Big Four — 2026 Guide

EY Aptitude Test Guide 2026: SHL Tests, Strengths Assessment & Full Process

The complete guide to EY's recruitment process — SHL online assessments, EY Strengths-based assessment, Pymetrics (some regions), virtual interview, and assessment centre — with expert preparation strategies.

5Recruitment stages

~70thEst. SHL cut score (percentile)

StrengthsEY's unique interview approach

2026Fully updated

Section 01

Overview of EY's Recruitment Process

EY (Ernst & Young) is one of the Big Four professional services firms, providing assurance, tax, consulting, and strategy & transactions services globally. EY's recruitment process shares the SHL aptitude testing foundation common to all Big Four firms, but has one significant distinctive feature: a strengths-based approach to interviewing and assessment.

While Deloitte and KPMG use competency-based STAR interviews, EY has largely moved to strengths-based questioning — asking what you enjoy doing and are energised by, rather than what you have done. This requires a fundamentally different preparation approach for the interview and assessment centre stages.

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EY's key differentiator: strengths-based assessment throughout

EY's shift to strengths-based interviewing reflects research showing that people perform best in roles that align with their natural strengths. Strengths-based questions ask "What activities give you energy?", "When are you at your best?", and "What have you done that you're most proud of?" — not "Tell me about a time you..." This distinction is critical for interview preparation.

Stage	Format	Typical Timeline	Key Outcome
1. Online Application	Form, motivation questions, academic history	Open intake periods	Basic eligibility screen
2. SHL Aptitude Tests	Numerical + Verbal + Inductive (TalentCentral)	48h from invitation	Cognitive ability screen — ~70th %ile cut
3. EY Online Assessment	Strengths-based questionnaire + Pymetrics (some regions)	After SHL pass	Strengths profile, personality fit
4. Virtual Interview	Strengths-based questions; some regions use pre-recorded	After online assessment pass	Strengths alignment, motivation, communication
5. Assessment Centre	Case study, group exercise, partner interview, aptitude re-sit	Final stage	Full competency + strengths evaluation

Section 02

The 5 Stages in Detail

Stage 1

Online Application

Standard CV and motivation questions. EY asks "Why EY?" and "Why this service line?" — both require specific, researched answers.

EY's global network, sector specialisation, and collaborative culture are differentiating points to reference
Know EY's published purpose: "Building a better working world" — and what it means in context
Academic requirements vary by region — typically First Class/high 2:1 UK, 3.5+ GPA US

Stage 2

SHL Aptitude Tests (TalentCentral)

Standard SHL battery — Numerical, Verbal, and Inductive Reasoning — within a 48-hour window. Plus OPQ32 for most roles.

Estimated cut score: ~70th percentile against graduate norm group
All three test types administered; numerical most critical for finance-adjacent roles
In-person re-sit required at assessment centre
Do not attempt to cheat — TalentCentral proctoring detects tab switching, copy-paste, and screenshots

Stage 3

EY Online Assessment (Strengths + Pymetrics)

EY's proprietary online assessment combines a strengths-based questionnaire with Pymetrics neuroscience-based game tasks in some regions.

Strengths questionnaire: asks about activities you find energising, natural, and enjoyable — not competency situations
Pymetrics (US and some other markets): 12 brief cognitive and emotional mini-games measuring attention, memory, risk tolerance, learning — no preparation needed beyond understanding the format
Answer the strengths questionnaire authentically — inconsistency across similar questions is flagged
Duration: approximately 30–60 minutes for both components combined

Stage 4

Virtual Strengths-Based Interview

EY's virtual interview uses strengths-based questions rather than traditional competency (STAR) questions. This is a significant difference from Deloitte and KPMG's approach.

Questions focus on what gives you energy, what you naturally do well, and what activities absorb you completely
Example: "What's the last project you really lost yourself in?" rather than "Tell me about a time you led a project"
Authenticity matters more here than polished STAR narratives
Some EY regions still include competency elements alongside strengths questions — prepare for both

Stage 5

Assessment Centre

Full day in-person at an EY office. Includes supervised aptitude re-sit, written or group case study, partner interview (strengths-based), and potentially a group exercise.

Partner interview at EY assessment centres is typically strengths-based — prepare for "When are you at your best?" not just STAR
Case study: analyse a realistic EY client scenario, produce a structured recommendation
Group exercise: collaborative problem; EY assesses teamwork and communication quality
Aptitude re-sit: supervised SHL tests verify your online results

Section 03

EY SHL Online Assessments

EY uses the standard SHL TalentCentral battery. The estimated cut score of ~70th percentile is consistent with Deloitte and KPMG. Preparation approach is the same as for all Big Four SHL tests — timed practice, baseline test, focus on weakest area, and always review incorrect answers.

Test	Format	Time	EY Service Line Priority
Numerical Reasoning	Data tables, charts — MCQ	~25 min / 18–25Q	Highest for Assurance, Tax, Transactions
Verbal Reasoning	True / False / Cannot Say	~25 min / 30Q	Highest for Consulting, Strategy, Consulting
Inductive Reasoning	Abstract sequences — MCQ	20 min / 12Q	Balanced across all service lines
OPQ32	Forced-choice personality triads	25–35 min	Informs strengths profile and interview

Section 04

EY Strengths-Based Assessment

EY's shift to strengths-based assessment is the most important distinguishing feature of its process. Understanding what "strengths-based" means — and how to prepare for it — is critical for candidates applying to EY specifically.

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Strengths-based vs competency-based: the key difference

Competency questions ask what you have done: "Tell me about a time you led a team." Strengths questions ask who you are: "When do you feel most energised at work?", "What activities come most naturally to you?", "What are you doing when you lose track of time?" The former requires polished STAR narratives; the latter requires genuine self-reflection and authentic answers.

Common EY Strengths-Based Question Types

"What activities energise you?"

Describe the type of work or interaction that gives you genuine energy — not just what you're good at, but what you actively enjoy and feel naturally drawn to.

"When are you at your best?"

Reflect on contexts — collaborative vs independent, creative vs analytical, structured vs ambiguous — where you produce your best work most consistently.

"What have you achieved that you're most proud of?"

Less about the achievement itself, more about what it reveals about your natural strengths and how you approach challenges that matter to you.

"What would your colleagues say about your strengths?"

This tests self-awareness and consistency — your answer should align with the rest of your profile and reflect genuine external feedback, not an idealised self-image.

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How to prepare for strengths-based questions

Reflect genuinely before the assessment and interview — not just on what you've done, but on what energises you and feels natural. Think about activities across work, university, sport, and extracurriculars where you consistently perform well and feel engaged. The most effective preparation is authentic self-reflection, not scripted narratives. EY uses strengths-based questioning specifically because it resists scripted preparation better than STAR.

Section 05

Pymetrics Game Assessment (Some Regions)

In the US and some other markets, EY uses Pymetrics alongside its strengths questionnaire. Pymetrics is a neuroscience-based assessment platform that measures cognitive and emotional traits through 12 brief, game-like tasks — balloon pumping (risk tolerance), pattern recognition, attention switching, emotional recognition in facial expressions, and others.

Each task takes 2–5 minutes. The entire battery takes approximately 25–30 minutes. There are no traditionally "correct" answers — Pymetrics measures your natural cognitive and behavioural patterns and compares them to the profiles of successful EY professionals.

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You cannot significantly prepare for Pymetrics — and don't need to

Pymetrics measures stable cognitive traits, not learned knowledge. The most effective approach is: take it when you're rested and focused, in a quiet environment, and respond naturally to each task. Trying to game the balloon task (inflating maximally every time) or other tasks produces an inconsistent, implausible profile. Pymetrics compares your profile to EY's benchmark — genuine responses produce the most accurate match.

Section 06

Virtual & Strengths-Based Interview

EY's virtual interview is conducted in a strengths-based style throughout. While some EY regions still include occasional competency elements, the dominant approach is strengths — what you naturally do well and what energises you.

"Why EY specifically?" Reference EY's purpose, global network, culture, or specific service line strengths. Know how EY differentiates itself from Deloitte, KPMG, and PwC in your target service area.
"Describe a time you really stretched yourself." Here the emphasis is on the natural curiosity and drive that led you to stretch — not just the outcome achieved. The energy behind the story matters as much as the result.
"What kind of work absorbs you completely?" This tests genuine self-awareness. The most effective answers are specific and authentic — not a list of professionally desirable attributes.
Commercial awareness: Know the key trends in your target EY service line. EY has strong sector-specific knowledge products — read their industry insights on ey.com before the interview.
"What would your friends say is your greatest strength?" Consistency with your broader profile matters. Have a genuine answer that connects to the type of work you're applying for.

Section 07

EY Assessment Centre

The EY assessment centre is a full-day in-person event at an EY office. It is the final and most comprehensive stage of the process.

Component	Format	Duration	EY-Specific Notes
Aptitude re-sit	Supervised SHL (same format, new questions)	~60 min	Verifies online results; standard across all Big Four
Case study	Written analysis or group presentation	45–75 min	Often EY-branded scenario (e.g. EY consulting a real-sector client)
Group exercise	Collaborative business problem	30–45 min	EY assesses inclusivity and collaborative contribution quality
Partner interview	Strengths-based + commercial depth	30–45 min	Strengths approach continues here — "When are you at your best?" dominates

Section 08

Full Preparation Strategy

SHL tests (3 weeks before): Take timed baseline tests; target 75th+ percentile in practice. Use our free timed practice tests. Review every incorrect answer. The SHL screen is the same as at other Big Four firms — strong preparation is essential.
Strengths reflection (2 weeks before): Spend genuine time reflecting on: what activities give you energy, when you feel most effective, what achievements you're genuinely proud of, and what your peers would say your natural strengths are. Write these down — have 4–6 specific, authentic examples across different life areas.
Pymetrics (if applicable — 1 week before): Familiarise yourself with the format by reviewing publicly available information about Pymetrics tasks. No specific preparation needed beyond understanding what each mini-game measures. Take it when rested.
Virtual interview (2 weeks before): Practise answering strengths-based questions out loud — not scripted, but reflective. Ask a friend to ask you strengths-based questions and give you feedback on authenticity and clarity. Know "Why EY" specifically.
Commercial awareness (ongoing): Read EY's published thought leadership at ey.com for your service line. Know the top 2–3 industry challenges facing EY's clients in your target practice area.
Assessment centre (week before): Practise structured written case analysis. Review STAR examples as backup — some EY interviewers do ask hybrid strengths-competency questions. Know EY's purpose and values and be able to articulate how they connect to your genuine strengths.

Section 09

Frequently Asked Questions

What makes EY different from Deloitte and KPMG in its recruitment process?+

The key distinction is EY's strengths-based approach to interviews and assessment — asking what you enjoy and are naturally good at, rather than competency-based STAR questions about what you have done. All Big Four firms use SHL tests and in-person assessment centres, but EY's interviewing style requires different preparation. Additionally, EY uses Pymetrics in some regions, which is not used by Deloitte or KPMG.

How do I prepare for strengths-based questions?+

The most effective preparation is genuine self-reflection rather than scripted narratives. Spend time thinking about: activities that give you energy, moments when you feel most effective, things you naturally tend to do without being asked, and achievements you're proud of because of what they reflect about you — not just their outcome. Having 4–6 specific, authentic examples across work, university, and extracurriculars gives you flexibility to draw on genuine answers rather than forcing scripted responses.

What SHL score do I need for EY?+

EY's estimated cut score is approximately the 70th percentile against a graduate norm group — consistent with Deloitte and KPMG. EY does not publish its thresholds. Always aim to maximise rather than target the minimum. A stronger SHL profile creates a stronger overall application going into the strengths assessment and virtual interview.

Does EY use Pymetrics in Australia?+

Pymetrics is most widely used by EY in the United States. In Australia, EY's online assessment typically combines the SHL TalentCentral battery with an EY-proprietary strengths questionnaire rather than Pymetrics. The specific assessments used vary by region and intake year — always confirm with EY Australia's graduate recruitment pages for your specific programme.

Does EY do in-person aptitude test re-sits at the assessment centre?+

Yes — like all major Big Four firms, EY requires shortlisted candidates to re-sit aptitude tests in person at the assessment centre to verify online results. This is a standard integrity check, not a sign of suspicion. Prepare for the real test as if the assessment centre re-sit is the one that counts.

Ready to Prepare for EY?

Start with our free SHL practice tests — and spend time on genuine strengths reflection to prepare for EY's distinctive interview approach.

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