How the Barclays hiring process works
Barclays runs different hiring processes for different divisions. For graduate and spring week programmes: online application, numerical and situational judgement tests, a video interview, and an assessment centre. For experienced hires in Corporate and Investment Banking, Markets, or Technology: a recruiter screen, one or two technical or competency interviews, and a hiring manager interview. The Investment Banking division (Barclays Investment Bank) runs a more rigorous process with additional technical rounds for front office roles.
Barclays places significant weight on its Values at every stage. Candidates who demonstrate awareness of Barclays' business divisions and can speak to the commercial environment the bank operates in stand out at both the video interview and assessment centre stages.
Barclays values and RISES framework
Barclays uses the RISES framework to assess candidates: Respect, Integrity, Service, Excellence, and Stewardship. These values inform every competency question. "Stewardship" is the most distinctive: Barclays expects employees to take a long-term view and to act in the interests of clients, shareholders, and society, not just short-term commercial performance. In interviews, this translates to questions about ethical judgment and how you balance competing interests.
Barclays is also very focused on digital transformation in 2026. The bank has invested heavily in cloud infrastructure, AI for fraud detection, and digital banking capabilities. Candidates who can speak to technology's role in banking, how digital tools are changing client relationships, or the competitive pressure from challenger banks demonstrate commercially current thinking.
Competency questions and strong answers
"Tell me about a time you demonstrated integrity under commercial pressure." Strong answer: "In a part-time customer service role, I was asked by a manager to mis-describe a product to hit a sales target. I told him I was not comfortable doing that and explained my concern about mis-selling risk. He dropped the suggestion. I reported it to the branch manager afterwards as I felt it needed to be on record. I understand this might have created an awkward working environment, but I believed the reputational risk to the business was more significant than the short-term sales opportunity."
"Why Barclays and not another investment bank?" Strong answer references specific Barclays strengths: the bank's strong position in transatlantic investment banking, its diversified model (consumer, corporate, investment banking under one roof), specific recent deals or transactions Barclays has advised on, and the culture of the specific division you are applying to. Generic answers about "prestigious institution" or "strong reputation" score poorly.
Commercial awareness questions
Barclays expects strong commercial awareness from candidates at all levels. Topics relevant in 2026: the impact of central bank rate changes on Barclays's net interest margin, the competitive landscape in UK retail banking (Monzo, Revolut, Starling taking market share in current accounts), the performance of Barclays Investment Bank relative to US peers, and regulatory changes (Basel III finalisation affecting capital requirements). You do not need to be an expert but you should have read the FT or similar sources in the weeks before your interview.
A strong commercial awareness answer: "I have been following the discussion around Basel III endgame and how it affects capital requirements for investment banking businesses. My understanding is it increases the capital banks must hold against trading assets, which puts pressure on returns in the markets business. I am curious how Barclays is thinking about managing this within its diversified model versus peers who are more purely investment banking focused."
Assessment centre tips
Barclays assessment centres typically run a full day and include a group exercise, a case study or written exercise, a competency interview, and sometimes a presentation. The group exercise is observed by HR assessors and sometimes senior bankers. Show that you can contribute structured ideas, listen actively, build on others' points, and move the group towards a recommendation without dominating. Being a quiet participant or an aggressive one both score poorly.
For the case study: read the brief carefully before jumping to a response. Barclays case studies often contain more information than you need and require you to identify the most relevant data. Structure your response with a clear recommendation first, then supporting analysis. Bankers think in recommendations, not observations. Show you can do the same.