An immersive assessment that measures 6 values and 3 traits alongside strong emphasis on basic data analysis skills.
The Explore Fidelity Assessment measures your personality, expected behavior, and ability to extract and analyze data. For that purpose, it utilizes three types of questions across four sections.
The Explore Fidelity Assessment is the first screening stage of Fidelity International candidates. The test is designed and conducted by test provider Cappfinity (Capp) and combines situational judgment and cognitive questions. If you successfully pass this assessment, you will be invited to the next stage in the hiring process – the Life at Fidelity assessment.
How You Approach Data – The numerical and verbal questions in section 3 will require you to demonstrate basic data extraction, interpretation, and analysis skills.
Test Structure and Question Format
The test contains four sections, arranged in tiles (see more about the tile format in the Test Interface section).
(Illustration)
The four sections are:
About Fidelity International – 3 situational judgment ranking questions
Opportunities for You – 2 situational judgment ranking questions
Showcasing Your Capability – 8 numerical and verbal questions
Getting to Know You More – 18 personality profiling questions
Let’s dive into each in more detail, including some sample questions.
Section #1 – About Fidelity International
This section contains several info resources describing Fidelity’s activity, investment approach, and values. These will be followed by 3 situational judgment ranking questions that will focus on your general attitude and problem-solving mindset.
Each of these questions will present you with a work-related scenario assessing one or two of Fidelity’s 6 values. You will then be given 5 optional responses, and will need to rank them from most to least effective.
Your final project presentation, on which you have been working for the last couple of weeks, is nearing completion. You have already gone through several rounds of review with your manager, and everything seems to be in place.
During a casual conversation with one of your colleagues, you learn that you have made a mistake in the information gathering stage – the data you used in the presentation was not up to date, which may skew the results. However, updating the data will require extensive recalculations, which will extend the project schedule.
What will you do? Please rank the following responses from what you are most likely to do (1) to what you are least likely to do (5).
Spend some time checking if several minimal changes with the data can be made so that the project schedule is not extended.
Notify your manager that you have underestimated the amount of work required and that the project deadline needs to be rescheduled. The data must be impeccable for the final submission.
Evaluate the effect that recalculating will have on the schedule on the one hand, and the inaccuracy of the data on the other. Then, share your findings with your direct manager and ask how to proceed.
It is too late to perform such a major change. Proceed with your original presentation as your manager has already reviewed it several times.
Consult with the colleague from whom you have learned the information and try to find the best way to fix the issue.
All answers and explanations to the sample questions can be found in the Free Practice section.
Pro Tip
The info resources in this section are very valuable – they will provide you with an insight into what Fidelity finds important, and the traits it looks for in its employees.
Section #2 – Opportunities for You
This section contains 2 ranking questions that mostly evaluate your openness and willingness to learn. They are identical in structure and formatting to the questions in the previous section.
Pro Tip
The resources in section 2 are the profiles of various Fidelity employees. However, note that unlike in section 1, these will not be related to the actual questions, and will mainly serve as inspiration. Feel free to skip them.
Section #3 – Showcasing Your Capability
This section of the assessment is somewhat of a case study. You will be presented with 6-8 data resources – graphs, tables, and texts. You will then need to answer 8 questions that are based on that data. Each question will have 5 answer options, only one of which is correct.
The questions will usually require you to combine several data sources to come to the correct answer. See examples in the Free Practice section.
Section #4 – Getting to Know You More
This last section contains 18 personality profiling questions. Each question is contains two contradicting statements, and a scale in between. You need to place yourself on the scale, closer to the behavior towards which you more naturally incline. Note that you cannot place yourself in the exact center of the scale and will always have to choose one response that describes you better than the other.
Here’s an example:
Pro Tip
This section measures 3 personality traits that are different from the 6 Fidelity values. In my upcoming Explore Fidelity Assessment Preparation, I will explore these traits and how to make sure they come across effectively.
Ready to try some questions adapted from the Explore Fidelity assessment? Head over to the Free Practicesection!
Test Invitation
You will receive the invitation to take the Explore Fidelity assessment via email, shortly after you apply. The assessment will be taken through Fidelity’s application center.
Note that you have 7 days to complete the assessment. If you successfully pass the assessment, you will receive a similar invitation to the next stage of the hiring process – the Life at Fidelity assessment.
Test Interface
The interface of the Explore Fidelity assessment is pretty clear and easy to understand. As we’ve mentioned in the Test Overview section, it is based on a main screen with four tiles. Here are a few things to note in advance to show up more relaxed for the assessment:
You must take the sections by order.
You may move freely between questions and sections you have already completed.
You can freely change your answers until the final submission.
Each section has a specific list of resources, provided in the top row.
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Free Sample Practice Test
This free practice is designed to give you a feeling of how the questions on the Explore Fidelity Assessment look like and better explain the values-based scoring mechanism presented int the Values section.
The test contains 4 questions and is untimed.
Good luck!
Question 1
Your final project presentation, on which you have been working for the last couple of weeks, is nearing completion. You have already gone through several rounds of review with your manager, and everything seems to be in place.
During a casual conversation with one of your colleagues, you learn that you have made a mistake in the information gathering stage – the data you used in the presentation was not up to date, which may skew the results. However, updating the data will require extensive recalculations, which will extend the project schedule.
What will you do? Please rank the following responses from what you are most likely to do (1) to what you are least likely to do (5).
Spend some time checking if several minimal changes with the data can be made so that the project schedule is not extended.
Notify your manager that you have underestimated the amount of work required and that the project deadline needs to be rescheduled. The data must be impeccable for the final submission.
Evaluate the effect that recalculating will have on the schedule on the one hand, and the inaccuracy of the data on the other. Then, share your findings with your direct manager and ask how to proceed.
It is too late to perform such a major change. Proceed with your original presentation as your manager has already reviewed it several times.
Consult with the colleague from whom you have learned the information and try to find the best way to fix the issue.
Recommended Answer
The recommended ranking is C, E, B, A, D.
The measured values in this question are Integrity (do you hold yourself accountable for your mistake) and Curious (do you care about the accuracy of the data and actively learn how to fix it).
Let’s review each response with regard to these values:
Response C – Evaluate the effect that recalculating will have on the schedule on the one hand, and the inaccuracy of the data on the other. Then, share your findings with your direct manager and ask how to proceed.
This response demonstrates both a high level of integrity and a high level of curiosity and willingness to learn and improve. By being open and honest with your manager about your mistake, and at the same time researching and offering conducive ways to fix it, you adhere well to both values. Therefore, this is the most recommended response.
Response E – Consult with the colleague from whom you have learned the information and try to find the best way to fix the issue.
This response demonstrates a high level of curiosity – your willingness to improve by taking humble feedback from others in order to find the best solution. However, it does not address the effect your error may have on the project or escalates the issue to your manager, and therefore demonstrates only a moderate level of integrity. Therefore, it comes second.
Response B – Notify your manager that you have underestimated the amount of work required and that the project deadline needs to be rescheduled. The data must be impeccable for the final submission.
This response shows high curiosity as you take any effort necessary to make sure the data in your submission is correct. However, this response greatly lacks integrity – you do not take responsibility for your mistake, and merely state that additional work is required. This is not a recommended response. And yet, given the other options, this one comes third.
Response A – Spend some time checking if several minimal changes with the data can be made so that the project schedule is not extended.
This response is also a non-recommended response, as it lacks integrity and shows only a moderate level of curiosity. While you are making some effort to fix the issue, that effort is minimal, and focuses primarily on minimizing the amount of work required.
Response D – It is too late to perform such a major change. Proceed with your original presentation as your manager has already reviewed it several times.
This response is evidently very low on both integrity and curiosity – you withhold information about what might have an effect on the project and also take no action to fix the error you have caused. Your primary goal is to preserve your reputation. That response is the least recommended one.
Question 2
You are preparing for a meeting with a major client to recommend new products and services. Your client is a busy woman, and the meeting was narrowly scheduled for the end of the week.
During one of our preparation meetings with your team, a disagreement emerges regarding the exact composition of products that should be recommended. However, it is highly important that you come to the meeting with the client with a single recommendation. As a team leader, this is your responsibility.
What will you do? Please rank the following responses from what you are most likely to do (1) to what you are least likely to do (5).
It’s best not to create conflict among the team. Allow everyone to speak their minds freely in the meeting. The client will know what’s best for her.
Set up a separate meeting with the most experienced team members and conclude a recommendation for the meeting with the client.
Call the client’s office and ask them to postpone the meeting until the team can come to a final conclusion.
Set up a meetings’ marathon with the team, with the aim of coming up with a recommendation that everyone believes is acceptable.
As the decision is up to you, use your best judgment to come up with one recommendation based on everyone’s comments.
Recommended Answer
The recommended ranking is D, B, E, C, A.
The measured values in this question are Integrity (do you put the client in the center) and Trust (do you promote effective communication and cooperation among your team).
Let’s review each response with regard to these values:
Response D – Set up a meetings’ marathon with the team, with the aim of coming up with a recommendation that everyone believes is acceptable.
This response is the most recommended one, as it demonstrates, on the one hand, that your top priority is giving the best possible results for your clients, and, on the other, that you want your entire team to be on board. This response, therefore, scores high on both the integrity and trust values measured in this question.
Response B – Set up a separate meeting with the most experienced team members and conclude a recommendation for the meeting with the client.
This response puts the client in the center and tries to provide the best and most professional recommendation. Therefore, it ranks high on the integrity value. However, considering only the opinions of the experienced team members only cannot be considered promoting effective communication among team members, and therefore ranks rather low on the trust value. And still, considering the alternatives, this response comes second.
Response E – As the decision is up to you, use your best judgment to come up with one recommendation based on everyone’s comments.
This response is also high on integrity, as you aim to provide your client with the best possible service, as you see it. However, it scores even lower than response B in terms of trust, as in this case you take the decision on your own. That response may demonstrate ambition and ownership of projects, but this is not what this question is about.
Response C – Call the client’s office and ask them to postpone the meeting until the team can come to a final conclusion.
This response fails to deliver what was promised to the client. It is up to you, as team leader, to make all the required efforts to ensure the meeting is held on time. Asking your very busy client to adjust herself to your needs does not put the client in the center and therefore ranks low. However, it does show trust and willingness to promote an agreement among all team members, so it does not rank last.
Response A – It’s best not to create conflict among the team. Allow everyone to speak their minds freely in the meeting. The client will know what’s best for her.
This response is the least recommended one. It demonstrates low integrity as you do not put the client’s best interest first, and also shows an inability to bring the team together. The main focus here is to avoid conflict at the expense of the client’s needs, which scores low on both values.
Data Sources for questions 3-4
Data Source 1
Data Source 2
Data Source 3
Question 3
What percentage of the company’s employees in Y2 have 10+ years’ tenure?
2.3%
3.4%
4.6%
7%
Answer and Explanation
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%
Question 4
Which of the following conclusions is most accurate regarding the company’s code of conduct?
Between Y1 and Y2, proper conduct has been better integrated in the day-to-day working standards.
In Y2, the finance department’s employees have the highest code of conduct survey results.
In Y2, more employees in the R&D department have witnessed a colleague breach the company’s code of conduct than in other departments.
In Y2, a greater number of employees in the finance department reported that the code is clear and easy to understand than in Y1.
Answer and Explanation
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 “halftrue”.
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.
The 6 Fidelity Vales
What Are Fidelity’s Values?
Fidelity has defined six values that guide its operations and overarch its entire activity. Each Fidelity employee is expected to adhere to these values.
These six values are integrated into the Explore Fidelity Assessment. I will explain how in the next paragraph.
Brave – Taking responsibility for your actions, speaking up in the face of resistance, and challenging the consensus, if necessary.
Bold – Taking the initiative, being proactive, and encouraging diverse thinking.
Compassionate – Being empathetic and caring towards others.
Curious – Showing openness to novel ways of thinking and acting and constantly striving to improve your performance.
Integrity – Doing what is right, being open and honest in your communication, and putting the client in the center of everything you do.
Trust – Empowering your colleagues, offering them guidance and support, and cooperating with them effectively.
How Do Fidelity’s Values Come into Play in the Explore Fidelity Assessment?
The values come into play mostly in the situational judgment questions of the assessment (sections 1 and 2). Each of the ranking questions in these sections will measure some combination of these six values – most commonly two simultaneously.
Points will be given to these values based on your ranking. E.g., if you gave a high ranking to a response that is low on integrity, you will lose points for that trait.
In the Free Practice section, you can see an example of this in action.
Pro Tip
Some of Fidelity’s values will appear more frequently in the assessment than other values. In my upcoming Explore Fidelity Preparation, I will reveal these values and help you identify them quickly in the actual test.
