call.

Stryker Gallup Assessment

Stryker utilizes a tool called the Gallup Clifton StrengthsFinder, a psychometric assessment test. This test is used to determine your top 5 personality traits, and determine if they match the traits desired by Stryker. This assessment differs slightly from others in that it is conducted by a trained analyst over the phone as an interview rather than as an online test. The StrengthFinder is based on the idea that natural talent is the best predictor of success in a job, so your answers will be measured against the desired profile for the job you have applied for. Each position has a separate personality profile they are searching for, so questions will differ by role. The Gallup interview is designed to help candidates identify their natural talents, and how they utilize them in their day to day life. The interview will last about an hour and a half, and the hiring manager will receive the completed profile within a few days.

Stryker Onsite Interview

If your StrengthsFinder assessment, resume, and application all fall in-line with what the recruiting team is looking for you will be called for an on-site interview. These interviews may be conducted with just the hiring manager or it may also include other members of the team. During the on-site interview, you may also be connected to remote team members. Since you may be required to travel to one of Stryker’s offices for your onsite interview you will be assigned to a member of their candidate care team for help arranging travel and expenses. Many of Stryker’s interview questions are based on the company values, so applicants should be prepared to answer questions such as:

  • Stryker takes personal accountability very seriously. How do you ensure that you are held accountable for what you do?
  • Due to the nature of our company we place an extreme emphasis on quality. Have you ever held a position that required training in quality initiatives?
  • Have you ever worked with a company that was involved in a corporate merger? Did it have an adverse effect on your work?

From start to finish the entire process can take from several weeks to a month or two. The length can vary based on the number of applications they are receiving at any given time.

 

How to Prepare for Stryker’s Gallup Assessment?

Since the Gallup StrengthFinder assessment utilized by Stryker is conducted as an interview, make sure your phone is fully charged before you take it. Set aside plenty of time, and make sure you are in a quiet place, where you can focus on the interview and speak undisturbed. When answering the questions be honest, Gallup wants your natural response, so they can form an accurate picture of your personality type. While there is emphasis placed on not over-preparing for this assessment interview, you may want to think of some work or life examples you can use, so you have a thought out response. Some of the questions they may ask are:

  • Do you keep records?
  • How organize are you?
  • Why is it important for you to keep a promise?

Your answers will give them insight into your personality and dominant traits, and help them piece together your profile. If you remain calm and answer the questions in an honest, but well thought out way, you will demonstrate your natural talents, and make it through the hiring process.