Thomson Reuters Interview Questions & Answers

4.2857/5based on 2 reviews. Ranked 160 out of 337 companies

Difficulty rating 6 / 10

Interview experience

  • Positive 2/2
  • Neutral 0/2
  • Negative 0/2

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  • Sales Graduate Program

    4.5714/5 | Interview date: March 2014 | Job offer? Yes |

    Was this helpful? Yes 2

    Sectors: Sales

    Difficulty rating 60.0 / 100

    Interview process

    Following the initial application, I was invited to take online tests. One was numerical and the other was a logical reasoning test. Successful at this stage, I was given a sales task, where I had to create a Powerpoint presentation in order to sell one of TR's products to a client. Along with this, I had to send in a write up of the process I would go through. Following this was an invitation to a telephone interview. The telephone interview was competency based and not too challenging. We spoke about the client task I had done before as well. It was based on experience and how it could apply to the role within the Graduate program. The interview lasted for about half an hour and was with one of the Graduate coordinators. Following this, I was invited to an assessment centre which I enjoyed thoroughly.

    Most difficult question

    Nothing springs to mind.

    Interview tips

    Make sure your personality shines through, even if you don't have financial experience or knowledge ensure that you are willing to learn!
    Show creativity and innovation and do not be afraid to think outside the box.

    Experiences at the assessment centre

    The day was split up into about 4 tasks which were all scored. The first task was a presentation stating why we thought TR should hire us. Creativity was rewarded. This was followed by Q&A and an interview with two people. This was mainly CV based. Next was a group activity. Half of the 24 people were cut at lunch so we were left as the final 12. After lunch we were given an hour to prepare for a role play which we were to do after we had the opportunity to showcase a skill which we had learned in the seven days before the assessment centre. I don't think this part was assessed.

    Interview steps

    Interviews

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

    Tests

    • Numerical
    • Personality
    • Verbal reasoning
    • Psychometric

    Other

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

    Rating the interview

    • How would you rate the pre-attendance information? 4/5
    • How well was the interview organised? 5/5
    • What was your overall impression of the organisation? 5/5
    • What was your overall impression of the selection process? 4/5
    • Did the interview reflect the overall values / culture of the organisation? 5/5
    • Would you recommend this company to a friend? 4/5
    • Did you want the role following your interview? 5/5
  • Thomson Reuters - Sales Graduate Program

    4.0/5 | Interview date: May 2013 | Job offer? Yes but declined |

    Was this helpful? Yes 5

    Sectors: Sales

    Difficulty rating 60.0 / 100

    Interview process

    The process had 3 steps.

    Firstly, a telephone interview with a recruitment company lasting 30 minutes (presumably Thomson-Reuters outsource recruitment to this company for that initial stage). This was competency based as expected, with the interviewer asking a variety of questions based around my experiences and specifically asking for examples where I could explain instances of fulfilling the competencies required by the role. In addition, the interviewer asked some motivational based questions around why I had applied to TR, and why I had applied to sales specifically. The interview was fast paced but simple enough. It ended with logistical questions based on the role.

    Having successfully passed this stage I was invited to a face-to-face interview at the canary wharf office in London. This interview was undertaken by a HR manager and a Sales representative from TR, who took turns to ask motivational and competency based questions. There were also a number of situational type questions around what I would do personally in a difficult sales type scenario etc. I was then asked to perform a 5 minute, on the cuff sales pitch for any item or service I wished (I was given 10 minutes to prepare in private). That was a difficult task, and felt pressured. The face to face interview took around an hour in total, was good natured and other than the sales pitch exercise, not particularly pressured or difficult.

    The final stage was a full day assessment centre, detailed in the question below...

    I was

    Most difficult question

    The most difficult questions were undoubtedly the situational job-related questions which I was essentially unable to prepare for, because they were presumably designed to test my decision making abilities on the cuff. These included questions like...

    "A senior manager (in a different service line) has asked you to prepare a report immediately but you have a particularly full workload, how do you react?" (or along those lines).

    Interview tips

    Remain calm. Preparation is absolutely essential, including researching the company, role, industry, competition, and latest news relating to the industry - and will give you the confidence to answer in the correct manner. Attempt to establish an early rapport with the interviewer by answering confidently with eye contact and clear, calm speech.

    Remain professional throughout and try your very best to show some passion about the job role/industry (In my feedback this was apparently lacking).

    Experiences at the assessment centre

    The assessment centre was the most difficult of 3 that I have now experienced. A high level of industry and company knowledge was expected and tested at various points. There were 3 tasks.

    1. Another face to face interview. This time based around my CV application to TR and why I believed I was suited to the specific sales role I had applied for. This was more formal than previous interviews, and particularly testing. It was fantastic experience. Not quite Apprentice-esque it was nevertheless difficult.

    2. A group exercise in which 5 candidates had to together solve a complex logistical question in half an hour and present our solution back to 4 ever-present assessors. The problem was inherently unsolvable (at least I believe it was!) and clearly the aim of the exercise was to test team working skills as well as leadership and presumably some element of problem solving individually.

    3. A presentation exercise (on my own) in which I was given a pack of materials and half an hour to prepare a presentation (given to two assessors), without the use of notes. The presentation was on a made up business solution TR had implemented at a made up client.

    Interview steps

    Interviews

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

    Tests

    • Numerical
    • Personality
    • Verbal reasoning
    • Psychometric

    Other

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

    Rating the interview

    • How would you rate the pre-attendance information? 3/5
    • How well was the interview organised? 4/5
    • What was your overall impression of the organisation? 5/5
    • What was your overall impression of the selection process? 4/5
    • Did the interview reflect the overall values / culture of the organisation? 4/5
    • Would you recommend this company to a friend? 4/5
    • Did you want the role following your interview? 4/5

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