Capital One Virtual Job Tryout – Full Guide and Free Practice [2024]

Most: C

Least: B

This question aims to measure your communication skills and your diligence. Let’s look at each response though these two traits:

Answer A – Send the original report to the marketing team via email and encourage them to ask one of your team members if anything is unclear.

This response demonstrates some communication skills and diligence. However, you do not make any real attempt to accommodate the report’s content to your peers. As such, it is neither the best nor the worst response.

Answer B – Send the original report to the marketing team. If they wish to understand its contents, it is up to them to fill in the gaps in knowledge.

This response demonstrates the lowest levels of diligence and communication skills – you make no effort to assist your peers and take a passive and rather arrogant approach to the issue. Therefore, this is the least recommended response.

Answer C – Rewrite a short version of the report in the form of a presentation, in a language that non-professionals can understand. Then, set up a meeting with the marketing team to present the new report.

This response shows high levels of diligence, as you actively go out of your way to accommodate the content so that your peers can understand it. It also shows effective communication by setting up a face-to-face meeting with them. Therefore, this is the most recommended response.

Answer D – Summarize the report to one page with only the findings that do not require any financial expertise. Leave out the more professional information.

This response shows a lack of effective communication, but does demonstrate a certain degree of diligence, as you edit the report so it can be understood by others who lack your expertise. However, merely removing the professional parts is the “easy way out”, which might leave out important details. As such, similar to response A, this response is neither most nor least recommended.

Most: B

Least: A

This question aims to measure your teamwork and your accountability. Let’s look at each response though these two traits:

Answer A – Email your operations plan to the stakeholders and ask them to make the adjustments they believe will improve it.

This response demonstrates low levels of teamwork and accountability. By delegating the task to the stakeholders, you show that you do not hold yourself accountable for the completion of the task. In addition, by allowing the stakeholders to make any adjustment they see fit, you give up your personal input for the plan, and prioritize others’ needs over your own – which also accounts for poor cooperation. Therefore, this response is least recommended.

Answer B – Explain the tight schedule to the stakeholders and try to focus on a list of adjustments that is acceptable and realistic for all parties involved.

This response demonstrates effective teamwork and willingness to come to a solution together. It also demonstrates a high level of accountability, by taking the initiative and maintaining your responsibility for the successful result of this cooperation. Therefore, it is the most recommended response.

Answer C – Make some adjustments, but move forward with your original plan, as you have put in much time and effort, and you are confident in its success.

This response shows a high level of accountability, but a low level of teamwork. By sticking with your original plan and only making a small effort to address the stakeholders’ concerns, you demonstrate ownership of the project, but at the same time, fail to cooperate with them and gain valuable feedback for the project. As such, while it is not the least recommended response, it is also not recommended.

Answer D – Meet all stakeholders again and listen carefully to their comments. Ask your manager to postpone the meeting so that the most crucial requirements are met.

This response shows care for teamwork but lacks accountability. While you make an effort to effectively cooperate with the stakeholders and gain their feedback, by postponing the meeting, you do not exert your responsibility and ownership of your project to the full extent. Therefore, and similar to response C, this is not the worst response, but it is not recommended.

The correct answer is C.

• The total number of employees with 10+ years’ tenure: 42 + 5 + 12 + 22 = 81
• Total number of employees: 602 + 347 + 399 + 401 = 1,749

The percentage: 81/1,749 = 4.6%

The correct answer is B.

Answer B – In Y2, the finance department’s employees have the highest code of conduct survey results.

As can be seen from the table, the percentage of employees who agreed with statements 1,2, and 4 is the highest in the finance department. Conversely, the number of employees who agreed with statement 3 is the lowest in. This means that the finance department has the highest score in each of the four aspects measured in the survey. This statement is true, and therefore is the correct answer.

Answer C – In Y2, more employees in the R&D department have witnessed a colleague breach the company’s code of conduct than in other departments.

Let’s calculate the number of employees who have witnessed a colleague breach the code of conduct in Y2:

• R&D: 0.04 x 602 = 24
• Marketing: 0.06 x 347 = 21
• Sales: 0.08 x 399 = 32
• Finance: 0.02 x 401 = 8

Therefore, the R&D department ranks better than two out of three other departments in this metric. That makes the conclusion “mostly true”.

Answer A – Between Y1 and Y2, proper conduct has been better integrated in the day-to-day working standards.

While the percentage of people who agreed to this question has increased between Y1 and Y2 in the R&D and finance departments, it has decreased in the marketing and sales department. Therefore, this conclusion is only “half true”.

Answer D – In Y2, a greater number of employees in the finance department reported that the code is clear and easy to understand than in Y1.

Finance employees reporting code of conduct as clear and easy to understand:

• Y1 – 0.9 x 424 = 381
• Y2 – 0.92 x 401 = 369

This conclusion is false.

As any employer, Capital One is interested in employees who are likely to keep working in the company for long periods of time. As such, if you can show a history of a substantial period of time with a previous employer, that will be in your favor.

However, that does not mean that only such employees will be selected.

This question aims to assess your level of rule following – one of the traits measured in the test (more emphasis on personality traits is given in section 4 – Describe Your Approach).

A person who continuously tries to improve the work procedures shows an open mindset flexible approach to well-established rules. That trait is usually desirable in jobs that require creativity, management, or decision-making. However, in jobs that are very process-oriented and well-regulated (e.g., legal, QA, or jobs that are technical in nature), such a trait will be a disadvantage.

This question assesses your forward-thinking.

Usually, workers who tend to plan their work are considered more industrious and productive, so they are a better fit for the demanding jobs in the financial sector. However, there are some jobs that require a very agile, adaptable mindset, and for these jobs, a forward-thinking mindset and planning may hinder your performance.

This question assesses your drive.

While it is generally better to be a team player rather than a lone wolf, some jobs will put more emphasis on personal performance and ambition. Common examples are senior management and sales.

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