How to Pass Automated Screening in Private Equity

With the rapid advancement of technology and the widespread adoption of AI-driven recruitment tools, automated screening has become a standard practice in hiring processes across industries. Private Equity is no exception—particularly at the Associate level, where firms receive hundreds of applications for a limited number of roles. Manually reviewing each application would be time-consuming and inefficient, making automation a necessary tool for HR departments and recruiters.

However, for candidates, these automated processes can often feel impersonal, frustrating, and nerve-wracking. While it’s true that such tools prioritize employer efficiency over candidate experience, they are here to stay. To maximize your chances of success, you must understand how these systems work and adopt strategies to optimize your application. This article will outline actionable steps to help you pass automated screening in PE.

Understanding the Role of AI in PE Hiring

Automated screening tools, such as HireVue, SHL, and Kenexa, utilize AI algorithms to evaluate candidates based on structured criteria. These tools assess various aspects of an application, including:

• Resume Parsing: AI scans resumes for keywords, relevant experience, and specific qualifications.
• Psychometric Testing: These assessments measure cognitive abilities, personality traits, and decision-making skills.
• Video Interviews: AI analyzes facial expressions, tone of voice, and speech patterns to evaluate a candidate’s confidence and communication style.

While these methods are not flawless and have been criticized for potential bias, they significantly reduce hiring costs and improve efficiency. As a candidate, adapting to these tools is key to progressing through the hiring funnel. Most of the funds that incorporate automated testing, currently use psychometric tests.

1. Get in the Right Frame of Mind

Approach automated assessments with a calm and focused mindset. AI tools can pick up on nervousness and negativity, particularly in video interviews where facial expressions and tone of voice are analyzed. If you’re feeling stressed or unprepared, it’s best to reschedule and take the test when you feel more confident and composed.

2. Master Psychometric Tests

Psychometric tests are commonly used in PE recruitment and typically fall into four categories:

• Numerical Reasoning: Assesses the ability to work with data, graphs, and financial figures quickly and accurately.
• Verbal Reasoning: Evaluates reading comprehension and logical interpretation of written information.
• Logical Reasoning: Measures problem-solving and abstract thinking skills.
• Situational Judgment: Tests decision-making in workplace scenarios.

Preparation is critical, as these tests are often scored relatively, with a certain cutoff (typically around 80%) so only the top candidates are moving forward. Utilize practice platforms to familiarize yourself with common question types and improve accuracy and speed. Canary Wharfian, for example, offers a comprehensive suite of practice tests, covering numerical, verbal, logical, and situational judgment assessments, as well as facilitates preparation for automated, one-way interviews, such as those administered by HireVue.

3. Preparation is Key – But Stay Ethical

While cheating is unethical and can result in retesting under supervision, strategic preparation is highly recommended. Resources like practice tests and AI-generated feedback tools can help refine your approach. Developing muscle memory for question patterns and time allocation will significantly boost performance.

• Pro Tip: Record your responses and analyze them to identify areas for improvement before taking the real test.

4. Nail the AI Video Interview

AI video interviews are starting to get incorporated too, with platforms analyzing everything from speech patterns to microexpressions. Here’s how to ace them:

• Speak Clearly and Concisely: Avoid rambling and structure your responses using frameworks like STAR (Situation, Task, Action, Result).
• Maintain Eye Contact: Look directly at the camera rather than your screen to simulate natural engagement.
• Optimize Your Environment: Ensure good lighting, a neutral background, and minimal distractions.
• Pro Tip: Record yourself answering common interview questions and review your body language and tone before the actual interview.

5. Know Your Unique Value Proposition

Beyond AI screenings, what ultimately differentiates candidates is their ability to tell a compelling story. Identify what sets you apart from others—whether it’s a unique professional experience, a strong investment thesis, or a differentiated skill set. Practice articulating your narrative effectively in both automated and live interview settings.

• Pro Tip: Develop a concise personal pitch that highlights your strengths and career motivations in under 60 seconds.

Final Thoughts

Automated screening is now a fundamental part of the PE hiring process. While it may seem like an obstacle, it’s also an opportunity to demonstrate your ability to adapt and perform under structured evaluation. By understanding how these tools work and implementing the right strategies, you can significantly improve your chances of progressing to the next stage and securing a role in Private Equity.

Preparation, practice, and a confident mindset will be your best assets. Stay proactive, refine your approach, and navigate the AI-driven hiring landscape with confidence!