Complete Union Pacific Assessment & Interview Preparation

Assessment tests are designed to evaluate the relevant competencies of candidates to determine whether they will be able to perform their intended function. They also want to predict that their prospective co-workers will not manifest counterproductive behavior such as pilfering, time-wasting, or gossiping. These tests are an excellent tool for employers to evaluate and sort the candidates. Because there is not one type of aptitude test that is appropriate for all levels, the most common tests assess the candidates' cognitive abilities and basic verbal and logical skills. In cases where the job is technical the test will also include skills related to technical work. The same goes for office work where they will also be tested for control over applications like Word and Excel.

Aptitude tests are commonplace during hiring processes, including at Union Pacific. Make sure you are well equipped to answer questions in the tight timeframes by making use of JobTestPreps authoritative pre-hire prep guides.

• Why do you want to work for us? Do you have any problem with working out of the office?
• Have you ever worked in a place where you have to work outside?
• Do you know people who work for us?
• Do you have a work-time limit?
• Did you have any workplace problems in the past? If so, which ones and how did you handle them?
• Can you work away from home?
• Are you able to relocate near the area where you are offered job?
• Can you meet the “physical standards” required to work here?
• Do you have any convictions including driving drunk or under the influence of drugs?

• The first step is to check their website and see if they are hiring.
• Attend interviews on time and dressed appropriately.
• Sessions vary in duration from 15 to 20 minutes up to an hour.
• Applicants looking for entry-level work generally encounter fewer job interviews during the hiring process.
• Conductors, administrators, and certain positions in distribution regularly require multiple job interviews.
• It really helps if you know someone that works for the railroad like an immediate family member or someone with some form of seniority.

The interview process starts the moment you are contacted, whether you’re faced with a “proper” phone interview, a brief sweep over the job details and confirmation you’re interested, or even just a Union Pacific representative scheduling you for an interview. In any case, make sure you’re cordial, elaborative when necessary, and any inquiries you have are made politely. 

If you are a critical thinker and can make strong and accurate judgement calls, the Situational Judgement Test will give you the opportunity to prove yourself to your future employer. Moreover, the SJT assesses your behavioral traits, so the Union Pacific hiring manager will know if you have the right temperament for both the office and the position in question. During the course of the test, you will be asked to choose from a single answer to multi-layer solutions to solve realistic office conflict scenarios in a multiple-choice format.

Prior preparation is your best bet at being offered the position that you seek with Union Pacific. Researching the company’s culture and the job responsibilities you will be required to perform is crucial to entering the Union Pacific hiring process appropriately. Familiarizing yourself with the assessment tests and interview questions you are likely to face during the Union Pacific hiring process will ultimately give you the upper hand over the other candidates who have also applied.

A panel interview involves several interviewers. As a rule, if you are called for the panel interview, you will have an opportunity to talk to 5 or 6 representatives of the Union Pacific. Your interviewers may be Human Resources representatives, several of your prospective managers, and team leaders. They will take turns to ask you competency-based, situational, and, perhaps, technical questions.