How the KPMG hiring process works
KPMG's hiring process varies by service line (Audit, Tax, Advisory, Deal Advisory) and by level (graduate, experienced hire, manager). For graduate and school leaver programmes, the process typically runs: online application, numerical and verbal reasoning tests, a job simulation or situational judgement test, a video interview, and an assessment centre. Experienced hire processes are shorter: usually a recruiter screen, two to three competency interviews, and sometimes a case study or technical exercise.
The assessment centre for graduate roles usually includes a group exercise, a written exercise, a partner or director interview, and sometimes a presentation task. The group exercise is observed by assessors who score individual behaviour, not the quality of the group's output. Being collaborative, structured, and inclusive matters more than being the loudest voice in the room.
KPMG values and what they assess
KPMG operates around five values: Integrity, Excellence, Courage, Together, and For Better. These values inform every competency question you will face. "Integrity" is tested through ethical dilemma questions and how you describe past decisions under commercial pressure. "Excellence" is tested through examples of high-quality work delivered under demanding conditions. "Together" is tested through teamwork and collaboration stories.
KPMG is particularly focused on commercial awareness in 2026. They expect graduate candidates to follow business news, understand what their clients' industries are facing, and be able to discuss how those trends affect the services KPMG provides. A candidate who can speak to the impact of rising interest rates on deal volumes in the M&A market, or the regulatory pressure on banks creating demand for advisory services, stands out significantly from one who only knows what KPMG does at a surface level.
Competency questions and strong answers
"Tell me about a time you demonstrated integrity when it would have been easier to take a shortcut." KPMG as an audit and advisory firm lives on its reputation for integrity. Strong answer: "During a group project at university, I discovered our source data had an error that would require redoing two weeks of analysis. I told the group immediately rather than hoping no one would notice. We restructured the work, split it across the team, and submitted on time. Two of my teammates thanked me afterwards for not letting it slide. I have never regretted that choice."
"Give me an example of when you had to manage competing priorities." Strong answer: "In my third year I was working 20 hours a week part-time, managing a society committee, and finishing my dissertation. In January I sat down and mapped every deadline for the next four months onto a single calendar, identified the three weeks where conflicts were highest, and arranged with my part-time employer to reduce my hours during those periods. I delivered everything on time and to a standard I was proud of."
Technical and service-line questions
For Audit roles: expect questions on double-entry bookkeeping basics, the purpose of an audit, the difference between audit and assurance, and how you would approach verifying a balance sheet item. For Tax roles: understand the basics of corporate tax, VAT, and personal tax; be ready to discuss how tax planning serves clients legitimately within the law. For Advisory roles: understand financial modelling concepts, what a due diligence process involves, and what types of value advisory services create for clients.
KPMG also asks about current affairs affecting their clients. For 2026: ESG reporting requirements (IFRS S1 and S2 standards), AI adoption in financial services, and the impact of geopolitical risk on cross-border deals are all relevant topics. Showing that you follow these developments signals genuine interest in the work, not just the employer brand.
Assessment centre tips
The group exercise is designed to replicate a client meeting or team discussion. Common formats: a case study where the group must reach a recommendation, or a scenario where the group must allocate a budget or prioritise options. Assessors are watching for listening skills, clear structured contributions, the ability to build on others' ideas, and whether you include quieter participants rather than dominating the conversation.
The partner interview is usually a competency and motivation interview. Partners ask why KPMG specifically (not just professional services), why the service line you have applied to, and what your long-term career goals are. They also test resilience: questions like "tell me about a time you received criticism" or "what is the most difficult feedback you have ever received and how did you respond?" are common at this stage.