Difficulty Rating


Interview experience







  • Technical Business Consultant

    Difficulty Rating


    Interview process

    My initial telephone conversation was a brief chat to talk to me about the role. It was Zurich who contacted me.

    In the official interview, I was asked various competency based questions and expected to respond in the STAR format. This is Situation, Target, Action and Result. After this I was asked what I'd expect of such a role and then further more to discus my 2/5/and 10year career aspirations. Make sure to keep these as relevant to the role as possible.

    Most difficult question

    Talk about a time when your suggestion to management did not work out.

    A second one was talk to us about a time where you failed and why you think this was the result?

    Answer both of these as quickly as possible making sure to move onto how you resolved the issues and talk more about what you learnt from the mistakes and anything you would do differently next time. Make sure to finish the question on a positive whilst still answering.

    Interview tips

    Definitely research the role as much as possible. Show why you would want to work at this company. Although I was contacted and I passed all the required exams and interviews I was not selected at the assessment centre stage. I was given very detailed feedback on my performance and was informed I did not show enough enthusiasm for the role itself. Although I may have fit the role and been suitable I failed to get across my actually desire and drive to work at Zurich.

    Revise for the numerical assessments. They are not hard but without adequate practise/ preparation YOU MAY FAIL. Take time to get used to completing these. remember 80% of IT candidates fail numerical reasoning tests by Zurich (stats from the HR themselves). REVISE REVISE PRACTISE!!

    Take a close look at Zurich Values. Integrity, Long term sustainability, Customer Centricity etc...

    If a company contacts you, It is usually double edged. This can be bad because a lot of other candidates have proven through persistence, that they really want the role. So make sure you demonstrate to the prospective company the real desire and intent to become part of their team. Otherwise, unfortunately much like myself, you will just be seen as 'down for the day' or maybe - 'unlikely to stick around for more than your contract'. Remember you are an investment and a potential asset to a company. They want to know you will stay with them.

    Experiences at the assessment centre

    The assessment was started off with an initial interview, going through my CV and asking me more about why I wanted the role.

    To be absolutely honest I was not clued up on the role itself and was not abel to give the best answers. Most definitely research the company and the role you are pursuing. It definitely shows at this stage. Be confident in your responses and try to stay as relaxed as possible.

    We were then split into a group activity where we were given 10mins to study a case study relevant to the company and come up with possible solutions through an organised presentation. Ensure you are heard here and if you are usually quiet try to make it seen that you are having active input.

    The third step was a presentation on a case study. Here you really need to study up on the Zurich values and understand what they mean to the business. The presentation should incorporate all of those and make them relevant to the case study. make sure to use SWOT analysis. Strengths, Weaknesses, Opportunities and Threats.

    Finally an 'informal' speed dating style interview with multiple employees. Make sure you keep this concise and relevant. although it is not 'assessed', it most definitely is. So be alert and give educated responses.

    Interview steps


    • Phone
    • 1:1
    • Group / Panel
    • Senior Management
    • Video


    • Numerical
    • Personality
    • Verbal reasoning
    • Psychometric


    • Assessment centre
    • Group exercise
    • Background check
    • Presentation
    • Competency based questions

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