Glencore Assessments

Careers at Glencore

Glencore has career opportunities for both experienced professionals and graduates. For entry-level roles in particular, there are openings in three business areas: trading operations, risk management and oil analysis.

A trading operations graduate is expected to be detail-oriented, clear and concise when communicating, and have some knowledge of finance. When it comes to risk management roles, some essential traits are confidence and an analytical mind. Finally, to meet the requirements for a graduate position in oil analysis, one needs a background in mathematics or programming, and to be a strategic thinker.

These graduate schemes are usually based in major offices in London, New York and Singapore. The programmes range between one to two years, depending on the business needs and each specific area.

Unlike many entry-level schemes where the emphasis is largely on training, Glencore provides an environment where new joiners can, in many ways, explore their career via practical experience from day one. They are encouraged to learn ‘intrapreneurship’ (entrepreneurism under the framework of a wider organisation), or in other words, own their ‘business’ within the business.

Glencore’s recruitment process starts with an online application form, followed by an interview, either over the phone or on video call. Following these, Glencore will send out invitations to take online aptitude tests; the type of tests one takes depends on the role.

Finally, the top performers will attend an assessment centre and a site visit or tour around their future office or work sites.

Online application

Once registered with an email and password, candidates can submit their CV and cover letter as well as their responses to specific questions about their educational or professional background, and their motivation for applying. A Glencore internal recruiter or hiring manager will review each application and accompanying answers.

Video interview

The next stage is a video interview (or sometimes a phone interview). The Glencore team will get to know applicants and assess their suitability for the team via behaviour-based interview questions.

The interview is typically one-on-one via a video conferencing platform. Occasionally it may be presented automatically with interview recorders, so that the answers can be reviewed later on.

Glencore Aptitude Tests

Glencore numerical reasoning tests

As all business areas in Glencore require some numerical proficiency, numerical reasoning tests are always used. These tests present candidates with practical, industry-related problems and accompanying data sets, tables, graphs, charts or other financial information to compare, interpret and calculate solutions.

Although complicated, all the questions are based on basic maths topics like arithmetic, averages, percentages, ratios, unit conversions and interest. The duration is usually 30 to 45 minutes, with roughly only a minute on average to complete each answer; all questions are in multiple-choice format.

Glencore verbal reasoning tests

Another essential skill a Glencore employee should possess is the ability to communicate factual, specialist information clearly and objectively. Therefore, the second type of test you are likely to encounter is a verbal reasoning test.

Verbal reasoning questions consist of paragraphs with roughly 250 to 350 words, and the content is similar to that of a real report or work document. The test then provides a question or a statement; one must choose whether this statement is true, false, or if there was not enough information.

These tests are also multiple choice, with a similar duration of 30 to 45 minutes and a little longer to complete each question (between one to two minutes each). The aim of a verbal reasoning test is mainly to assess command of language; that said, a good understanding of the context of international trade and the natural resource industry will be an advantage.

Glencore situational judgement tests

Glencore looks for individuals who are not only skilled and intelligent, but also embrace their values and make a good fit with the company’s culture. Thus, situational judgement tests are used to delve deeper into each applicant’s way of thinking, personality, motivations and potential behaviours in the workplace.

Situational judgement questions describe hypothetical professional scenarios and typically offer four to five answer options. Test takers must either choose ones they most closely resonate with, or rank answers from what they would most likely do, to the least.

These tests are not timed, and depending on the test provider, they can range from 20 to 30 questions. Despite being a low-pressure type of assessment, the difficulty of situational judgement tests lies in the dilemma of whether to be completely honest, or to select answers you think they want to hear.

No matter how much you want a job, being true to yourself will save you from committing to an unfulfilling career or work environment.