As part of the Severn Trent recruitment process we may assess your capability for a vacant role in a range of ways. Our most common selection tools are interviews, presentations, psychometric testing and assessment events. We believe that it’s important for you to be clear about what’s involved so that we both get the most out of the experience. On these pages we’ve provided brief guidance on each of these tools:

Interviews

There are various forms of interview, each with different types of questions. We focus our approach on your skills, experience and behaviours, so you'll be asked for examples of how you approached different situations, drawing on experience from work, study or home. While each interview will be as different as the vacancies are themselves, preparation is vital. 

Presentations

Presentations are a frequent part of our recruitment process and may be used alongside interviews and psychometric testing to assess your capability for a role within our business. There is no shortage of advice available on how to make an effective presentation, but we recommend 12 guidance points.

Psychometric testing

Psychometric testing literally means measuring the brain, which sounds scarier than it need be. In this context it applies to tests that have been scientifically devised and trialled to measure certain characteristics or abilities. Severn Trent uses psychometric tests because we believe such tests support our selection decisions.

Assessment events

Assessment events may require you to complete an interview, psychometric tests and various exercises designed to assess your suitability for the role that you have applied for. We value the opportunity that assessment events provide to involve multiple assessors, multiple assessment tools and multiple candidates.