Select Page

Vodafone Assessment Center, Online Tests, Recruitment Process & Interviews Preparation – 2021

Aptitude Employment Tests Prep

What Is Vodafone?

Vodafone Group is a multinational company based in the United Kingdom that operates in twenty-four countries in Europe, Oceania, and Africa. This company and constantly adapting to new technology, making it perfect for tech savvy applicants. Vodafone wants to bring technological solutions to improve lives throughout the world. Accordingly, Vodafone strives to build greater communication infrastructure in the places they serve. The services they provide to fourteen million customers are:

  • Mobile phone
  • Fixed broadband
  • TV services

Vodafone has career opportunities for new graduates (Discover graduate program), which targets young, bright minds. Additionally, they have recruitment opportunities in the following sectors:

  • Digital
  • Technology
  • B2B (business to business)
  • Contract centres & retail
  • Corporate

 

What Is Vodafone’s Hiring Process?

Vodafone strives to hire people with diverse backgrounds and skills. Their process for hiring is uniform across all positions and areas of expertise, which makes for a straightforward recruitment process. The steps in the hiring process are as follows:

Application

The first action for candidates in the recruitment process is the initial application. Applicants will be initially asked to submit a cover letter and resume for the position they are applying for. They will be guided through this process via an online application that will prompt candidates to put in any needed information with ease and convenience.

What Are Vodafone Tests?

Upon passing the initial online application screening, job seekers may be given a series of tests to examine each candidate’s aptitude via psychometric tests. These psychometric tests are used to determine whether candidates have the necessary skills for the role they are applying for. Those who do not meet the required standards will be screened-out of the application pool. Different combinations of these tests may be used based on what position a candidate wants to fill. The company commonly uses test providers such as SHL tests, the Watson Glaser Critical Thinking Appraisal, Korn Ferry/ Talent Q Tests, and the Hogan Personality test.

  • Numerical Reasoning Tests
    Numerical reasoning tests are psychometric tests that screen the abilities of job candidates compared to an established norm, which is established by the results of past test takers. Companies tend to eliminate those who fall below the 40th percentile. Numerical reasoning tests challenge potential job candidates by using mathematical equations, graphs, and other numerical information to see a candidate’s capacity to apply numerical concepts to business activities. These tests have a time constraint of around and usually takes a maximum of twenty-five minutes to complete about eighteen questions.
  • Verbal Reasoning Tests
    The verbal reasoning test, like the numeric reasoning test, uses a baseline to compare candidates to a norm. This exam provides a brief passage and then asks various questions that test the candidate’s capability to decipher fact from inference. The test uses a variety of questions, but it often uses “true, false, or cannot be determined with the information provided” type questions. This test is used to determine the reading comprehension and language skills of candidates. Further, it shows employers whether people have the appropriate logical aptitude for a career at Vodafone. This test approximately is twenty minutes long and has twenty questions.
  • Diagrammatic Reasoning Tests
    Diagrammatic reasoning tests are another psychometric test that determine candidates’ abilities to problem solve. It often utilizes graphics to gauge people’s skills. This is an important test especially in the fields of management, engineering and finance, among others. This test requires prospective employees to show their skills of analysis, decision-making, reasoning, and critical thinking under a time crunch. The test can take from twenty to twenty-five minutes to complete twenty questions, and unlike some of the other tests, diagrammatic test takers do not need to have outside knowledge to complete the test.
  • Inductive Reasoning Tests
    Inductive reasoning tests challenge a job seeker’s lateral thinking skills, and they are akin to diagrammatic tests. Further, these tests are often used in the same way a logical reasoning test would be used. Like diagrammatic tests, inductive reasoning tests also show a candidate’s ability to problem solve. They highlight skills that are important in technical positions like IT or engineering. An inductive reasoning test also uses illustrations and shows different shapes. Then, the test-taker must decipher the relationships between superficially unconnected shapes as well as determine patterns among shapes and accordingly, decide which shapes are absent. These tests are generally fast-paced to challenge people to solve problems under pressure and make decisions. The number of questions and duration of this test vary, but questions must be answered quickly.

Telephone/Video Interview

If a candidate does well on the tests, they move onto the third stage of the recruitment process, which is a telephone or video interview. This interview is different from a normal interview of this nature because the format is not a back and forth conversation. Rather, candidates are given questions to answer beforehand and are told to record their responses. They are given two chances to answer these questions, and they are not limited in how much time they have to formulate and record their answers. These questions are generally competency-based to determine how a candidate may behave in the workplace, but they also may ask some questions about prior work or educational experiences.

 

Vodafone’s Assessment Centre

If a candidate can get through all the other stages of Vodafone’s recruitment, they will be asked to go through in-person assessments including group work, a presentation about oneself, and a final interview with a panel. Potential employees will be called to a location referred to as the Vodafone assessment center to undergo a series of tests, challenges, and a final interview if lucky.

  • Vodafone Group Exercise
    In the group exercise, prospective employees are put into groups of ten. Of the ten, seven to nine will advance to the next stage at the assessment center. The accessor determines the confidence and speaking capabilities of the candidates in this process. The specific expertise needed for the job is examined during this stage.
  • Presentation
    Candidates are required to give a brief presentation about themselves and outline to the panel what their career aspirations are.
  • Vodafone Interview Panel
    During the final stage of the process, candidates will then have an in-person interview with a panel of officials from Vodafone. Managers from various departments and team leaders will be part of the panel. Lasting about twenty minutes, these interviews require candidates to speak more about their personality, background, and reasons for wanting to work at Vodafone. They also ask you what you would do in various situations as well as asking additional competency-based questions.
    After the interview, Vodafone may take steps like verifying a candidate’s references, but the candidate has completed their steps in the process.

 

How to Prepare for Vodafone’s Assessments?

To prepare for the online assessments that will be given in the Vodafone pre-employment screening, going through practice tests and sample questions can be a great way to build confidence in a lower stakes setting so that candidates feel comfortable and adept when they begin the actual testing process. Without practice, candidates may be unfamiliar with the nature of the assessments and will, therefore, be less able to show off their skills. The tips and information listed above can provide a starting place for job seekers to begin preparation for the series of assessments and challenges that prospective employees must face to begin a career at Vodafone.

 

Conclusion

Vodafone is a multinational company looking for diverse candidates who can bring logic, problem-solving, verbal skills, and confident demeanors to the table. They are an energetic and tech savvy company that wishes to see correlating in their employees. As a company that strives to create better communication infrastructure, they also value the ability to highlight one’s skills among groups of people. Accordingly, candidates will be expected to present and speak in front of peers as well as a panel of managerial team members. Crucially, candidates must be prepared to take the series of psychometric tests Vodafone requires or they will not move forward to the interview process.