KPMG Assessment Test: Online Assessment, Questions & Interview Guide

The KPMG Assessment Test is part of the KPMG recruitment process for many graduate, internship, audit, tax, advisory, consulting, technology, risk, deal advisory, and experienced hire roles.

Depending on the country, business area, and role, KPMG candidates may face:

online assessments;
situational judgment questions;
numerical reasoning tests;
verbal reasoning tests;
cognitive or skills assessments;
job simulation exercises;
video interviews;
behavioral interviews;
case interviews;
assessment centers;
group exercises;
technical interviews;
partner or final interviews.

KPMG’s official careers resources explain that the hiring process can vary by country and position, but it commonly includes online application, screening, online assessments or interviews, and role-specific selection steps. Some KPMG country sites describe online assessments covering verbal, numerical, logical, or situational judgment themes, followed by interviews or assessment centre activities. KPMG’s official values emphasize Integrity, Excellence, Courage, Together, and For Better, which are important themes to keep in mind during assessments and interviews.

This guide explains what to expect in the KPMG assessment process, common test formats, sample questions with answers, and preparation strategies by role. It is not an official KPMG resource.

What Is the KPMG Assessment Test?

The KPMG Assessment Test is not one single exam.

It is a broad term for the assessments, interviews, exercises, and selection tools KPMG may use to evaluate candidates.

Depending on the role, the process may measure:

numerical reasoning;
verbal reasoning;
situational judgment;
business judgment;
client service;
teamwork;
integrity;
problem-solving;
analytical thinking;
communication;
commercial awareness;
technical knowledge;
leadership potential;
role fit;
motivation for KPMG.

KPMG is a professional services firm, so many roles require a combination of analytical ability, client judgment, teamwork, accuracy, and ethical decision-making.

Banking assessment preparation can help candidates become familiar with numerical reasoning, situational judgment, and job simulation formats before the live assessment step.

For broader context on pre-employment assessments, employment test practice can help candidates compare common assessment formats across employers.

Does Every KPMG Role Use the Same Assessment?

No.

The KPMG assessment process varies by:

country;
office;
role level;
student vs experienced hire process;
audit vs tax vs advisory vs consulting;
internship vs graduate program;
business unit;
local hiring process;
assessment provider;
hiring team.

For example:

An audit candidate may face numerical reasoning, professional judgment, and behavioral questions.
A tax candidate may face analytical, verbal, technical, and client scenario questions.
An advisory or consulting candidate may face case-style questions, business scenarios, and assessment center tasks.
A technology candidate may face technical, data, cyber, or coding-related questions.
A graduate candidate may face online assessments, video interviews, and assessment center exercises.
An experienced hire may face more direct technical and competency-based interviews.

Always follow the instructions in your official KPMG candidate portal or email.

KPMG Hiring Process Overview

KPMG’s official careers guidance notes that the process can vary by country, office, and role level. A typical process may include:

Online application
Application review and candidate screening
Online assessment if shortlisted
Video interview, recruiter conversation, or first interview
Assessment centre, case study, group exercise, or role-specific exercise if required
Final interview or partner interview depending on role
Offer and onboarding if selected

Some KPMG country sites describe separate stages for application, online assessment, interview or assessment day, offer, and onboarding. For example, KPMG Australia graduate guidance describes two online assessments-one timed game-based cognitive assessment and one untimed workplace-behaviours assessment-followed by assessment centre activities for some candidates. KPMG New Zealand notes that online ability assessments may include verbal, numerical, abstract, and situational judgment sections.

Graduate programmes may follow a more structured sequence, while experienced hire processes may be more tailored to the role.

Always follow the instructions in your official KPMG candidate portal or email.

KPMG Online Assessment

A KPMG online assessment may include reasoning tests, judgment questions, work-style questions, or job simulation tasks.

Depending on the role and country, the online assessment may test:

numerical reasoning;
verbal reasoning;
logical reasoning;
situational judgment;
work style;
behavioral preferences;
business judgment;
written communication;
role-specific skills;
video responses.

Some candidate guides and preparation materials refer to KPMG-style online assessments such as numerical analysis, skills and cognitive assessments, or scenario-based exercises. The exact format, provider, and timing can vary by country and role, so follow your official invitation.

KPMG Numerical Reasoning Test

The KPMG numerical reasoning test measures your ability to interpret and use numerical information in a business context.

You may need to work with:

percentages;
ratios;
averages;
revenue;
profit;
costs;
margins;
growth rates;
charts;
tables;
financial data;
business performance metrics.

This section is especially relevant for audit, tax, advisory, consulting, finance, risk, deal advisory, and graduate roles.

The goal is not just arithmetic. You need to interpret the result and understand what it means for a business decision.

Numerical reasoning test practice can help you build speed with percentages, charts, and business data before timed assessment sections.

KPMG Verbal Reasoning Test

The KPMG verbal reasoning test measures your ability to understand written information and evaluate statements logically.

You may read a passage and decide whether a statement is:

true;
false;
cannot say;
supported;
not supported.

This type of test is relevant because KPMG roles require reading reports, client information, emails, regulations, policies, and business documents accurately.

Strong candidates avoid outside assumptions and answer only from the passage.

Verbal reasoning practice can help you practice true, false, and cannot say formats before the live test.

KPMG Situational Judgment Test

A KPMG situational judgment test, or SJT, presents realistic workplace scenarios and asks how you would respond.

KPMG SJT questions may involve:

client issues;
team conflict;
ethical concerns;
workload pressure;
quality problems;
unclear instructions;
confidentiality;
stakeholder communication;
competing deadlines;
manager feedback.

You may be asked to:

choose the best response;
choose the worst response;
rank responses;
select what you would be most likely to do;
select what you would be least likely to do.

Strong answers usually show integrity, client focus, teamwork, accountability, clear communication, and good professional judgment.

Situational judgment test practice can help you rehearse client service and professional judgment scenarios before the assessment.

KPMG Job Simulation

Some KPMG hiring processes may include a job simulation-style assessment.

A job simulation may present realistic workplace tasks such as:

reviewing client information;
interpreting charts or tables;
prioritizing emails;
answering workplace scenarios;
writing short responses;
recording video answers;
identifying risks;
making recommendations;
responding to a manager or client.

The goal is to test how you work through realistic professional services tasks.

Strong candidates show analytical thinking, attention to detail, clear communication, professionalism, and ethical judgment.

KPMG Video Interview

Some KPMG candidates may complete a video interview or virtual interview.

You may be asked questions such as:

Why KPMG?
Why this role?
Tell me about a time you worked on a team.
Tell me about a time you solved a difficult problem.
Tell me about a time you handled pressure.
Tell me about a time you acted with integrity.
Tell me about a time you adapted to change.
Tell me about a time you used data to make a decision.

For recorded video interviews, you may have limited preparation and answer time.

Prepare concise answers using the STAR method.

KPMG Assessment Center

Some KPMG graduate, student, internship, or advisory recruitment processes may include an assessment center.

A KPMG assessment center may include:

group exercise;
case study;
written exercise;
presentation;
role-play;
interview;
technical exercise;
partner or senior interview.

Assessment centers evaluate both individual performance and how you work with others.

Strong candidates contribute ideas, listen actively, structure their thinking, communicate clearly, and avoid dominating the group.

KPMG Case Interview

KPMG advisory, consulting, strategy, deal advisory, and some business roles may include case interviews or case-style exercises.

A case interview may ask you to analyze a business problem such as:

Why has a client’s profit declined?
Should a client enter a new market?
How can a business reduce costs?
Should a company acquire another business?
How can a client improve operations?
What risks should a client consider?
How should a client respond to a market change?

The interviewer wants to see how you structure the problem, ask clarifying questions, analyze data, perform calculations, and communicate a recommendation.

KPMG Technical Assessment

Some roles may include technical or role-specific assessments.

Technology, cyber, data, audit, tax, and deal advisory roles may test:

accounting or audit knowledge;
tax knowledge;
financial analysis;
Excel-style logic;
data interpretation;
SQL or analytics;
cyber concepts;
cloud or technology knowledge;
coding for some technical roles;
professional judgment;
risk and compliance understanding.

The exact technical content depends heavily on the role.

KPMG Assessment by Role Type

Audit Roles

Audit candidates may face:

numerical reasoning;
data interpretation;
attention to detail questions;
ethical judgment scenarios;
professional judgment questions;
behavioral interviews;
technical accounting discussion for some roles.

Strong candidates show accuracy, integrity, professional skepticism, and comfort working with financial information.

Tax Roles

Tax candidates may face:

verbal reasoning;
numerical reasoning;
technical or tax-related discussion;
client scenarios;
written communication;
attention to detail questions;
behavioral interviews.

Strong candidates show analytical thinking, accuracy, client service, and ability to explain complex information clearly.

Advisory and Consulting Roles

Advisory and consulting candidates may face:

case interviews;
job simulations;
business scenarios;
numerical reasoning;
group exercises;
presentations;
behavioral interviews;
client judgment questions.

Strong candidates show structured thinking, client focus, communication, and commercial awareness.

Risk and Deal Advisory Roles

Risk and deal advisory candidates may face:

data interpretation;
case studies;
risk scenarios;
financial analysis;
client judgment;
technical interviews;
business writing exercises;
stakeholder communication questions.

Strong answers show risk awareness, analytical discipline, and practical business judgment.

Technology Roles

Technology, cyber, digital, and data roles may include:

technical interviews;
coding or data tasks for some roles;
system or cyber questions;
problem-solving exercises;
stakeholder communication questions;
behavioral interviews.

Strong candidates show technical ability and the ability to explain technical ideas clearly to non-technical stakeholders.

Graduate and Internship Roles

Graduate and internship candidates may face:

online assessments;
numerical reasoning;
verbal reasoning;
situational judgment;
video interviews;
assessment centers;
group exercises;
final interviews.

Strong candidates should prepare examples from university, internships, part-time jobs, volunteering, societies, leadership activities, or projects.

Experienced Hire Roles

Experienced hire candidates may face:

recruiter screening;
competency interviews;
technical interviews;
business interviews;
case-style questions if relevant;
partner or senior leader interviews.

The process usually focuses more on proven experience, technical depth, client work, and team fit.

KPMG Assessment Sample Questions and Answers

The following questions are not official KPMG questions. They are practice-style examples designed to reflect common KPMG assessment themes.

Sample Question 1: Situational Judgment

Scenario: You are reviewing a client document and notice a figure that does not match the supporting data. The deadline is later today.

What is the best response?

A. Ignore the issue because the deadline is close.
B. Check the data, inform the relevant team member, and help correct or flag the issue before submission.
C. Remove the figure without telling anyone.
D. Submit the document and correct it later if the client notices.

Best answer: B

Explanation: This answer shows integrity, quality control, teamwork, and client responsibility.

KPMG-style professional judgment requires accuracy and transparency. Ignoring or hiding errors is a weak response.

Sample Question 2: Client Communication

Scenario: A client asks for a clear answer, but you need more information before making a reliable recommendation.

What should you do?

A. Guess so you sound confident.
B. Explain what you know, clarify what still needs to be checked, and provide a realistic next step.
C. Avoid replying until you know everything.
D. Tell the client another team member is responsible.

Best answer: B

Explanation: This answer shows honest communication and professional judgment.

A strong response avoids guessing while keeping the client informed.

Sample Question 3: Teamwork

Scenario: A teammate is struggling with a task that affects the final deliverable, and your own work is under control.

What should you do?

A. Offer help if appropriate while still completing your responsibilities.
B. Ignore them because it is not your task.
C. Criticize them in front of the team.
D. Take over without discussing it.

Best answer: A

Explanation: This answer shows teamwork and accountability.

Professional services work depends on collaboration and shared quality.

Sample Question 4: Ethical Judgment

Scenario: A shortcut would help finish work faster, but it may reduce quality or bypass the agreed review process.

What should you do?

A. Use the shortcut to save time.
B. Follow the correct review process and communicate deadline concerns if needed.
C. Use the shortcut only if no one notices.
D. Submit the work without review.

Best answer: B

Explanation: This answer shows integrity and quality awareness.

Professional judgment means balancing deadlines with standards.

Sample Question 5: Prioritization

Scenario: You have three tasks: a client question due today, an internal training module due next week, and a non-urgent team update.

What should you do first?

A. The internal training module.
B. The client question due today.
C. The non-urgent team update.
D. Work randomly on all tasks.

Best answer: B

Explanation: The client-related task with a same-day deadline has the highest immediate priority.

KPMG Numerical Reasoning Sample Questions

Sample Question 6: Percentage Increase

A client’s revenue increased from $6.0 million to $7.2 million.

What was the percentage increase?

A. 10%
B. 15%
C. 20%
D. 25%

Correct answer: C

Explanation: Increase = $7.2m - $6.0m = $1.2m. Percentage increase = $1.2m / $6.0m = 0.20 = 20%.

Sample Question 7: Profit Margin

A business has revenue of $8 million and profit of $1.2 million.

What is the profit margin?

A. 10%
B. 12%
C. 15%
D. 18%

Correct answer: C

Explanation: Profit margin = profit / revenue = $1.2m / $8m = 15%.

Sample Question 8: Cost Savings

A client spends $3.5 million per year on a process. KPMG identifies a way to reduce costs by 12%.

How much money is saved per year?

A. $320,000
B. $360,000
C. $400,000
D. $420,000

Correct answer: D

Explanation: Savings = $3.5m × 12% = $420,000.

Sample Question 9: Average

A project team billed the following hours over four weeks:

Week 1: 160 hours
Week 2: 180 hours
Week 3: 170 hours
Week 4: 190 hours

What was the average number of hours per week?

A. 165
B. 170
C. 175
D. 180

Correct answer: C

Explanation: Total hours = 160 + 180 + 170 + 190 = 700. Average = 700 / 4 = 175.

Sample Question 10: Ratio

A company has 240 employees in Department A and 360 employees in Department B.

What is the ratio of Department A to Department B?

A. 1:2
B. 2:3
C. 3:4
D. 4:5

Correct answer: B

Explanation: 240:360 simplifies to 2:3.

KPMG Verbal Reasoning Sample Questions

Sample Question 11: Verbal Reasoning

Passage: All figures included in the client report must be validated before submission. If a figure cannot be validated, it should be flagged for review.

Statement: A figure that cannot be validated should be included without comment if the deadline is close.

A. True
B. False
C. Cannot say

Correct answer: B

Explanation: The passage says unvalidated figures should be flagged for review.

Sample Question 12: Verbal Reasoning

Passage: The team will begin implementation with a pilot group before expanding the process to additional departments.

Statement: The process will be implemented in every department at the same time.

A. True
B. False
C. Cannot say

Correct answer: B

Explanation: The passage says implementation begins with a pilot group before expansion.

KPMG Job Simulation Sample Questions

Sample Question 13: Email Prioritization

Scenario: You receive three messages:

A client asks for clarification on a report section due today.
A teammate asks for feedback on a document due next week.
An internal reminder asks you to complete a training module by the end of the month.

What should you handle first?

A. The training module.
B. The client clarification due today.
C. The document due next week.
D. Ignore all messages until later.

Best answer: B

Explanation: The client-related issue with a same-day deadline has the highest priority.

A strong response still tracks the other tasks, but prioritizes based on urgency and client impact.

Sample Question 14: Written Response

Prompt: A manager asks why additional data is needed before the team can finalize a recommendation.

Strong response framework:

Acknowledge the question.
Explain that reliable recommendations require validated data.
Clarify what data is needed.
Provide the next step.

Example answer:

We need the additional data to validate the key assumptions behind the recommendation. Without it, there is a risk that the analysis could overstate or understate the issue. Once we receive the missing information, we can update the analysis, confirm the findings, and provide a more reliable recommendation.

Sample Question 15: Video Response

Question: Why do you want to work at KPMG?

Strong answer framework:

Mention KPMG’s professional services environment.
Connect your interest to the role.
Highlight client work, problem-solving, learning, or technical development.
Explain what you bring.

Example framework:

I am interested in KPMG because it offers the opportunity to work on complex client problems in a collaborative professional services environment. This role fits my strengths in analysis, communication, and structured problem-solving. I am also motivated by the chance to keep learning while contributing to work that helps clients make better decisions and improve their organizations.

KPMG Case Interview Sample Questions

Sample Case 1: Profit Decline

Scenario: A retail client’s profit has declined by 10% over the past year. What would you investigate?

Strong structure:

Revenue: price, volume, product mix, customer segments.
Costs: fixed costs, variable costs, labor, supply chain.
Market: competitors, demand, pricing pressure.
Operations: productivity, inventory, waste.
Customer behavior: retention, conversion, satisfaction.
External factors: inflation, regulation, economic conditions.

Strong answer logic: Start with profit = revenue - cost. Then break down the drivers and ask for data.

Sample Case 2: Market Entry

Scenario: A client is considering entering a new market. What factors should they evaluate?

Strong structure:

Market size and growth.
Customer needs.
Competition.
Revenue potential.
Cost to enter.
Operational requirements.
Regulatory or compliance issues.
Strategic fit.
Key risks.

Strong recommendation logic: A strong recommendation balances opportunity with feasibility, risk, and expected return.

Sample Case 3: Cost Reduction

Scenario: A client wants to reduce operating costs by 8% without reducing service quality. What would you analyze?

Strong structure:

Major cost categories.
Process inefficiencies.
Technology or automation opportunities.
Workforce and scheduling.
Procurement and vendor costs.
Quality and customer impact.
Implementation risks.
Quick wins vs long-term changes.

Strong answer logic: Do not recommend cuts blindly. Consider service quality, risk, and implementation feasibility.

Sample Case 4: Risk Review

Scenario: A client is launching a new digital process. What risks should be considered?

Strong structure:

Data security.
Privacy and compliance.
Process controls.
User adoption.
Operational disruption.
Technology reliability.
Vendor risk.
Change management.
Customer impact.

Strong answer logic: Risk advisory and consulting cases often require identifying both business value and control risks.

KPMG Behavioral Interview Questions

Common KPMG behavioral questions may include:

Why KPMG?
Why this role?
Tell me about a time you worked on a team.
Tell me about a time you solved a difficult problem.
Tell me about a time you handled pressure.
Tell me about a time you made a mistake and learned from it.
Tell me about a time you acted with integrity.
Tell me about a time you worked with a difficult stakeholder.
Tell me about a time you adapted to change.
Tell me about a time you used data to make a decision.
Tell me about a time you showed leadership.
Tell me about a time you received feedback.

How to Answer KPMG Behavioral Questions

Use the STAR method:

Situation: Briefly explain the context.
Task: Explain your responsibility.
Action: Describe what you did.
Result: Explain the outcome.

Spend most of your answer on the Action section.

For KPMG, strong examples usually show:

integrity;
teamwork;
client or stakeholder focus;
analytical thinking;
communication;
ownership;
adaptability;
learning mindset;
measurable impact.

Sample Behavioral Answer: Teamwork

Question: Tell me about a time you worked successfully on a team.

Strong answer framework:

Situation: Describe the project or team goal.
Task: Explain your role.
Action: Show how you communicated, supported others, and contributed.
Result: Give a clear outcome.

Example framework:

In a university project, our team had to analyze a business issue and present recommendations. I was responsible for the data analysis section. I created a simple structure for the analysis, shared it with the team, and coordinated with another teammate to verify the assumptions. When we found inconsistent data, I helped the team validate the source before finalizing the slides. We delivered the presentation on time and received strong feedback for the clarity of our recommendation.

Sample Behavioral Answer: Integrity

Question: Tell me about a time you had to act with integrity.

Strong answer framework:

Situation: Describe a situation involving pressure or a difficult choice.
Task: Explain the responsibility or standard involved.
Action: Explain what you did to handle it correctly.
Result: Share the outcome and what it showed.

Example framework:

In a part-time role, I noticed that a customer record had been updated incorrectly. It would have been easy to ignore because the shift was busy, but I knew it could affect the customer later. I told my supervisor, corrected the information through the proper process, and added a note so the next team member understood the change. The issue was resolved before it caused a customer problem.

Personality assessment practice can help you practice consistent statement-rating responses before work style sections.

KPMG Work Style Sample Questions

Sample Question 16: Teamwork

Statement: I collaborate well with others when solving complex problems.

A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree

What it measures: teamwork, communication, collaboration.

Strong answer logic: KPMG work often involves teams and client collaboration.

Sample Question 17: Adaptability

Statement: I can adjust my approach when new information changes the direction of a project.

A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree

What it measures: adaptability, learning mindset, problem-solving.

Strong answer logic: Professional services work often changes as new data appears.

Sample Question 18: Integrity

Statement: I raise concerns when I notice a quality or ethical issue.

A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree

What it measures: integrity, professional judgment, accountability.

Strong answer logic: KPMG’s values emphasize integrity and doing the right thing.

Sample Question 19: Client Focus

Statement: I consider how my work affects the client or end user.

A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree

What it measures: client focus, business judgment.

Strong answer logic: KPMG roles often involve delivering value to clients and stakeholders.

Sample Question 20: Detail Orientation

Statement: I check important details before sharing work with others.

A. Strongly disagree
B. Disagree
C. Neutral
D. Agree
E. Strongly agree

What it measures: attention to detail, quality control.

Strong answer logic: Errors in client work can affect decisions and trust.

How to Answer KPMG Assessment Questions

Step 1: Identify the Role

Before answering, think about the role you applied for.

An audit role may prioritize accuracy, integrity, and professional skepticism. A tax role may prioritize analytical thinking and client communication. An advisory role may prioritize business judgment and structured problem-solving. A technology role may prioritize technical skill and stakeholder communication. A graduate role may prioritize potential, teamwork, learning agility, and motivation.

Step 2: Think Like a Professional Services Candidate

Strong KPMG answers usually show that you can:

understand the client or stakeholder issue;
analyze information carefully;
structure ambiguous problems;
communicate clearly;
work with a team;
maintain quality;
act with integrity;
adapt when facts change.

Step 3: Use Evidence and Structure

For numerical, case, and job simulation tasks, explain your thinking clearly.

Useful structures include:

revenue vs cost;
people, process, technology;
risk, impact, feasibility;
customer, company, competition;
short-term vs long-term;
issue, evidence, recommendation.

Step 4: Balance Client Service With Integrity

Strong KPMG answers do not simply tell the client what they want to hear.

They show:

honest analysis;
professional judgment;
quality control;
risk awareness;
respectful communication.

Step 5: Communicate Early

If a deadline, data issue, quality concern, or stakeholder problem appears, strong answers usually involve early communication.

Do not hide issues until the last minute.

Step 6: Be Collaborative

Many KPMG assessments test teamwork.

In group exercises, strong candidates:

contribute ideas;
listen actively;
build on others’ points;
keep the team focused;
summarize progress;
avoid dominating.

Step 7: Stay Consistent in Work Style Questions

Work style answers should consistently show professionalism, teamwork, adaptability, integrity, and attention to detail.

Answer honestly, but as your professional self.

Common Mistakes on the KPMG Assessment

Mistake 1: Treating Every KPMG Role the Same

Audit, tax, advisory, consulting, technology, risk, deal advisory, and graduate roles can have different assessment formats.

Prepare for your specific role.

Mistake 2: Ignoring the Client Context

KPMG assessments often involve client or stakeholder work.

Strong answers consider client impact and professional standards.

Mistake 3: Doing Math Without Interpretation

In numerical and case questions, the number alone is not enough.

Explain what the result means for the business decision.

Mistake 4: Giving Unstructured Case Answers

Do not guess randomly.

Start with a clear structure, then analyze.

Mistake 5: Over-Dominating Group Exercises

In assessment centers, leadership does not mean talking the most.

Listen, build on others’ ideas, and help the group move forward.

Mistake 6: Ignoring Quality or Integrity Issues

Professional services work depends on trust.

Avoid answers that hide mistakes, skip validation, or ignore ethical concerns.

Mistake 7: Being Too Generic in Behavioral Interviews

Avoid vague answers like:

I am a strong team player.

Use specific examples with measurable outcomes.

Mistake 8: Not Preparing for Video Responses

Video interviews can feel awkward if you do not practice.

Prepare concise answers and test your setup.

Before test day, banking assessment preparation can highlight how client focus, integrity, and structured reasoning change answer strength.

How to Prepare for the KPMG Assessment Test

1. Review the Role and Business Area

Identify whether the role is in:

audit;
tax;
advisory;
consulting;
risk;
deal advisory;
technology;
cyber;
data;
graduate or internship program;
experienced hire track.

Your preparation should match the role.

2. Practice Online Assessment Questions

Practice:

numerical reasoning;
verbal reasoning;
situational judgment;
work style questions;
ranking questions;
email prioritization;
written responses;
business scenarios.

Situational judgment test practice can give extra timed drills with client service and professional services scenario questions.

Work style assessment practice can help you rehearse consistent statement answers before personality-style sections.

3. Practice Numerical Analysis

Review:

percentages;
ratios;
averages;
growth rates;
profit margins;
cost savings;
break-even logic;
table interpretation;
chart interpretation.

4. Practice Job Simulations

Practice scenarios where you must:

review information;
identify key issues;
prioritize messages;
respond professionally;
interpret data;
make a recommendation;
communicate risks.

5. Practice Case Interviews

For advisory, consulting, deal advisory, and strategy-related roles, practice cases involving:

profitability;
market entry;
cost reduction;
risk review;
operations improvement;
digital transformation;
merger or acquisition logic;
customer experience.

6. Practice Behavioral Interviews

Prepare STAR stories about:

teamwork;
leadership;
problem-solving;
conflict;
adapting to change;
integrity;
client or stakeholder service;
learning from mistakes;
using data;
working under pressure.

Broader pre-employment test practice can also help candidates compare professional services assessment formats across employers.

7. Prepare for Assessment Centers

If your process includes an assessment center, practice:

group discussion;
case analysis;
presentation structure;
written exercises;
time management;
professional communication.

8. Prepare for Technical Interviews

For technical or specialist roles, practice:

accounting basics if relevant;
tax knowledge if relevant;
data analysis;
SQL or coding if relevant;
cyber or technology concepts;
technical project discussion;
explaining complex ideas clearly.

KPMG Assessment Tips by Role

Audit

Focus on:

accuracy;
integrity;
numerical reasoning;
professional judgment;
attention to detail;
client communication;
teamwork.

Tax

Focus on:

analytical thinking;
detail orientation;
client service;
technical interest;
written communication;
ethical judgment.

Advisory and Consulting

Focus on:

case interviews;
structured thinking;
client communication;
numerical reasoning;
business judgment;
presentations;
teamwork.

Risk Advisory

Focus on:

risk awareness;
controls;
compliance;
data interpretation;
scenario judgment;
stakeholder communication.

Deal Advisory

Focus on:

financial analysis;
commercial judgment;
due diligence logic;
market and company analysis;
case-style reasoning;
communication.

Technology

Focus on:

coding or technical knowledge if relevant;
problem-solving;
explaining technical concepts;
teamwork;
innovation;
client impact.

Graduate and Internship Roles

Focus on:

motivation for KPMG;
learning agility;
teamwork;
communication;
problem-solving potential;
online assessments;
assessment centers.

Experienced Hire Roles

Focus on:

role-specific expertise;
client impact;
leadership;
stakeholder management;
technical knowledge;
business development if relevant.

Final KPMG Assessment Checklist

Before taking the KPMG assessment, make sure you can answer these questions:

What KPMG role and business area am I applying for?
Does the role require online assessment, job simulation, case interview, technical interview, or assessment center?
Have I practiced numerical reasoning?
Have I practiced verbal reasoning?
Can I answer SJT questions with integrity and client focus?
Can I structure a business problem clearly?
Can I interpret data and explain the business meaning?
Have I prepared STAR stories?
Can I explain why KPMG and why this role?
Have I prepared for video or virtual interview setup?

If you can answer these clearly, you are better prepared for the KPMG assessment process.

Official careers sources

The hiring and assessment details on this page are based on publicly available information from KPMG’s official careers resources. Process steps, assessment formats, and timelines can vary by country, role, and hiring team, so always follow the instructions in your candidate email or portal.

Official sources checked:

KPMG - Global careers - careers overview and job search by location
KPMG Australia - Graduate and student program FAQs - online assessment format and assessment centre steps for some programmes
KPMG New Zealand - Careers FAQs - online ability assessments and assessment day overview
KPMG India - How we recruit - indicative online assessment and interview stages

Sample questions elsewhere on this page are practice-style examples only. They are not official KPMG questions.

FAQ

What is the KPMG Assessment Test?

The KPMG Assessment Test refers to the online assessments, numerical reasoning tests, verbal reasoning tests, situational judgment tests, job simulations, video interviews, assessment center exercises, case interviews, and role-specific interviews used in some KPMG hiring processes.

Does KPMG use online assessments?

Yes, many KPMG student, graduate, and professional hiring processes use online assessments. The exact format depends on country and role.

What questions are on the KPMG online assessment?

Questions may include numerical reasoning, verbal reasoning, situational judgment, work style questions, email prioritization, written responses, video responses, and job simulation tasks.

What is the KPMG numerical reasoning test?

It is a test that measures your ability to interpret numerical data such as percentages, charts, tables, revenue, costs, margins, and business performance figures.

What is the KPMG situational judgment test?

It is an assessment that presents workplace scenarios and asks how you would respond. It may test teamwork, integrity, client service, communication, prioritization, and professional judgment.

Does KPMG use case interviews?

KPMG may use case interviews for consulting, advisory, strategy, deal advisory, and some business roles. These interviews test structured problem-solving, business judgment, and communication.

Does KPMG use assessment centers?

Some KPMG graduate and student recruitment processes include assessment centers with group exercises, case studies, presentations, written tasks, and interviews.

Is the KPMG assessment hard?

It can be challenging because it may combine reasoning, judgment, communication, and role-specific tasks. Preparation helps you understand the format and avoid common mistakes. Banking assessment preparation can help you rehearse common question types before test day.

How do I prepare for the KPMG assessment?

Review the role, practice numerical and verbal reasoning, prepare for situational judgment questions, practice job simulations, prepare STAR stories, and practice case interviews if relevant. Situational judgment practice can support additional preparation with professional services scenario formats.

What should I avoid in the KPMG assessment?

Avoid unstructured answers, ignoring client impact, hiding quality issues, rushing numerical questions, giving vague behavioral examples, and failing to tailor your preparation to the role.

Are these official KPMG assessment questions?

No. The sample questions on this page are practice-style examples designed to reflect common KPMG assessment themes. They are not official KPMG questions.