Rolls-Royce interview questions

Hiring and interview process is thorough. Depending on the function or role, technical competency evaluation may be required. Views non-technical. behavioural competencies as a priority when hiring. May incline more towards internal hiring, unless then job market can provide a better alternative. Well defined interview ans selection process for graduates.

Standard application form with a couple of questions prompting you to explain why you have selected the chosen programme and then another one dealing with memberships of society, positions of responsibility and other skills relevant to the programme. This is followed by psychometric tests provided by Cut-e, which are one of the toughest I have seen so far. You will be tested on your verbal, numerical and logical reasoning skills, so it would be very helpful to practise a lot before you do the actual ones. It took about a month for RR to get back to me after having passed the tests, after which I was invited to an assessment centre. The assessment day lasts for about 7 hours and involves a group exercise, a numerical reasoning test (on paper) which is identical to the online one, competency based interview and then a technical interview which I found quite challenging but equally enjoyable. Preparation is the key to success, so make sure you do all your research, revise your course content from previous years and read about RR's history, what does it do, it's competitors, products, recent problems and also read through 'The Jet Engine' book published by RR.