Bank Teller Test

Bank teller tests can be used to assess candidates on essential competencies to determine their suitability for a bank teller position.

  • What is a bank teller test?

    Bank tellers are the first line of communication that a customer has with their bank, and there are a number of skills that someone must have to be a good fit for that role.

    As bank tellers must be able to confidently handle currency, make financial calculations, and deal with the public every day, recruiting the right person for the job can be challenging. Especially when it can be difficult to assess skills and knowledge from the information a candidate provides in their resume.

About the Bank Teller Test

The bank teller test is a simple and accurate way to assess applicants for a bank teller role on the knowledge and competencies required.

The multiple-choice questions are designed to put a candidate under some pressure, and while the content itself is not difficult for those with bank teller experience or similar, it is a data-driven method to sift candidates.

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  • Why should you use a bank teller test for recruiting?

    Whether your business chooses to use an automated system or the human touch to sift through applications and resumes, finding the best candidates is not a simple process.

    Administering a test that covers all the necessary skills for a bank teller role means that the recruitment team has data to whittle down the candidate pool to those who are most qualified.

    Bank teller tests give an indications of strengths in soft skills like communication, integrity and reliability, as well as numerical aptitude and logical thinking. As bank tellers need to be able to confidently take deposits and help customers make withdrawals while providing excellent customer service, these skills are important to evaluate.

Picked Sample Report

View a sample report

Results for the Bank Teller Test along with other assessments the candidate takes will be compiled to produce a candidate report. The report is automatically generated and available both online and as a downloadable pdf so they can be shared with other team members and employees alike.

How our test assesses bank teller skills

Candidates will need to answer a range of questions that measure industry-specific technical skills where applicable (e.g. Microsoft Excel), soft skills (e.g. interpersonal skills), aptitude (e.g. numerical reasoning) and relevant personality dimensions (e.g. outgoingness). The results present a holistic view of how well suited each candidate is for the job at hand, using a data-driven approach.

The format varies by type of question, including multiple-choice for aptitude and technical skills, situational judgement for soft skills and agreement on a Likert scale for the personality dimensions. This approach ensures candidates are being assessed in an accurate and fair manner, and that results reflect the true underlying qualities of each candidate.

The characteristics, abilities and knowledge necessary to be a bank teller were identified using the US Department of Labor's comprehensive O*NET database. O*NET is the leading source of occupational information that is constantly updated by collecting data from employees in specific job roles.

During the development process, test questions were rigorously analysed to maximise reliability and validity in line with industry best practices. They were created by our team of I/O psychologists and psychometricians – who collaborated with subject-matter-experts – and field-tested with a representative sample of job applicants who have varying experience, just like you might find in a talent pool.

Each test is reviewed by a panel of individuals representing diverse backgrounds to check for any sensitivity, fairness, face validity and accessibility issues. This ensures each candidate has a fair chance of demonstrating their true level of expertise.

Our bank teller test is monitored to ensure it is up-to-date and optimised for performance.


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    Fully accredited

    All our Bank Teller tests are written by accredited psychologists and fully validated.

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    For all levels

    We offer Bank Teller tests for all levels so you can assess all roles within your organisation.


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    Candidate comparison

    Simple, easy-to-use candidate comparison reports mean you don’t need to be a psychologist to interpret them.

“We used Picked as part of our Finance Graduate Scheme recruitment and it was just what we needed – really simple to send candidates the link to complete and clear to see how they all compared. And great value for money!”
Christina, HR Director, Cancer Research, UK
Christina, HR Director, Cancer Research, UK
“Personality profiling allowed us to perform lookalike modelling of our most successful employees and use this as a blueprint for new hires.”
Nick, HR Operations, Airbus, Spain
Nick, HR Operations, Airbus, Spain


When in the recruitment process is it best to use a bank teller test?

You can use the bank teller test at any point in the recruitment process, but most teams prefer to use it at the beginning, usually after the initial sift of applications. This means that your team can ensure they are only taking forward the candidates who are most qualified.

Is the bank teller test difficult?

The content of the bank teller test is based on the minimum skills and knowledge needed for the role, so it is not hard in that context. However, the ‘exam conditions’, including a time limit, put the candidate under some pressure, which does make it more difficult.

What is the cost for Picked’s bank teller test?

Picked operates on a monthly or annual subscription basis. We have several plans to suit your hiring needs, which you can check out here. Alternatively, you can get in touch with us to discuss a custom plan.

Can I get a free trial?

Yes, simply sign up (no credit card is required) and we'll give you unlimited access for seven days. Create as many jobs and test as many candidates as you want; you won't be charged a penny.

“Focusing on data reduced the subjective decision making from our hiring process and allowed us to reduce bias and make better hiring decisions.”
Izzie, Head of HR, iZettle, Sweden
Izzie, Head of HR, iZettle, Sweden

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