NatWest Group Aptitude Test & Graduate Assessment Guide 2026
The complete guide to NatWest Group's graduate recruitment — online aptitude tests, digital video interview, virtual assessment centre, NatWest's six values, and a 4-week preparation plan.
NatWest Group Overview
NatWest Group is one of the UK's largest banking and financial services organisations, employing approximately 62,000 people across its brands: NatWest, Royal Bank of Scotland (RBS), Ulster Bank, Coutts, and several digital banking entities. It is one of the top five employers in UK retail and commercial banking and recruits hundreds of graduates annually across multiple functions.
NatWest's graduate recruitment has evolved significantly since 2020. The group completed its rebrand from RBS Group to NatWest Group in 2020 and has invested heavily in digital transformation — reflected in both its business strategy and its hiring focus. Technology and data roles now represent a growing share of graduate intake alongside the traditional finance, risk, and commercial banking paths.
Unlike purely metrics-focused banks, NatWest explicitly assesses candidates against six stated values throughout the recruitment process. Understanding these values and mapping your experiences to them is essential — not just at the interview stage, but from your online application onwards. Candidates who show only technical capability without values alignment are regularly rejected at the assessment centre stage.
NatWest's stated purpose — "championing potential, helping people, families and businesses to thrive" — shapes its hiring criteria meaningfully. The group specifically seeks candidates who can demonstrate customer empathy, community orientation, and a growth mindset alongside the commercial and analytical skills expected of a graduate banker.
Graduate Programmes & Schemes
NatWest Group recruits graduates across several structured programmes, each with slightly different assessment requirements and role-specific focus areas.
🏦 Commercial Banking
Relationship management, credit analysis, business banking. Strong commercial awareness and financial analysis skills required. 2-year rotational programme.
💻 Technology
Software engineering, data science, cloud infrastructure. Coding aptitude and technical skills assessed separately. Growing proportion of graduate intake.
📊 Finance & Risk
Financial reporting, treasury, market risk, credit risk. Strong numerical and analytical aptitude essential. CFA/ACCA pathway available.
🏢 Retail Banking
Branch management, personal banking, customer experience. Customer empathy and commercial skills balanced. Regional placement.
⚖️ Legal & Compliance
Regulatory compliance, legal advisory, financial crime. Watson Glaser-style critical thinking may supplement standard SHL tests.
🌐 Coutts / Private Banking
High-net-worth relationship management. Highest interpersonal skills bar. Commercial awareness of wealth management required.
NatWest Group graduate applications typically open in September–October for the following year's intake and fill on a rolling basis. Apply within the first 4–6 weeks of the window opening. Waiting until January or February significantly reduces your chances even if the portal is technically open — many programmes are full by then.
The 4 Recruitment Stages
Online Application
CV or application form with 3–4 motivation questions. NatWest typically asks: "Why NatWest?", "Why this programme?", and values-based questions such as "Tell us about a time you championed someone else's potential."
- Answer each motivation question specifically — reference NatWest's purpose, specific programmes, or recent business initiatives
- Map your examples explicitly to NatWest's six values
- Minimum degree class: typically 2:1 expected, though not always a hard screen at NatWest
Online Aptitude Tests (SHL)
SHL TalentCentral battery: Numerical Reasoning, Verbal Reasoning, and often a Situational Judgement Test aligned to NatWest's values. Typically a 3–5 day completion window from invitation.
- Estimated cut score: approximately 60th–70th percentile
- SJT answers should align with NatWest's customer-first values — avoid purely individual achievement responses
- Tests are proctored via webcam for senior roles; standard format for graduate roles
- Score reports are not shared with candidates
Digital Video Interview
Pre-recorded video interview (typically 4–5 questions, 30 seconds to prepare, 2–3 minutes per answer). Reviewed by NatWest recruiters. Focuses heavily on values alignment and motivation.
- Common questions: "Why NatWest?", "Tell us about a time you put the customer first", "Describe a situation where you showed adaptability"
- NatWest assessors score for values fit as much as competency evidence
- Dress professionally, neutral background, stable internet
- Practice recording yourself before the live session
Virtual Assessment Centre
Full-day virtual event typically comprising 3–4 exercises: a values-based interview, a group exercise or case study, and often a presentation or written analysis task.
- Values-based interview: 45–60 minutes, focused on STAR examples mapped to NatWest values
- Group exercise: collaborative discussion or business simulation — assessors score contribution quality and team behaviour
- Case study or written analysis: commercial or banking scenario requiring structured recommendation
- Candidate debrief and Q&A session with NatWest graduates
SHL Online Assessments
NatWest uses the SHL TalentCentral platform for its online aptitude tests. The standard battery includes Numerical Reasoning, Verbal Reasoning, and a Situational Judgement Test. NatWest's estimated cut score — approximately the 60th–70th percentile — is lower than investment banks like Goldman Sachs or J.P. Morgan, but still requires solid preparation.
| Test | Format | Time | NatWest Weight | Key Tip |
|---|---|---|---|---|
| Numerical Reasoning | Tables/graphs — MCQ | ~25 min / 18–25Q | 🔴 High | Practice ratio, percentage change, and index calculations |
| Verbal Reasoning | True / False / Cannot Say | ~25 min / 30Q | 🟡 Medium | Strict text-only evidence; Cannot Say is your friend for ambiguous statements |
| Situational Judgement | Banking scenarios — rank responses | ~20–30 min | 🔴 High (values fit) | Align to NatWest's customer-first values — prioritise customer and colleague wellbeing over short-term metrics |
NatWest's SJT scenarios are designed around its stated purpose of "championing potential" and a customer-first culture. When ranking responses, prioritise actions that build long-term customer relationships, demonstrate empathy, and involve appropriate escalation or collaboration — over actions that optimise purely for individual metrics or short-term results.
NatWest's Six Values Framework
NatWest Group's six values underpin every stage of the recruitment process — from written application through to assessment centre interview. Candidates who can authentically demonstrate these values with specific STAR examples significantly outperform those who demonstrate only technical capability.
| Value | What It Means in Practice | Example Interview Theme |
|---|---|---|
| Serving customers well | Prioritising customer needs, acting in their long-term interest, proactively identifying solutions | "Tell me about a time you went above and beyond for a customer." |
| Working together | Cross-functional collaboration, valuing diverse perspectives, sharing knowledge and credit | "Give me an example of when you worked effectively as part of a diverse team." |
| Doing the right thing | Ethical behaviour, speaking up, making decisions that are right even when difficult | "Tell me about a time you raised a concern at work or in a group setting." |
| Thinking long term | Considering broader impact, sustainability, community, and second-order consequences | "Describe a time you considered the wider impact of a decision." |
| Learning and growing | Continuous development, responding to feedback, embracing change and new challenges | "Tell me about a time you received critical feedback and how you acted on it." |
| Achieving together | Collective ownership of outcomes, accountability, celebrating shared success | "Give an example of a team achievement you are most proud of and your role in it." |
Before your application, write out 6–8 STAR examples and explicitly label which NatWest values each one demonstrates. One story can demonstrate multiple values — a team project that involved ethical decision-making can cover "doing the right thing," "working together," and "achieving together" simultaneously. Mapping your bank of stories to the values framework prevents you from being caught without a relevant example under interview pressure.
Virtual Assessment Centre
NatWest's virtual assessment centre is a full-day event hosted via video conferencing. It typically runs 9am–5pm and includes multiple exercises assessed by trained NatWest assessors who score against their competency and values framework.
Values-Based Interview (45–60 minutes)
The values-based interview is NatWest's most heavily weighted assessment centre component. It uses a structured competency approach where all questions are anchored to NatWest's six values. Common question formats include: "Give me an example of when you demonstrated [value]," and "Tell me about a time when [scenario that tests a value]."
Prepare two STAR examples for each of NatWest's six values — so you have a backup story if your first example doesn't fully answer the question. Interview duration means approximately 6–8 questions will be asked, so depth matters more than breadth.
Group Exercise (30–45 minutes)
A collaborative discussion or business simulation. Assessors score participants on the quality of their contribution (not just the quantity), active listening, building on others' ideas, and demonstrating leadership behaviours without dominating. NatWest's group exercises often involve a banking or customer-focused scenario — for example, allocating resources across competing customer service priorities or evaluating a product recommendation.
NatWest assessors score for values-aligned behaviours in group settings. Candidates who frame their arguments in terms of customer impact, long-term consequences, or team wellbeing — rather than purely commercial metrics — score consistently higher on the values dimension that runs alongside the standard group exercise competency scoring.
Case Study or Written Analysis (30–45 minutes)
A written or presented analysis of a business or banking scenario. Typically involves reviewing a briefing pack and producing a structured recommendation. Assessors look for: clear logical structure, use of the data provided, commercial realism, and awareness of customer and risk implications. Practice structuring written recommendations with a clear recommendation, key supporting reasons, and explicit consideration of risks and alternatives.
Post-Exercise Debrief
NatWest assessment centres typically end with an informal session where candidates meet current graduates or early-career employees. This is not formally scored, but your engagement and questions signal genuine interest. Prepare 2–3 thoughtful questions about the programme, the team culture, or NatWest's current strategic direction.
4-Week Preparation Plan
Week 1 — Aptitude Tests
- Complete 2–3 timed numerical reasoning practice tests daily
- Complete 1–2 verbal reasoning practice tests daily
- Review all incorrect answers; identify patterns in errors
- Target: consistent 65th percentile or above in practice
- Read financial pages daily for numerical fluency context
Week 2 — Values & Story Bank
- Read NatWest Group's annual report and purpose statement
- Write out 8 STAR examples mapped to the six values
- Practise verbal delivery of each story (2–3 minutes each)
- Research NatWest's current strategic initiatives and digital transformation
- Draft answers to "Why NatWest?" and "Why this programme?"
Week 3 — Video Interview
- Record practice answers to 10 common NatWest video interview questions
- Watch playbacks and assess: pacing, eye contact, content clarity
- Refine your top 5 stories for video delivery
- Check tech setup: lighting, camera angle, stable internet, quiet room
- Practise the platform format if NatWest shares an example
Week 4 — Assessment Centre
- Practice a mock group exercise with 2–3 others
- Write 2 practice case study recommendations (30 min each)
- Review commercial awareness: UK banking sector, digital banking trends, NatWest news
- Prepare 3 thoughtful questions for the candidate debrief
- Full mock values-based interview with timed STAR answers
NatWest vs Other UK Banks
Understanding how NatWest compares to other major UK bank employers helps you calibrate your preparation and differentiate your application effectively.
| Bank | Test Platform | Est. SHL Cut Score | Key Differentiator | Values Focus |
|---|---|---|---|---|
| NatWest Group | SHL TalentCentral | ~60th–70th %ile | Strong values-based hiring; customer purpose | Very high |
| Barclays | SHL TalentCentral + Pymetrics | ~70th–75th %ile | RISES values; Pymetrics game assessment | High |
| HSBC | SHL TalentCentral | ~70th %ile | Global network; international mobility | Medium-High |
| Lloyds Banking Group | SHL TalentCentral | ~65th–70th %ile | UK-focused retail; purpose-led culture | High |
| Santander | SHL TalentCentral | ~65th %ile | SCORE values; international group exposure | High |
| J.P. Morgan | SHL TalentCentral | ~75th–80th %ile | Global IB; Insights Experience; superday | Medium |
NatWest is generally considered more accessible than the bulge-bracket investment banks in terms of test cut scores, while maintaining a demanding assessment centre. Its strong values-based culture means cultural fit is weighted more heavily than at purely metrics-focused banks. This makes it a particularly good match for candidates with strong interpersonal and customer service experience alongside solid analytical capability.
Frequently Asked Questions
Ready to Prepare for NatWest?
Start with free SHL practice tests and build your STAR story bank — those two steps cover the majority of the NatWest assessment process.