Aviva Situational Strengths Test
Aviva looks for employees with a high ability to handle various situations in a specific manner. Applicants have to pass a situational judgement test before being offered a position. This is also referred to as a situational strengths test.
Aviva use the following tests in their selection process:
Jump to:About Aviva Situational Judgement Tests
Situational judgement tests are a fair and objective way for Aviva to assess a wide range of applicants, each having different experiences and different qualifications. By analysing the results of a standardised situational judgement test, Aviva are able to quickly see which candidates are suitable for the role and which are not. This sort of information about candidates’ skills is difficult to glean from interviews and qualifications alone, so they use professional psychometric tests.
Often, Aviva will ask applicants to take a situational strengths test online, which you can take from home. When the situational strengths test is used early on in the application process like this you will have to achieve a minimum score before you progress to the next round (typically a score in the top 50% of applicants is required however this does vary role to role). Further along in the selection process you might be asked to attend an assessment centre or interview where you will be asked to sit a situational strengths test again. This is so Aviva can verify the person scoring highly in the test is indeed the person applying for the job.
| Assessment section | Recommended Practice Pack |
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Aviva Situational judgement test | Situational judgement test
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Aviva Personality test | Personality Test Pack
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Bundle Pack | Bundle Pack
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Aviva Application Process Stages
Stage 1
| Online Application | You will need to apply to Aviva onlineYou will be asked for some personal information and details on your academic achievements. You must be on track to graduate before you commence full-time employment in order to be eligible for the graduate programme. |
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Stage 2
| Online Tests | Shortly after submitting your application, you will automatically be invited to complete 2 assessments.
The Situational Strengths test is very similar to a situational judgement test with some differences in the format of the questions asked. Videos may be used to make the descriptions of each scenario more interactive and immersive. |
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Stage 3
| Video Interview | Upon passing the Critical Reasoning and Situational Strengths Test, you will then be asked to take part in a video interview. Typically, in a video interview you will be given a set of questions to respond to. You will then use the software provided to record your responses to these questions. Responses are typically 30 seconds to a minute long. Use the freedom here to plan your responses to the questions well, even if that means redoing the recording. You will often get the opportunity to view and check the recording before submitting it. Ensure that your answers are relevant to the questions asked. |
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Stage 4
| Assessment Day | Once you've managed to win over Aviva with your video interview responses, your scores in the Situational Strengths and Critical Reasoning tests, the final stage will require you to attend an assessment centre, where you may be asked to take part in a second interview, a group exercise, and a few other tasks, such as a written exercise, a meeting, or a presentation. During the group exercise, the assessors will be evaluating how well you form relationships with other, new people, and how you contribute to the team. You will be informed of your result from the assessment centre quite shortly afterwards. If you wish to receive some feedback on your performance, you may contact a member of the recruitment team, who will explain to you areas in which you can improve. |
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Aviva Situational Judgement Test Questions
Like most situational judgement tests, the one used by Aviva looks at how you would handle and respond to typical, and rare, situations and scenarios that occur in the workplace. The situational judgement test will be assessing your speed and accuracy. The answers are multiple choice and you should try to work quickly within the time limit, but also accurately. Negative marking is unlikely to be used but do not guess answers, as this will show up in your accuracy score. With practice you will become familiar with the type of situational judgement tests used by companies such as Aviva.
Situational judgement tests and who uses them
Companies are using situational judgement tests more and more in their application process that candidates must go through. A person's score in a situational judgement test is a good indicator of how closely their attitudes and responses to situations mimics those of the company they've applied to. This is important in any sector or position.
Aviva use situational judgement tests as part of their recruitment process to help them select the best candidates for a particular role.
So as a graduate or senior candidate applying for a job at Aviva you might feel like the situational judgement test is an unnecessary hoop to jump through. But you should bear in mind that Aviva are asking you to complete the situational judgement test as much for your own benefit as theirs; if you are not suitable for the role, a psychometric test will usually identify this. Research has shown that psychometric tests, such as those used by Aviva, are a better predictor of job performance than traditional selection metrics such as level of degree achieved.
What you should know before taking your situational judgement test
The situations described in standardised situational judgement tests are ones which applicants can expect to face whilst performing the job they've applied for. The difficult aspect comes with identifying the details in the situation, which would help you to choose the appropriate courses of action to take, quickly and accurately within the time limit. Here are a few examples of the most common situations you can expect in your situational judgement test:
- Unsatisfied customer
- Stock-related problems, such as delivery
- Disagreements between work colleagues
Different types of situational judgement tests
Most questions in most situational judgement tests follow a standard format displaying a passage of text, the question and answer options on screen. These can be arranged differently, but each test will stick to the same layout throughout. The question text may contain extra information which adds to what's given in the sequence of images, this might also be necessary to answer the question correctly. You might have to guess which answer option is the next in the sequence, or which options represents a missing step in the sequence. Lastly, the answer options are almost always multiple choice. Multiple choice answers can vary, however. You may have 2 options to pick from, 4, maybe 5, and these will have to be ranked too. The more answer options to pick from, the slimmer the chances are that you can obtain the correct answer by guessing.
Answered questions
Are these tests suitable for Aviva?
Yes. Aviva use TalentQ's reasoning tests to assess applicants in the recruitment process. The practice tests we provide have been designed to mimic TalentQ's style to create an environment similar to the real assessment. This provides you with confidence that the questions you practice with us now are an accurate reflection of the real assessment.
How difficult are your tests?
The same difficulty as real tests. Generally real employer selection tests don't differ that much in terms of difficulty which is why they compare your score against norm groups. Our practice tests are pitched roughly at graduate level, but this means they are actually suitable for preparing for all levels of job: entry; apprentice; graduate; senior; director.
Are they compatible with my Mac / Tablet / Phone?
Yes, and PC, and Linux and smartphone and Android and...everything. Our practice tests will run on all systems and they are responsive so they will work well on tablets and smartphones too!
How many times can I take the tests?
Unlimited. You can take our practice tests as many times as you like; there is no limit. But to be honest, after taking the same test a few times you start to remember the answers, so that’s why we have lots of tests.